Contracts are the cornerstones of many businesses, as they define various crucial business relationships, include those between a business and its employees, vendors, distributors, etc. Whether you are just getting your business started or your business has been operating for some time, knowing the fundamental elements that business contracts should include can be essential to:
In this blog series, we will highlight some of the most essential elements of valid business contracts. If you need assistance with business contracts or any legal issue affecting your business, don’t hesitate to contact Denver Business Lawyer Thomas E. Downey. He has the experience, knowledge and integrity you can count on to successfully resolve all of your business legal issues.
First off, business contracts should clearly identify the entities that will be a party to the contract. In particular, this description should specify:
Here, it’s also conventional to include contact information (like a phone number and/or email address) for the other party entering into business contracts.
Once the parties of business contracts have been clearly identified in the contract, next, it will be important to detail the specific terms regarding the services and/or products to be rendered and/or the nature of the proposed relationship between a business and the other party entering into the contract with the business.
In this section of business contracts, some of the specifics to include can be the following (depending, of course, on the nature of the contract):
Resuming 7 Essential Elements for Your Business Contracts (Pt. 1), below, we will continue to point out some critical components to contain in your business contracts.
Another critical component of business contracts is having terms that detail the expectations regarding the deliverables associated with the contract. For instance, if your business will be selling X products to a distributor every month by the 5th of the month, then these details should be specifically included in the contract.
Additional details that may need to be included in this aspect of business contracts can include (but may not necessarily be limited to):
For this section of business contracts, it will be imperative to explicitly detail what the payment or compensation will be for the delivered products, services, etc. In particular, compensation provisions of business contracts should generally include details regarding:
Be sure to look for the upcoming conclusion to this blog series!
Wrapping up our blog series 7 Essential Elements for Your Business Contracts, here, we will point out some final critical components to include in legal contracts for your business.
Even extremely well-drafted business contracts may need to be modified or terminated altogether when the circumstances of any party in these contracts may change. Therefore, having business contracts include specific terms regarding how modifications or the termination of these contracts should proceed can be essential to:
Here, it’s also important to note that, when developing provisions regarding the modification or termination of business contracts, it’s usually best to do so with the help of an experienced business attorney who can assist your business in devising terms appropriate (and preferable) for your business.
Although you may not want to think about breaches of your business contracts, planning for the worst cases is critical to protecting your business when entering into any contracts. To this end, be sure to include terms regarding the legal actions that may be taken if business contracts are breached.
For instance, you may want to stipulate in these provisions of business contracts that, in the event of an alleged breach of contract:
Finally, all business contracts should include a place to authorize (sign) and date the contract to enact it. This should include a spot for all appropriate authorities or signatories to sign the contract (with each party’s full legal name, as well as the party that an individual represents, being clearly spelled out beneath the space provided for authorization).
If you need help developing business contracts or dealing with any legal issue related to your business, you can count on Denver Business Lawyer Thomas E. Downey. Since 1983, Thomas Downey and the other legal professionals at Downey & Associates, PC, have been providing individuals and businesses in the Denver Metro Area and throughout the U.S. with the highest level of legal service for their business legal issues.
Our dedication to our clients, coupled with our extensive experience handling complex matters of corporate law, means that our clients can always trust that we will aggressively protect their rights and help them achieve the best possible outcomes to their sensitive legal matters.
We encourage you to learn more about your rights and options, as well as our various services, by calling us at (303) 813-1111 or by emailing us using the contact form on this page.
From our law offices in Centennial, we serve clients throughout Colorado and the U.S.
Consultants, contractors and other employees can be asked by their employers to sign non-compete agreements, which are essentially contracts preventing people from sharing the trade secrets or intellectual property of a business with another company.
While non-compete agreements are popular and widely used in the tech industry:
Because signing a non-compete agreement comes with various obligations, it’s important that people thoroughly understand the terms of these agreements so they can make an informed decision about whether or not they would like to sign them.
In this three-part blog series, we will highlight some important questions to ask yourself if you are trying to figure out whether you should sign a non-compete agreement. If you would like some professional legal advice regarding a specific non-compete agreement, don’t hesitate to contact Downey & Associates, PC. Our seasoned business lawyers are ready to provide you with the answers you need so you can make the right moves for you, your business and your future.
The scope of a non-compete agreement is one of the first and most important things that needs to be understood, as the terms of these agreements can vary widely. For instance, while some of these contracts may stipulate that people cannot work for competitors in the same local region for a certain period of time, others may be far broader and more extensive, possibly including terms to try to preclude people from working for any of a company’s competitors, regardless of where the competitors are based.
So, make sure you understand these terms of a non-compete agreement and how they could impact you if you decide not to work with that firm at some point in the future.
Here, it’s also important to note that:
In many cases, the focus of non-compete agreements is the trade secrets and intellectual property of a business. In other words, these contracts define such trade secrets and intellectual property as being “confidential.”
Make sure that, as you review the terms of a non-compete agreement, you clearly understand what the definition of “confidential” is for the purposes of that contract. If this term is not clearly defined in the non-compete agreement, it can be a good idea to:
While such ambiguities can open up some wiggle room for employees, they can also usher in a world of legal trouble and headaches if or when a business may decide to come after a person for allegedly violating a non-compete agreement. So, do yourself a favor and avoid such issues and headaches up front by making sure these terms are clear and that you fully understand them.
This question is also aimed at shedding light on how limiting a non-compete agreement may be and how it can impact people’s future professional opportunities. When reading through these agreements, consider the geographical limitations imposed by these agreements:
If there are not any geographical limitations imposed by a non-compete agreement, this may not bode well for the workers who are asked to sign them, as such broad terms can end up being used against workers to try to prevent them from working for any competitor anywhere.
This is another critical aspect of non-compete agreements that people need to be aware of, as the time limits or time frames that are imposed by these contracts can be extremely detrimental to employees in the future if or when they are looking for new employment.
For instance, some non-compete agreements may lay out strict terms regarding how long people have to wait before they sign on to work with a firm’s competitor. In other cases, broader non-compete agreements may not specify any time frames whatsoever, and this can create ambiguities that firms may use to argue that workers can never work for certain competitors.
As with the term “confidential,” the ambiguities with time limits can end up creating a world of legal problems for workers if they end up working for competitors in the future, as the firms that made them sign non-compete agreements can argue that these workers are in violation (or breach) of the agreement.
So again, make sure that:
Regardless of the specific terms of a non-compete agreement that you may be given and asked to sign, if the terms of this agreement are ambiguous, unfavorable or outright unacceptable, being able to negotiate these terms can be critical. Is the employer that has provided you with this agreement willing to make some concessions like narrowing the terms of the time limits, geographical limitations or other limitations that may be imposed by the non-compete agreement?
If not, you may want to seriously consider whether it’s worth it to sign a non-compete agreement, as it may have significant impacts on your career and professional options in the not-so-far-off future.
Do you need help reviewing a non-compete agreement to decide if you should sign it? Or do you need assistance developing effective, comprehensive non-compete agreements for you firm? If so, you can count on Denver Business Lawyer Thomas E. Downey. Since 1983, Thomas Downey and the other legal professionals at Downey & Associates, PC, have been providing individuals and businesses in the Denver Metro Area and throughout the U.S. with the highest level of legal service for their various business legal issues.
We encourage you to learn more about your rights and options, as well as our various services, by calling us at (303) 813-1111 or by emailing us using the contact form on this page.
From our law offices in Centennial, we serve clients throughout Colorado and the U.S.
Wrapping up our blog series How to Create a Business Plan: 7 Elements of a Successful Business Plan, below, we will explain the final three components that are essential to developing a comprehensive business plan that can position your future business for optimal success.
Final Components of a Comprehensive Business Plan
5. Your Products or Services and Your Competition
After describing your business team, as discussed in the second part of this blog series, the next step will be to detail the nature of the products and/or services that your business will be selling, as well as who will be your business’ competition. As you develop this element of your business plan, some of the most specific aspects that should be detailed in your discussion include (but are not necessarily limited to):
The specific types of products and/or services you will be selling – In addition to explaining what these will be, you should also explain the proposed pricing for them.
6. Your Marketing Strategies
Because an effective marketing plan is essential to the success of any modern business, your business plan will need to explain what your plan is for getting the word out about your business. To this end, this section of your business plan should detail elements, such as:
7. Funding and Measuring Success
In this section of your business plan, the details of how you will fund your business’ operations will need to be explained in detail. In particular, you should provide an explanation of:
Here, it’s also important to detail how you will measure your business’ success, especially if there are aspects of this element that may go beyond the profits alone.
Denver Business Formation Lawyer at Downey & Associates, PC
If you need help with any aspect of forming a business, you can count on Denver Business Formation Lawyer Thomas E. Downey. Since 1983, Thomas Downey and the other legal professionals at Downey & Associates, PC, have been providing individuals and businesses in the Denver Metro Area and throughout the U.S. with superior representation and legal service for their business legal issues.
You can learn more about our business legal services by calling us at (303) 813-1111 or by emailing us using the contact form on this page.
From our law offices in Centennial, we serve clients throughout Colorado and the U.S.
Picking up from where How to Create a Business Plan: 7 Elements of a Successful Business Plan (Pt. 1) left off, below, we will continue pointing out some of the most essential aspects of a comprehensive business plan.
More Important Components of a Successful Business Plan…
3. The Business Goals
After describing the business’ operations in depth, the next component of the business plan should focus on detailing what the business’ goals are in terms of profitability and success. To this end, you may want to explain the business’ goals according to a time line; in other words, what are the business goals for the first month of operation, the first quarter, the first year, etc.
As you explain these goals, some of the specific questions you should think about answering in this section include (but are not necessarily limited to):
Here, it’s important to note that, as you create a business plan, this section does not have to be long (like the business description section will likely be); instead, consider dedicating one or two paragraphs to each of the above-mentioned topics. In general, keeping this section more concise can be preferable when you are using your business plan to secure financing (among other things).
4. Your Business Team
In this section of your business plan, you should detail what types of employees will comprise your business’ team and why each of these employees (or groups of employees) is critical to the operation and success of the business. Here, some of the specific aspects of the business team that you may want to highlight in detail can include (but are not necessarily limited to):
We will wrap up this discussion regarding developing a business plan in the upcoming conclusion to this blog series – make sure you look for it!
Denver Business Formation Lawyer at Downey & Associates, PC
If you need help with any aspect of forming a business, you can count on Denver Business Formation Lawyer Thomas E. Downey. Since 1983, Thomas Downey and the other legal professionals at Downey & Associates, PC, have been providing individuals and businesses in the Denver Metro Area and throughout the U.S. with the highest level of legal service for their business legal issues.
Our dedication to our clients, coupled with our extensive experience handling complex matters of business law, means that our clients can always trust that we will aggressively protect their rights and help them achieve the best possible outcomes to their sensitive legal matters.
Contact Us Today
We encourage you to learn more about your rights and options, as well as our various services, by calling us at (303) 813-1111 or by emailing us using the contact form on this page.
From our law offices in Centennial, we serve clients throughout Colorado and the U.S.
When you are ready to start your own business, one of the first steps in the process will be to create a business plan to outline the various details of your business. While it is possible to forego this step, taking the time to create a business plan that is comprehensive can optimize your chances for success and profitability in the future.
In this three-part blog series, we’ll highlight the essential components of an effective business plan, briefly discussing what each element should contain. If you have questions about business plans or need any legal advice regarding any aspect of your business, don’t hesitate to contact Denver Business Law Attorney Thomas E. Downey. He has the experience, skills and knowledge necessary to help you favorably and efficiently resolve any legal matter pertaining to your business.
The following outlines the various parts of a comprehensive business plan:
This vital component of a business plan will essentially provide an overview of the entire business plan, briefly stating the business’ purpose and goals. Some of the specific elements that should be touched on in an executive summary for a business plan are the:
If you plan on seeking investors for your business, having a concise, well-written executive summary will be critical.
2. The Description of the Business
Following the executive summary, there should be a more in-depth description of the business and the intent behind it. In this description, providing some context for the business by describing the current state of the industry in which the business will fit is important.
Once this background has been explained, it will be time to delve into some of the specifics of the business; in particular, this may include:
We will continue our discussion of how to create a business plan in a few upcoming parts of this blog series – don’t miss them!
Denver Business Formation Lawyer at Downey & Associates, PC
If you need help with any aspect of forming a business, you can count on Denver Business Formation Lawyer Thomas E. Downey. Since 1983, Thomas Downey and the other legal professionals at Downey & Associates, PC, have been providing individuals and businesses in the Denver Metro Area and throughout the U.S. with the highest level of legal service for their business legal issues.
To learn more about how we can assist you with your business legal needs, contact us by calling us at (303) 813-1111 or by emailing us using the contact form on this page.
From our law offices in Centennial, we serve clients throughout Colorado and the U.S.
In many cases, offers of employment are “at-will,” meaning that an employer can – at any time – end the relationship and let an employee go without cause or reason. Despite this fact, however, there are cases in which firing a person from his job may be illegal and, as a result, the wrongfully terminated person may be able to file a lawsuit against his employer.
In this blog series, we will highlight some of the specific grounds for wrongful termination lawsuits, as well as some of the important factors that people should keep in mind when they may be considering moving forward with such a lawsuit. While the discussions herein are general, you can easily obtain more specific info and professional advice regarding your case by meeting with Denver Wrongful Termination Lawyer Thomas E. Downey.
Although employers may legally let employees go from their jobs for no reason (when employment is “at will”), it is against federal and state laws to fire someone because of their race, ethnicity, country of origin, gender or sexual orientation, age and/or disability. When such discriminatory practices are the basis of terminating a person’s employment, that person:
Because proving discrimination can be complicated and challenging – particularly when these cases may come down to an employee’s word against an employer’s story, it’s crucial to retain an experienced lawyer like Denver Wrongful Termination Lawyer Thomas E. Downey to advocate your rights in discrimination-based wrongful termination lawsuits.
When employers have entered into written or oral contracts with employees for a term of employment, they are legally required to honor these contracts, and firing the employee who is a party to such a contract may constitute a violation (or “breach”) of these contracts.
For instance, an employer may enter into a contract with an employee that stipulates that the employee will be guaranteed a full-time job for a certain period of time. If the employer ends up firing the employee before this period of time is up, this will likely result in a breach of the employment contract (whether that contract is written or expressed) and can, consequently, be the basis of a wrongful termination lawsuit against the employer.
As we discussed in detail in a previous blog series, employees have certain rights in the workplace, including (but not limited to) the right to privacy, the right to a safe work environment and the right to blow the whistle on illegal actions of an employer. If or when employees choose to exercise their whistleblowing rights and report an employer to OSHA or some other authority for violating the law, it is illegal for the employer to fire that employee for making such reports.
Should employers ignore this fact and fire an employee as retaliation for blowing the whistle on some violation (such as a safety violation), that employee will likely have a wrongful termination claim and can sue his employer for various damages.
By law, employees are permitted to take time off of work for medical leave, military obligations and certain other reasons. When employees exercise this right and end up being fired as a result by their employers, they can sue for wrongful termination.
Some employers may have specific procedures for taking disciplinary actions against employees prior to firing them; in many cases, these procedures are detailed in employee handbooks (or wherever an employer keeps official records of the company’s procedures, rules, etc.).
For example, an employer may stipulate that, as part of company policy, an employee who violates the rules will first get an oral warning; for subsequent violations, an employee may get written up and may have two chances to clean up his act prior to facing the possibility of being fired.
When such disciplinary policies are in place but employers fail to follow them (and, instead, fire an employee without any warning or appropriate disciplinary actions being taken ahead of time), this can be grounds for a wrongful termination lawsuit against the employer.
While people considering moving forward with wrongful termination lawsuits will need to have a specific ground to file this case, they should also be aware of the following factors:
If you believe that your employer wrongfully terminated your employment, it’s time to contact Denver Wrongful Termination Lawyer Thomas E. Downey.
Since 1983, Thomas Downey and the other legal professionals at Downey & Associates, PC, have been providing individuals and businesses in the Denver Metro Area and throughout the U.S. with the highest level of legal service for their employment-related legal issues. Our dedication to our clients, coupled with our extensive experience handling complex matters of employment law, means that our clients can always trust that we will aggressively protect their rights and help them achieve the best possible outcomes to their sensitive legal matters.
A choice to work with our Denver wrongful termination attorney can give you confidence that, at every stage of your case, your claim will be handled with expert care and attention and that we will work diligently to help you resolve your case as favorably and efficiently as possible.
We encourage you to learn more about your rights and options, as well as our various services, by calling us at (303) 813-1111 or by emailing us using the contact form on this page.
From our law offices in Centennial, we serve clients throughout Colorado and the U.S.
Arbitration is a form of alternative dispute resolution that can help people avoid litigation while working out solutions to their legal conflicts. As with any legal process, there are some distinct benefits and disadvantages to resolving disputes through arbitration, and whether or not this is a better choice for disputing parties will depend in the nature of the conflict, as well as each parties’ specific expectations and needs.
In this three-part blog, we will take a closer look at some of the specific pros and cons of arbitration. If you have questions about the arbitration process, are ready to move forward with arbitration or need some other legal assistance or representation, don’t hesitate to contact Denver Lawyer Thomas E. Downey.
Some of the specific advantages associated with opting to resolve a legal dispute via arbitration include that:
Although there are various benefits to opting for arbitration to resolve various types of disputes, this process can have some downsides. Specifically, some of the drawbacks to arbitration may include (but are not necessarily limited to) the facts that:
Do you have questions about or need representation for arbitration? If so, contact Downey & Associates, PC. Since 1983, Denver Arbitration Lawyer Thomas E. Downey has been providing individuals and businesses in the Denver Metro Area and throughout the U.S. with the highest level of legal services.
At Downey & Associates, PC, we have the integrity, experience and resources necessary to ensure that you will receive the highest level of personal service, the highest quality legal services and, ultimately, the best possible resolution to your case.
We encourage you to learn more about your rights and options, as well as our various services, by calling us at (303) 813-1111 or by emailing us using the contact form on this page.
From our law offices in Centennial, we serve clients throughout Colorado and the U.S.
Various laws have been enacted to outline employee rights, govern the relationship between workers and their employers and generally protect employees in the workplace. From wages and discrimination-related issues to taxation and grounds for termination, a number of different issues come into play with employment law and employee rights.
In this three-part blog, we will take a closer look at some of the specific employee rights that U.S. workers can count on – and that they should be aware of. If people find that their rights as employees have been violated in any way by their employer(s), they are encouraged to contact Denver Employment Law Attorney Thomas E. Downey to learn more about their options for holding their employer accountable.
A number of different laws protect workers from discrimination, as well as any type of harassment or abuse, in the workplace. Specifically, it is illegal for employers to discriminate against any employee based on that individual’s:
While this means that employers are not allowed to ask certain types of questions during the hiring process (and that they are not legally permitted to NOT hire someone based on any of the above-described features), it also means that employers cannot refuse to promote someone (or even decide to fire or layoff someone) due to such factors. Instead, employers can generally only make such decisions about a person’s employment based on his or her performance.
Employee rights also protect workers’ right to privacy in the workplace. This means that employers do NOT have the right to inspect workers’ personal property (like, for instance, their purses, personal mail, cellphones, etc.) or to dig through personal space allotted to an employee (like, for example, a locker).
Here, however, it’s important to point out that employers will have the right to screen certain property or messages if or when:
There may be other instances too in which employers may have the right to screen or inspect workers’ personal property or messages. However, if you feel that your employer may have violated your rights to privacy at any point, you should contact Downey & Associates, PC for a thorough case evaluation.
Another right that employees specifically have is the right to work in a safe environment. In other words, employers have a specific responsibility to:
When employers fail to live up to these obligations and workers are injured at work, injured employees will generally be entitled to compensation for their injuries, medical bills, lost wages, etc.
This employee right entitles workers to receive (at the very least) a set minimum wage, as set by federal law. It also means that, if or when workers put in overtime, they can be entitled to “time-and-a-half” (depending on the nature of their job and their contract with their employer). In other words, employers have the responsibility to fairly compensate workers for their labor, and a failure to do so can result in serious penalties being enacted against an employer.
When wage disputes arise between employees and employers, it’s crucial to contact a Denver employment law attorney at Downey & Associates, PC to resolve the dispute as favorably and efficiently as possible.
This employee right specifically empowers workers to stand up to their employers and report any violations, discrimination or other illegal acts that employers may have committed to the proper authorities without retaliation. In other words, these employee rights allow workers to blow the whistle on their employers’ wrongdoings and to do so without worrying about losing their jobs, being demoted or otherwise being the targets of retaliation from an employer.
In fact, if employers try to retaliate against employees who have exercised their whistleblower rights, employees can sue their employers for compensation.
If you need help with any matter of employment law, you can count on Denver Employment Law Attorney Thomas E. Downey. Since 1983, Thomas Downey and the other legal professionals at Downey & Associates, PC, have been providing individuals and businesses in the Denver Metro Area and throughout the U.S. with the highest level of legal service for their employment law, property tax and real estate legal issues.
We have the integrity, experience and resources necessary to ensure that you will receive the highest level of personal service, the highest quality legal services and, ultimately, the best possible resolution to your case.
We encourage you to learn more about your rights and options, as well as our various services, by calling us at (303) 813-1111 or by emailing us using the contact form on this page.
From our law offices in Centennial, we serve clients throughout Colorado and the U.S.
Whether you or your business has entered into a contract with another party, you want to be able to trust that the other party will meet the terms of the contract. Unfortunately, however, this may not end up happening, as any number of factors can result in possible breaches of the contract. When this happens, knowing your legal options can be pivotal in protecting yourself, your assets and your business.
In this three-part blog, we’ll answer some commonly asked questions about breaches of contracts. If you have questions not answered herein or need any assistance dealing with a contract-related issue, don’t hesitate to contact Denver Contract Dispute Lawyer Thomas E. Downey.
A: Although it’s generally advisable than any agreement between two parties is documented in a written form as an official contract, there may be times when this is not possible or it just doesn’t end up happening. When this is the case, it may be possible to prove that a verbal agreement was made and that this agreement served as an oral contract.
In these cases, it’s usually necessary to prove that:
There are a number of other factors that can play into such oral agreements, so it’s best to consult an attorney to find out if an oral agreement can serve as a contract and when it’s possible to seek legal recourse for a possible breach of an oral contract.
A: In general, it’s best that any contract between two or more parties be documented in a written form. It’s also always advisable that:
Not consulting an attorney can result in various contract disputes or problems down the line and could even end up costing an individual or business a lot of money – and some professional relationships – in the future.
A: Talk to an attorney as soon as possible. Your attorney can determine whether a breach of contract has, in fact, occurred and what you should do to defend yourself against such allegations. Waiting to meet with an attorney can only end up hurting you in the future, especially if the party alleging that you are in breach is intent on pursuing legal action against you.
A: A material breach refers to one party’s failure to perform according to the terms of the contract. With this type of breach of contract, the failure to perform generally needs to be significant enough to render the contract “irreparably broken” and, thus, compromise the agreement at its very core.
A material breach of contract may also be referred to as a “total breach,” and when this occurs, one party may either terminate the contract (i.e., end the official agreement) or seek legal recourse through the courts.
If legal recourse is sought by one party, the court will typically look to the Restatement (Second) of Contracts, as well as case precedent, for guidance on how to rule on the alleged breach. This Restatement (Second) of Contracts specifically reads as follows:
"In determining whether a failure to render or to offer performance is material, the following circumstances are significant: (a) the extent to which the injured party will be deprived of the benefit which he reasonably expected; (b) the extent to which the injured party can be adequately compensated for the part of that benefit of which he will be deprived; (c) the extent to which the party failing to perform or to offer to perform will suffer forfeiture; (d) the likelihood that the party failing to perform or to offer to perform will cure his failure, taking account of all the circumstances including any reasonable assurances; (e) the extent to which the behavior of the party failing to perform or to offer to perform comports with standards of good faith and fair dealing."
If you believe that a party is in material breach of a contract, consult an experienced attorney for more information about the issue and your options.
A: Also referred to as partial breach or immaterial breach, a minor breach of contract refers to a type of breach that is less severe than a material breach but can still give one party recourse for damages.
For example, if a contract stipulated that a contractor was supposed to use X when building a house and, instead, Y was used, then there may be a minor breach of contract. If, however, Y ultimately has the same function and durability as X, there may be issues collecting damages for the minor breach.
When a minor breach of contract is suspected, consult an attorney to find out if you may be entitled to damages for the breach.
A: It’s best to consult an attorney if you think that another party is in breach of contract. There are typically strict timeframes for seeking legal action against parties that are in breach of contract, and consulting a lawyer as soon as possible will likely give you more options for recourse and possible reparations.
A: When it has been established that a breach of contract has occurred, the party that has been damaged or suffered any losses due to this breach will typically be entitled to monetary compensation (the amount of which will depend on the specific costs of the losses caused by the breach of contract).
In cases in which monetary damages won’t or can’t sufficiently compensate a party for the damage caused by the breach of contract, the court (or the attorneys for both parties) will try to work out some type of award or agreement that can better compensate the plaintiff for his losses.
A: There is no quick answer to this question. While some cases involving a breach of contract can be resolved relatively quickly (when, for instance, both parties can come to an agreement on how to resolve the issue), in many cases, it will take some time to reach a successful resolution.
The bottom line here is that, regardless of how long it may take, having an attorney fighting for your interests and rights will be critical to resolving breach of contract cases as favorably and efficiently as possible.
If you need help with resolving a contract-related issue, you can count on Denver Contract Dispute Lawyer Thomas E. Downey. Since 1983, Thomas Downey and the other legal professionals at Downey & Associates, PC have been providing individuals and businesses in the Denver Metro Area and throughout the U.S. with the highest level of legal service and representation.
Our dedication to our clients, coupled with our extensive experience handling complex matters of contract and business law, means that our clients can always trust that we will aggressively protect their rights and help them achieve the best possible outcomes to their sensitive legal matters.
We have the integrity, experience and resources necessary to ensure that you will receive the highest level of personal service, the highest quality legal services and, ultimately, the best possible resolution to your case.
We encourage you to learn more about your rights and options, as well as our various services, by calling us at (303) 813-1111 or by emailing us using the contact form on this page. From our law offices in Centennial, we serve clients throughout Colorado and the U.S.