Given the increasing legal and regulatory complexity of today’s business environment, many companies are faced with the choice of either committing more and more resources to pay escalating outside counsel fees, or of taking on additional headcount and the associated costs to build an in-house legal and/or human resource team. We set out to find a way to encourage our clients to contact us more regularly, to involve us before an issue becomes a problem, and to depend upon our extensive experience in advising our corporate clients. What we offer is a third, better option: a cost-effective way to retain the services of experienced corporate attorneys to guide and advise a corporate client each step of the way.
With the costs of legal fees soaring to all-time highs, we understand that businesses are too often reluctant to call upon outside counsel for fear of uncertain and excessive legal bills. Of course, when businesses fail to address important legal, HR, and corporate issues on the front-end, the legal costs associated with cleaning up the mess can easily exceed five to six times the cost had the client simply brought us in early on.
Wallace Meyaski offers a unique approach whereby the client pays us an agreed-upon fixed monthly fee to serve as the client’s outsourced General Counsel. At the end of the day, this approach encourages businesses to use and rely on us as your “inside” counsel on a regular basis while, at the same time, provides the client with a fixed cost that that it can properly budget without having to worry about surprising and unexpected legal costs.
While having an unassailable command of the legal issues important to a corporate client is essential, we believe that alone is not enough. By working closely with management and investing time to gain a deep understanding of a client’s business, industry, employees, and corporate culture, we are able to provide nuanced, tailored advice and guidance to help the client find the best business solutions in a way that most outside lawyers or less experienced in-house staff are simply unable to match. Instead of focusing just on the best legal solution to challenges, we apply sound judgment and business sense to deliver clear, direct and practical advice to help your company achieve the best overall outcomes.
Wallace Meyaski brings over twenty years of broad experience in the area of labor and employment law and human resources. As a result, we can provide you with day-to-day advice on how to handle every aspect of employee hiring, promotion, and termination and to implement policies and procedures to protect clients from unnecessary and costly litigation. Our services include legal and strategic advice in the following areas:
Employee Hiring and Termination
Internal Investigations
Harassment and Discrimination Advice
Bi-Annual Review of Employee Policy and Procedure Manual (after creation)
Employee Training Programs
Preparation and Review of Consulting Agreements
Preparation and Review of Employment Contracts
Preparation and Review of Severance Agreements
Preparation and Review of Separation Agreements
Maintain and Review Other Business Policies and Procedures
Education on Maintenance of Employee Files
Document Employee Performance
As part of our monthly fee, we can draft new commercial contracts and review and revise any existing commercial agreements. Our services extend to, but are not limited to, preparation and/or review of the following contracts:
Commercial Contracts
Master Service Agreements
Purchase and sale agreements
Development of Contract Templates
Terms and Conditions
Confidentiality Agreements
Non-disclosure Agreements
Strategic Alliances
Consulting Agreements
Employment Contracts
Property Leases
We recommend that companies regardless of size and scope take a good hard look at long-term business succession planning. In the simplest terms, succession planning is a process whereby an organization ensures that employees at all levels are recruited, developed, and maintained to fill each key role within the company. Succession planning also anticipates and addresses issues that inevitably arise with any change in management and/or ownership to ensure a smooth transition and long-term success for the company. Through a proper succession planning process, businesses recruit superior employees, develop their knowledge, skills, and abilities, and prepare them for advancement or promotion into ever more challenging roles.
Development, Maintenance, and Review of Corporate Succession Plan
Create and/or Revise Corporate Structure Summary
Work with Ownership to Create a Board of Directors
Draft, Maintain, and Review By-Laws to Govern Board of Directors
Terms and Conditions
Attend Monthly/Quarterly Board of Director Meetings
Advise Board of Directors
