Disputes Related to Employee Hiring and Retention

As a partnership grows, if often becomes necessary to hire additional staff. This is a critical moment, and one with real consequences. Often, partners disagree about who is the best hire, as well as whether it’s time to let an employee go. For example, some partners seek to hire family members, while others might not believe they are the right choice. Ideally, these business partners executed a clear, written agreement that addresses these questions. Practically speaking, this is often not the case. In such situations often call for deft handling and a diplomatic approach to achieve a workable compromise or final resolution.

Choose the Correct Oregon Business Entity

The business entity chosen at formation can have significant legal and financial consequences as the company grows. For example, general partners in a partnership are personally liable for partnership debts, while members of a limited liability company (LLC) typically receive protection from personal liability. Understanding how different business structures allocate risk is an important step when bringing a business idea to market.

Broad Prohibition on These Restrictions

The law does not ban all confidentiality or non-disparagement agreements. Instead, it limits these agreements when they relate to discrimination or sexual assault. A confidentiality agreement cannot stop an employee from discussing or revealing any conduct that counts as discrimination, including sexual assault, whether it happens between employees or between an employee and employer.

Below, our Los Angeles construction attorneys review the most significant changes.

Attorney General Enforcement of Contractors State Licensing Board Penalties

However, defending a case before BOLI differs in important ways from litigating in Oregon courts. To discuss your situation with an Oregon business litigation attorney, contact Structure Law Group, LLP. We work to protect our clients’ reputations and enforce their rights in any forum.

What Is BOLI?

If you have questions about your obligations or how OFLA applies to particular situations, the Oregon employment attorneys at Structure Law Group can help. This article provides a general overview, and we welcome the opportunity to discuss your company’s specific needs.

Is Your Company Covered?

Texas business owners and HR professionals are advised to stay up to date on these new regulations, as they may directly impact your company’s compliance responsibilities. For guidance on how these changes affect your organization, contact Structure Law Group. An Austin employment law attorney can answer your specific questions and help ensure your business remains in full compliance.

Texas HB 149 Regulates Artificial Intelligence

Wage Transparency Law: SB 906

In May, Oregon enacted SB 906, a payroll transparency law that takes effect on January 1, 2026. Under this law, employers must provide new hires with clear, written information explaining how compensation is calculated, what deductions may apply, and how to interpret their paystubs.

Mergers

A merger occurs when two (or more) companies reach a mutual agreement to create a new legal entity that combines all parties’ assets, liabilities, and business operations. The post-merger entity often uses a different name than the pre-merger companies, even if it is just a combination of their names. For example, one of the most notable mergers in Texas history was that of Exxon Corporation and Mobil Corporation, which formed ExxonMobil in 1998. At the time, it was the largest merger in U.S. history.

Below is an overview prepared by Structure Law Group’s California employment law attorneys in our Los Angeles and Silicon Valley offices.

Paid Leave for Crime Victims (California AB 406)