Give Us a Call: 813-489-1001
Cook Law helps you see your situation clearly, and when a matter calls for specialized litigation, we’ll make sure you’re never navigating alone or without the right representation.
When you're not sure what your situation calls for, we help you understand your rights and options first.
We draft, review, and advise on employment agreements directly, including non-compete agreements and executive compensation agreements.
When an employment dispute arises, whether enforcing an agreement or defending against a claim, we help you understand where you stand and, if necessary, fight for the right resolution.
Discrimination and Harassment
We help employees understand their rights and employers understand their exposure, and guide clients toward the right next step, whether that's resolution, internal action, or litigation with the right specialized counsel. To learn more about discrimination and harassment cases, click here.
Whistleblowing
Employees who report illegal or fraudulent conduct by their employer are protected under numerous state and federal laws. We help both employees and employers understand where they stand and what options are available.
Wage and Hour Claims
We help employees and employers in Tampa, Florida and beyond understand their rights and obligations around wage and hour disputes, including unpaid wages and overtime claims.
We draft these agreements directly for employers, using clear, limited language designed to hold up if it's ever tested, protecting a legitimate business interest without being so broad it risks being unenforceable.
High-level executives need contracts that reflect what's actually at stake for them, not a standard template. We draft and review executive agreements with the specific terms that matter at that level, including severance, bonus structures, and compensation security, so both the business and the executive are protected.
When a non-compete dispute ends up in litigation, we handle it from start to finish, whether you're the employer enforcing an agreement or the employee defending against one. We build your case around the specific terms of the agreement, the facts of what actually happened, and Florida's non-compete laws to work toward the strongest possible outcome, in or out of court.
for breach of fiduciary duty claims, including punitive damages, after our client's business partner locked him out of the business. Our client was also granted full control of the company and his partner was dissociated from the business and removed as manager.
Successfully obtained an injunction against two former employees who took our client's customer lists and other trade secrets and used them in a competing business.
Our client purchased a business based on the seller’s false statements that the business was in compliance with applicable regulations. After we filed suit and pursued aggressive litigation, the seller agreed to a refund.
Obtained a summary judgment dismissing claims of tortious interference with business relationships asserted against our client. Following the judgment, our client was awarded its attorney's fees and costs for defending the case.
Successfully negotiated a settlement agreement between two partners involving the division and allocation of ownership of six separate limited liability companies.
STEP 1
We start by listening, so we understand exactly what you're facing.
STEP 2
Together, we shape a strategy that fits your case, your appetite for risk, and your bottom line.
STEP 3
With senior-level judgment by your side, you move forward knowing you're headed toward the best outcome for you.
Many employers require employees to sign non-compete agreements before starting work. These agreements typically restrict an employee's ability to work for competitors, solicit former clients, or disclose confidential information after leaving the company.
Generally, it has to protect a legitimate business interest, not just prevent ordinary competition, and be reasonably limited in time and geographic scope. An agreement that's overly broad or indefinite is less likely to be upheld.
If an employee breaches an agreement and the agreement is enforceable, the most common remedy is an injunction preventing any further breach. In practice, this means that a court can order that a former employee can no longer work for a competitor or he or she can’t do business with the former employer’s customers. In addition, the former employee may be liable for the financial harm caused by the breach.
