Pasadena Business Litigation Attorney
The Legal Counsel & Representation You Deserve
The Law Offices of Paul P. Cheng & Associates is well-versed in representing individuals, institutions, and business organizations in business disputes and civic cases. Our Pasadena business lawyer has extensive experience representing these groups and individuals as defendants and plaintiffs in real estate, construction, business, and other civil litigation matters in Pasadena and surrounding areas.
Key Areas of Commercial Litigation Expertise:
- Corporate shareholder disputes
- Corporate partnership disputes
- Construction claims
- Construction defects
- Personal and real property recovery
Our Lead Team
Ready to Assist with Your Legal Needs
The Law Offices of Paul P. Cheng & Associates knows civil litigation and understands the litigation process. We are equipped to walk you through the investigation, pleadings, discovery, pre-trial, trial, settlement, and appeal steps of your case.
When you come to our California business law firm, we will review all of your legal options and consider all of the possible results - both positive and negative. Our Pasadena civil litigation attorneys will offer you realistic counsel throughout the entire process. Allow our firm to walk with you through this journey.
Get a Free Consultation with Our Pasadena AttorneysOnline or Call (888) 356-4937 Today.
Your Trusted Pasadena Business Litigation Lawyer
At the Law Offices of Paul P. Cheng & Associates, we are passionate about guiding businesses through complex litigation. We know that running a business in Pasadena’s competitive market comes with its share of disputes, from construction claims and partnership disagreements to shareholder disputes. When legal challenges arise, our team can provide the support you need to protect your business interests.
Pasadena’s vibrant business community offers plenty of opportunities, but disputes are an inevitable part of operating in such a dynamic environment. Our firm is deeply familiar with the local business landscape and understands the unique challenges that business owners in Pasadena face.
While resources like the Pasadena Chamber of Commerce can offer networking and insights, navigating legal disputes requires skilled legal representation. We can help resolve conflicts efficiently, working to protect your business’s future while minimizing disruptions.
In addition to business litigation, we also provide a full range of business law services. When you work with us, you’re not just gaining a litigator—you’re gaining a trusted legal partner dedicated to your success in Pasadena’s dynamic market. Let us handle your legal challenges so you can focus on growing your business with confidence.
Business Law FAQs in Pasadena
Understanding Non-Competition Agreements in California
Unlike many states, California has frowned upon non-competition agreements. California Business and Professions Code 16600 reflects that: “[E]very contract by which anyone is restrained from engaging in a lawful profession, trade or business of any kind is to that extent void.” Generally, the interest of employee mobility and career choice is favored over the employer’s interest in restraining competition. Therefore, many of these non-competition agreements are routinely invalidated. However, the Courts have enforced such agreements where the position of the employee is very high. For instance, the vice president of Nike more likely would be restrained from moving companies, for example like Reebok, compared to a low level Nike employee; like one that sells shoes at a store.
An employer cannot require their employee to sign a non competition agreement as a condition of employment. In addition, an employer who terminates an employee for refusing to sign such an agreement will be held liable for wrongful termination.
There is another issue to consider. Reasonable Non competition agreements that pertain to trade secrets can be enforced if they are necessary to protect such secrets. I always recommend the business-clients that want to use non competition agreements to limit it to trade secrets. Furthermore, I tell them that if the secrets are so important that they specifically list them out. If you think about it your employee will end up knowing about the secret anyway. It is better to list it out so that a Court can see that in advance of employment your employee knew what the secret was and decided, knowing the secret that they were going to work anyway. I hope this helps.
