Welter Law Firm PC

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14 Years

in Business

(703) 435-8500Call Visit WebsiteVisit Website Map & DirectionsDirections1141 Elden St Ste 218Herndon, VA 20170 Write a ReviewWrite Review

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Mon - Fri:	9:00 am - 5:00 pm

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Centreville (14 miles)
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Welter Eric

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http://www.welterlaw.com

https://welterlaw.com

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Attorneys, Bankruptcy Law Attorneys, Bankruptcy Services, Business Law Attorneys, Business Litigation Attorneys, Criminal Law Attorneys, Discrimination & Civil Rights Law Attorneys, Domestic Violence Attorneys, Employment Discrimination Attorneys, General Practice Attorneys, Labor & Employment Law Attorneys, Patent, Trademark & Copyright Law Attorneys, Sexual Harassment Attorneys

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Details

Phone: (703) 435-8500

Address: 1141 Elden St Ste 218, Herndon, VA 20170

Website: http://www.welterlaw.com

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Welter Law Firm PC

Theft
Assault
Restraining Order
Our firm understands our clients’ legal and business needs for quick and effective resolutions to disputes involving former employees, franchisees, and competitors, as well as issues related to the sale or buyout of a business or business assets. The firm works with clients to enforce agreements and contracts with former employees, franchisees, or other businesses in actions involving breach of contract, breach of good faith and fair dealing, and breach of franchise agreements. The firm represents businesses in actions against former employees, competitors and franchisees in breach of noncompetition covenants and trade secret theft, including immediate enforcement via temporary restraining orders, injunctions, and injunction hearings. Additionally, our firm works with businesses to address business tort issues, such as tortious interference with a contract or tortious interference with an economic advantage.

Business and Corporate Law

Trade Secrets
Intellectual Property
Unfair Competition
Proprietary information, intellectual property and trade secrets are often the life-blood of a company. In a rapidly evolving marketplace, the theft of confidential information or customers can destroy a company’s competitive advantage. The firm helps clients design agreements and programs to protect its valuable trade secrets, intellectual property, innovations, business relationships, and other confidential and proprietary information. Strategies may include implementing non-competition and non-disclosure agreements, invention assignment agreements, and electronic information retention and security policies.

Wrongful Termination
In an unpublished decision, the California Court of Appeal in the Second Appellate District affirmed the summary judgment and dismissal the firm obtained on behalf of its client in a lawsuit filed in the Los Angeles Superior Court. The former employee alleged discrimination, harassment, and wrongful termination on the basis of his race and religion.
Employment Discrimination
Discrimination and harassment in the workplace remains a top concern for employers and is a dominating issue in employment law. As a result, employers must be vigilant of their duties under anti-discrimination and harassment laws, such as Title VII, Americans with Disabilities Act (ADA), Age Discrimination Act (ADEA), Pregnancy Discrimination Act (PDA), Equal Pay Act (EPA), and Family and Medical Leave Act (FMLA), as well as related state and local laws. Not only must employers be concerned with exposure to discrimination and harassment claims under these laws, but they must also refrain from retaliating against employees who make discrimination or harassment complaints, or otherwise oppose workplace discrimination or harassment. When making employment decisions, employers must carefully consider ramifications of employment decisions and be alert to circumstances that may give rise to the appearance of discrimination, harassment, or retaliation.
Employment Contract
After nine years of bankruptcy proceedings, our clients recovered 100% of unpaid severance owed to a group of former executives of the bankrupt airplane manufacturer pursuant to their employment agreements.
Employment Litigation
Despite preventive measures and compliance, employers still face administrative charges and employment litigation. Welter Law Firm is prepared to help defend you when that happens.
Non-compete Agreement
Our team of attorneys understands and can advise you on effective strategies for managing talent, protecting intellectual property, maintaining workforce excellence, and ensuring compliance as your company grows and enters new markets. From employment handbooks and employee job classification planning to non-compete agreements and protection of intellectual property through nondisclosure and key hire contracts, our firm can create a comprehensive solution for your technology business.
Severance Agreement
Senior executive-level employees and officers (C-level executives) have interests apart from those of the corporations or businesses they serve. As leaders, C-level executives take on risks unlike other employees and confront employment related issues regarding their hiring and termination, compensation and benefits, job duties and responsibilities, stock options, change-of-control arrangements, severance pay and benefits, covenants not to compete, confidentiality agreements, indemnification agreements, and trade secrets, among others. The outcome of each of these issues is critical, especially during the negotiation phase of hiring or subsequent disputes, and can significantly impact an executive’s livelihood, reputation, and future business prospects.
Sexual Harassment
Eric Welter was hired as an expert witness by another major employment law firm in a sexual harassment lawsuit to conduct an independent investigation. Mr. Welter interviewed multiple witnesses and reviewed employer records in order to prepare an expert report regarding the company’s initial response to the complaint of sexual harassment and remedial measures. Plaintiff’s counsel took Mr. Welter’s deposition in the underlying lawsuit as well.

Disability Discrimination
Businesses are required to carefully navigate disability discrimination and accessibility regulations to avoid liability. These regulations have become increasingly complex over time and are subject to frequent change. An employer’s obligation under laws, such as the Americans with Disabilities Act (ADA), begins with physical access to work facilities, but also continues to development and implementation of policies, practices, and procedures that foster compliance, reduce risk of violations, and prevent future agency investigation and litigation. Compliance with these laws and regulations can present unique challenges for businesses.

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