Jeremy Goldstein Emphasizes The Role of Non-Compensate Agreement In Protecting Businesses

Posted on July 08, 2019

Business owners and business executives alike are becoming more and more aware of the risks of not having a non-compete agreement. To make sure that your non-compete agreements are enforceable and protective, you need to have an expert-level and legal consultation service. Your lawyer can also counsel you concerning compensation that the courts would take as reasonable in case you are presenting a non-agreement to a present employee.

 

One of the lawyers in New York City who specializes in employment law is Jeremy Goldstein. He is very passionate when it comes to preserving the interests and rights of his clients. In fact, one of the specific services that he offers assistance with is that which concerns non-compete agreements. Also known as non-compete covenants or restrictive covenants, this kind of agreement is crafted to ensure that the employee’s rights and interests in particular situations are protected.

 

Without customized arrangements tailored to their distinct condition, employers run the risk of being exposed to unwanted risks. But, non-compete agreements must always be fair to employees’ welfare too. This kind of contract is made by an employment law firm at the hiring process and is presented to newly hired.

 

One of the most significant functions of a non-compete agreement is to stipulate the length of time former employees should wait before applying with a competing company or business or working in the industry within the named geographic location. There are several instances why employers limit the effect of competition from previous employees. For instance, employees may have access to proprietary formulae or business strategies or client that former employees could use to their advantage or profit from.

 

However, not all no-compete agreements are enforced by the court. Some of them are so restrictive that the court thinks the employee may fee coerced not to leave the company and stay employed. Therefore, a good lawyer should draft it or at least consulted to prepare a non-compete agreement that the court may deem reasonable for both parties. Jeremy Goldstein, a seasoned New York City lawyer is competent to do agreements such as this.

 

All through his career, he has been committed to employment law. Jeremy Goldstein earned his degree in law from New York University School of Law. Before that, he went to the University of Chicago and Cornell University where he finished with honors. He worked as an associate lawyer at a large law firm in New York.

 

He took care of large businesses including those in the Fortune 100 companies. He handled the legal transactions as well as the merger and acquisitions of different companies. This includes Duke Energy, Phillips Petroleum Company, MNBA Corporation, Merck, Miller Brewing Company, and Dow Chemical Company.

 

It was during this time when he handled the legal counsel for large companies where he realized that there were lots of issues common in the world of employment law that were prevalent that time including contract enforcement and conflict of interest. After several years of working and after careful planning, he established his own law firm in New York City, the Jeremy Goldstein, and Associates.

 

Connect with Jeremy Goldstein on LinkedIn.

Attorney Todd Levine: Everything You Need to Know

Posted on April 26, 2019

Todd Levine is a distinguished and accomplished commercial litigator who has handled numerous, complex business disputes. He is a founding member of Kluger Kaplan, Silverman, Katzen, and and Levine, P.L.

Todd Levine P.L. law firm in Miami, Florida. His primary focus is on real estate litigation, but he handles disputes arising in other fields including entertainment and sports.

Besides his legal pursuits, Todd is an avid musician and artist who enjoys mathematics and science perhaps the reason for his creative and analytical skills in the courtroom. Todd realized he had a talent for litigation through his ability to reframe complex arguments into simple explanations that are easy to comprehend. He creates time to quench his insatiable passion for music with his two sons who are fervent about music as well.

Todd Levine credits his success to a list of traits he has learned over time. Thorough preparation is the number one priority and the key to his success. Over the years, he has learned to consider all possible angles of an argument and to be innovative in developing a solution. He also outlines his strategies logically and straightforwardly of writing. Therefore, it’s easy to notice potential problems in his arguments and deal with them promptly.

Todd Levine nuggets of wisdom for a budding entrepreneur is; first find happiness and fulfillment in your profession. If you can’t love your career, then find some other ways to make money. Learn everything you can in your specialty. Your customers deserve exceptional service. Lastly, let your customers know that you exist.

More about Kluger Kaplan, Silverman, Katzen, and Levine, P.L. law firm

Founded in 2009, Kluger Kaplan Silverman, Katzen, and Levine, P.L. provides excellent services to its clients hence consistency awards and recognition in extensive array publication including Florida Trend’s Legal Elite, Chambers USA, South Florida Legal Guide to name a few. The Martindale Hubbell Legal Leaders honored Todd Levine In 2012 as one of the top lawyers for commercial Litigation in South Florida. World Report and U.S. News listed him as a “Best Lawyer in America” for the 2018-2019 Real Estate Litigation category. Kluger, Kaplan also has offices in Boca Raton and Minneapolis.

See Levine’s profile here https://www.crunchbase.com/person/todd-levine

Jeremy Goldstein-Company Growth Incentives

Posted on February 12, 2018

Jeremy Goldstein is a New York City Lawyer who has worked with clients like Goldman Sachs, Bank of American and Verizon. His experience has exposed him to a common issue being considered by large public corporations, whether or not to use ‘earnings per share’ (EPS) as an incentive to motivate the workforce. The whole concept behind the EPS incentive is the belief that as the company grows, employees would also get increased pay, so if the price per share grows, the employee pay check grows. Learn more: https://thebrotalk.com/bro-recommendations/jeremy-goldstein-gives-us-nyc-recommendations/

 

Still, Jeremy Goldstein notes there is no absolute correlation between employee input and share price fluctuation. Opponents of EPS favored compensation think the company’s CEO could positively or negatively affect the outcome of EPS. A CEO and other top executives are in a position where they could chose to skew the results of internal metrics, thereby affecting the share price.

 

CEOs may be motivated to pursue long-term goals instead of short-term earnings per share. The long term goals refer to the company’s expansion in new and more prosperous areas, including capital investments in equipment, buildings, etc. CEOs have to guide that kind of growth, making them essential in any type of pay per performance plan. Jeremy Goldstein believes that tying the long-term goals of the company to the short-term is the better way to reward everyone for performance of the company.

 

The other essential element in this equation is the general workforce. These workers may not be managers, but their work is mandatory and should be rewarded through pay as well as extra incentives. The one thing most employers fail to understand is creativity from the employee saves a lot of money and is worth a great deal. What makes an employee want to add their ideas to help any company they receive a pay check from? The answer is, only one of two things, saving their personal energy or earning more pay. If your employees are being rewarded as the company gains value through an increased share price, they will eagerly part with those creative ideas and the company will benefit.

 

Jeremy Goldstein notes that by compromising and using pay per performance incentives like EPS, as well as making sure CEOs and other executives produce long term results, the company is guaranteed long-term sustainable results. A company that bases pay increases on the overall growth (long-term and short-term) will have longevity, strength and a growing share price.