Daniel Chammas is an experienced litigator who has spent a number of years defending clients in the realm of employment disputes. He is currently serving as a partner for Venable’s Los Angeles office. Although they are primarily based in Washington D.C., they operate law offices all over the country and can offer their services in a variety of locations. He has been working hard in the field for more than 15 years, and has become a valuable member of his firm’s Labor and Employment Practice Group. The group has enjoyed a great deal of success since he joined the team.

Daniel Chammas has become an expert when it comes to advising companies on their employment practices and contracts. Many companies fall into legal trouble because they don’t keep up to date with changes in employment laws, or they don’t thoroughly draft employment contracts in accordance with the standards set in place in the state of California. He believes that a major aspect of his job is to not only defend his clients in the courtroom, but to educate them as well in order to avoid legal trouble later down the road. He regularly helps his clients draft employment contracts that don’t run afoul of the state’s tough employment laws.

One major thing to remember when drafting your employment contracts is a non-compete clause. These have been, for the most part, deemed unenforceable by the state of California. However, it is a major issue in the state because so many companies still use these clauses to guard against talented employees leaving a company. However, there are very limited ways that non-compete provisions can be enforceable, most notably in connection with the sale of the “goodwill” of a business.

Another important thing to remember when drafting employment contracts is the classification of workers. It needs to be clear what the status of the employee will be, the job description, and what duties that employee will be responsible for specifically. The proper classification of employees has a significant impact on the taxes the company owes, and there can be hefty fines involved if a company misclassifies its employees. This is especially a problem for nonprofits who have a both salaried employees and independent contractors.

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