About Us
Specializing in employment law (management side) and business law.
Sarver Law Firm represents small and mid-sized businesses in the following areas:
A. Employment Law:
Defending from employment discrimination and wage & hour lawsuits;
Defense / representation in Department of Labor audits and hearings;
Employment law compliance services: (legal consulting): handling sensitive employee terminations, investigation of discrimination complaints, resolving employee relations disputes.
Employment Contracts: reviewing, revising, renegotiating your company's employment contracts, non-compete agreements; consultant agreements, and employee handbooks.
B. Business Law:
Business formation, corporate restructuring, wind-down dissolution; Operating Agreements, Partnerships, Investor Agreements, Shareholder Agreements, Drafting Contracts with Vendors, Consumers, and Businesses; and Non-Profit Formation.
C. Our Clients:
With over 20 years of legal experience, our firm's clients include professional service providers, retail stores, restaurants, and the hospitality industry, small business owners, mid-sized companies, tech companies and startups.
The products and services we offer
Recommendations Received (16)
"Great local labor attorney for sbm"
"Eric is an excellent litigator and lawyer. He takes the time to understand what a client needs,..."
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"Eric is an excellent litigator and lawyer. He takes the time to understand what a client needs, given the situation they find themselves - especially in the case of defending their business in labor litigation."
Products & Services
Representing management, business owners and startups in all matters of employment law (defense against employment lawsuits, defense of Dept of Lab...
The Law Offices of Eric M. Sarver provides legal counsel and representation related to COVID-19 reopening for business owners. We help employers to...
When your business needs to protect confidential or proprietary information, trust The Law Offices of Eric M. Sarver to draft iron-clad non-disclos...
Gallery
Recommendations Given (9)
"Linda Kagan, Esq., is an excellent attorney with a keen understanding of how business and the law..."
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"Linda Kagan, Esq., is an excellent attorney with a keen understanding of how business and the law intersect. She fights hard for her clients in employment law and litigation matters - always focusing on her client's needs. A meticulous corporate attorney as well, Linda has much experience and success with M & A matters. I recommend her highly to any company or business in need of a corporate, business law or litigation attorney. "
"Impact Business Development Consulting provides outstanding marketing strategy, brand positioning..."
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"Impact Business Development Consulting provides outstanding marketing strategy, brand positioning and business development for their clients. They are creative, diligent, and highly focused on client needs. I recommend them for the food and beverage industry."
Recent Activity
I have drafted Force Majeure clauses that include disease, epidemic and quarantine in contracts for clients. Quite often, the client, in looking to keep the contract as succinct as possible, has asked me if that language is really necessary - a question I've wondered myself - though I see now...
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I have drafted Force Majeure clauses that include disease, epidemic and quarantine in contracts for clients. Quite often, the client, in looking to keep the contract as succinct as possible, has asked me if that language is really necessary - a question I've wondered myself - though I see now that it is important to have such language. Granted, however, that even without these specific words mentioned, the corona virus would fall under the idea of circumstances beyond the control of the parties, and which are not based on any fault, omission or negligence by the parties. In other words, one would be alright without these terms, but an abundance of caution in drafting contracts has an upside.
As a business law / employment law attorney, I often receive the question "what type of entity should I form - an LLC, an s-corp, or a c-corp?" Of course, there is no one right answer or "universal" choice for all businesses. Rather, the answer is dependent upon a number of factors related to...
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As a business law / employment law attorney, I often receive the question "what type of entity should I form - an LLC, an s-corp, or a c-corp?" Of course, there is no one right answer or "universal" choice for all businesses. Rather, the answer is dependent upon a number of factors related to the business entity, such as the owner's long-term and short-term goals (are they looking to attract investors? Will they have numerous business partners? What is their cash flow and revenue stream? Will there be any employees in the business, or simply a 1 or 2 person operation?) Drafting Contracts, business formation, buy-sells, and related business law matters are often fact-specific: what works for one business may not be right for another. Eric Sarver, Esq. Law Offices of Eric M. Sarver 106 West 32nd Street, 2nd Floor New York, NY 10001 (T) 917-930-8684 / Fx: 212-606-8772 www.sarver-law.com Employment Law & Business Law For Small to Mid-Sized Businesses.
Good morning Jill,
You've touched on an important topic that is crucial for the operational, legal and financial help of a company: having an employee handbook and set of H.R. Policies, procedures and protocol in place. Employee handbooks not only help a company to lay out the expectations...
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Good morning Jill,
You've touched on an important topic that is crucial for the operational, legal and financial help of a company: having an employee handbook and set of H.R. Policies, procedures and protocol in place. Employee handbooks not only help a company to lay out the expectations that you have of your employees (along with explaining what employees can expect from management). Employee Handbooks also address key issues related to anti-discrimination and anti-sexual harassment policies, procedures to follow if an employee believes that they have been discriminated against, and handbooks can further clarify the company's position on PTO, progressive discipline, and other topics that require clarity.
I often remind my clients in New York State that, effective October of 2018, there are heightened requirements for employers to have posted (via written H.R. Policies or Employee Handbooks) a more detailed description of sexual harassment, concrete examples, a sample complaint form, and other language that was not previously required by law. I hope this answer was helpful...
Sincerely,
Eric
Eric M. Sarver, Esq. Law Offices of Eric M. Sarverwww.sarver-law.comEmployment Law & Business Law, For Small To Mid-sized Businesses.
Hi George,
While I tend to find that in-person methods (networking in groups, networking 1 to 1, giving workshops and presentations) tend to result in clients, who then refer their friends and colleagues, I believe that you have to put yourself in your clients' (or customers') shoes, and ask,...
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Hi George,
While I tend to find that in-person methods (networking in groups, networking 1 to 1, giving workshops and presentations) tend to result in clients, who then refer their friends and colleagues, I believe that you have to put yourself in your clients' (or customers') shoes, and ask, how do they go about looking for / finding the type of service that you provide? Do they likely do an internet search? If so, perhaps increasing your SEO / SMO / web presence is key. Or is your business highly specialized, where your clients tend to select you by seeking a referral from a trusted source? (If so, that might point you more towards networking and 1 to 1 connections). The answer to this question will be different for each business, based on who you are, what service or product you provide, and how your potential clients tend to search for / select you. Lastly, give it time! Returns on Investment are rarely quid pro quo -- the seeds you plant today may sprout and grow eight months from now...
Sincerely,
Eric Sarver, Esq. Law Offices of Eric M. SarverEmployment Law & Business Law,For Small To Mid-Sized Businesses. (T) 917-930-8684 (Fx) 212-606-8772E-mail: ems@ericsarver.com Web: www.sarver-law.com
Hi Donald,
I tend to agree with the majority of replies here: if one is "busy" because they genuinely have a lot of work to do, deadlines, or both, and if the *motivation* for "being busy" is to be productive and achieve one's goals, then being busy is not a bad thing. However, many people -...
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Hi Donald,
I tend to agree with the majority of replies here: if one is "busy" because they genuinely have a lot of work to do, deadlines, or both, and if the *motivation* for "being busy" is to be productive and achieve one's goals, then being busy is not a bad thing. However, many people - especially entrepreneurs -- have trouble sitting still. They feel like they "should be doing something" - and so their motivation to engage in "busy work" might be driven by anxiety / fear of not doing enough. That type of "busy for the sake of being busy" often doesn't equate to productivity.
Another question to ask: are you having challenges in connecting with potential clients for other reasons? Sounds like they are saying they're too busy for your follow-through: might a different approach to potential clients lead to the results you are looking for?
Sincerely,
Eric Sarver, Esq. Law Offices of Eric M. Sarverwww.sarver-law.com
Good morning Cindy,
I would like for people to continue to say what they have told me: that I am honest, thorough, reliable, results-oriented, high-quality, and modest. ;-) In all seriousness, as an attorney who represents small and mid-sized businesses in employment law and business law, it is...
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Good morning Cindy,
I would like for people to continue to say what they have told me: that I am honest, thorough, reliable, results-oriented, high-quality, and modest. ;-) In all seriousness, as an attorney who represents small and mid-sized businesses in employment law and business law, it is essential that people know that I am trustworthy and diligent. If my client has a Department of Labor Audit or investigation, or problems with an employee, they need to know that I will handle it professionally.
I hope this helps you in answering the same question for your self. What type of business are you in?
Sincerely,
Eric Sarver, Esq. Law Offices of Eric M. Sarver
