Marshall Grant, PLLC https://www. Boca Raton Business Lawyers | Uncommon Perspective Wed, 29 Jan 湖南福彩app下载 20:11:55 +0000 en-US hourly 1 https://wordpress.org/?v=5.0.8 https://www./wp-content/uploads/2017/01/cropped-MSG-Boca-Injury-Law-Icon-32x32.png Marshall Grant, PLLC https://www. 32 32 Adam Marshall quoted in the Chicago Tribune regarding recent Marshall Grant, PLLC win in hotly contested trademark case. https://www./news/adam-marshall-quoted-in-the-chicago-tribune-regarding-recent-marshall-grant-pllc-win-in-hotly-contested-trademark-case/ Mon, 13 Jan 湖南福彩app下载 15:17:25 +0000 https://www./?p=6285 Adam Marshall, founding member of Marshall Grant, PLLC, was recently quoted in the Chicago Tribune regarding Marshall Grant’s successful defense of its client in a hotly contested trademark matter: https://www.chicagotribune.com/business/ct-biz-pinnacle-advertising-trademark-lawsuit-appeal-湖南福彩app下载0109-o5phjp6wxbcjfblb7ldsslqs4e-story.html

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Adam Marshall, founding member of Marshall Grant, PLLC, was recently quoted in the Chicago Tribune regarding Marshall Grant’s successful defense of its client in a hotly contested trademark matter:

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MG’s Thomas Zeichman selected in 2018 Florida Super Lawyers https://www./legal-news/thomas-zeichman-selected-2018-florida-super-lawyers/ Thu, 04 Jan 2018 15:37:46 +0000 https://www.msglaw.com/?p=5493 Thomas Zeichman, associate with MG Law, has been selected to the 2018 edition of Florida Super Lawyers list.  This marks the 2nd year that Mr. Zeichman’s has been recognized in the Super Lawyers (and Rising Stars) list. The Super Lawyers list, which is issued  by Thomson Reuters, is an attorney rating service of outstanding lawyers from more than 70 practice areas […]

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 list.  This marks the 2nd year that Mr. Zeichman’s has been recognized in the Super Lawyers (and Rising Stars) list. The Super Lawyers list, which is issued  by Thomson Reuters, is an attorney rating service of outstanding lawyers from more than 70 practice areas who reach a high-degree of peer recognition from colleagues and professional achievement. The annual selection process involves a multiphase – peer nominations and evaluations are combined with independent research. Each candidate is evaluated on 12 indicators of peer recognition and professional achievement, and selections are made on an annual, state-by-state basis.

At MG Law, Mr. Zeichman, who joined MG Law in early 2017, focuses his practice on business law, complex commercial litigation, and the representation of debtors, creditors, and trustees in the various aspects of bankruptcy. He has experience representing purchasers and sellers of distressed assets through bankruptcy, receiverships, and assignments for the benefit of creditors.   In addition to being listed in the Florida Super Lawyers Rising Stars list, Mr. Zeichman is rated AV Preeminent® by Martindale-Hubbell.  Mr. Zeichman received his law degree summa cum laude from Nova Southeastern University Shepard Broad College of Law and was member of the Nova Law Review.   Mr. Zeichman received his Bachelor of Arts from the Harriet L. Wilkes Honors College of Florida Atlantic University.   Thomas is active in the community through his involvement on the Financial Advisory Board for the City of Boca Raton and the Board of Directors for the Florida Atlantic University Alumni Association.

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MG Brings on New Litigation and Bankruptcy Attorney Thomas Zeichman https://www./news/mg-brings-new-litigation-bankruptcy-attorney-thomas-zeichman/ Thu, 15 Jun 2017 19:21:19 +0000 https://www.msglaw.com/?p=4939 Marshall Grant, PLLC is pleased to announce the newest addition to the firm, Thomas Zeichman, who has experience in the areas of complex commercial litigation, business law, and bankruptcy law, including the representation of purchasers and sellers of distressed assets through bankruptcy, receiverships, and assignments for the benefit of creditors. Mr. Zeichman is AV Preeminent® rated by […]

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Marshall Grant, PLLC is pleased to announce the newest addition to the firm, Thomas Zeichman, who has experience in the areas of complex commercial litigation, business law, and bankruptcy law, including the representation of purchasers and sellers of distressed assets through bankruptcy, receiverships, and assignments for the benefit of creditors. Mr. Zeichman is AV Preeminent® rated by Martindale-Hubbell and has been recognized by Florida Super Lawyers as a Rising Star. Mr. Zeichman received his law degree summa cum laude from Nova Southeastern University Shepard Broad College of Law and was member of the Nova Law Review.  He received his Bachelor of Arts from the Harriet L. Wilkes Honors College of Florida Atlantic University.

Marshall Grant, PLLC, is a results-driven law firm that concentrates its practice in the areas of corporate and business law, complex commercial litigation, bankruptcy, insolvency and financial restructuring, employment lawreal estate law, and general civil litigation, including insurance, wrongful death, and personal injury law. Headquartered in downtown Boca Raton, Florida, the AV® Preeminent™ rated firm and its lawyers provide clients throughout the United States with pragmatic, innovative, and effective legal representation. Read more by clicking here; or contact湖南福彩app下载 at info@, Tel. 561.361.1000.

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Adam Marshall Speaks to CBS12 on Recent Closures of Large Retailers https://www./news/adam-marshall-speaks-cbs12-recent-closures-retailer/ Sun, 09 Apr 2017 14:39:09 +0000 https://www.msglaw.com/?p=4761 MG Law’s very own Adam Marshall was featured on CBS12 this morning to discuss the future of malls and recent closures of some the nation’s largest retailers. Adam  is a founding member of Marshall Grant, PLLC and is licensed to practice in both Florida and Ohio.  Mr. Marshall is rated AV Preeminent® by Martindale-Hubbell, a testament to […]

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MG Law’s very own Adam Marshall was featured on CBS12 this morning to discuss the future of malls and recent closures of some the nation’s largest retailers.

Adam  is a founding member of Marshall Grant, PLLC and is licensed to practice in both Florida and Ohio.  Mr. Marshall is rated AV Preeminent® by Martindale-Hubbell, a testament to the fact that a lawyer’s peers rank him at the highest level of professional excellence.  He focuses his practice on matters dealing with corporations, with an emphasis on corporate restructuring, bankruptcy, and distressed M&A. Adam has represented debtors, creditors, corporations, lenders, funds, and buyers and sellers of assets in numerous industries, including, retail, food service, real estate, healthcare, automotive, energy, and financial services.

Prior to forming the firm, Mr. Marshall was a partner at several national law firms, working in the restructuring and distressed M&A practice areas.  He also has spent time in his career at major international law firms such as White & Case and Greenberg Traurig. He received his law degree from Case Western Reserve University, and his undergraduate degree from Colgate University.  Mr. Marshall has been selected as one of Florida’s Legal Elite by Florida Trend in 2013 and 2016, and selected as a Florida Super Lawyer in 2009. He has practiced since 1999 and has lived in Florida since 2001.

To view the original story on CBS12, click here: 

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MG Law Participates in YMCA Corporate Cup Challenge https://www./community/mg-participates-ymca-corporate-challenge/ Thu, 01 Dec 2016 20:10:32 +0000 https://msglaw.com/?p=4375 Marshall Grant, PLLC (MG Law) and its attorneys/staff recently participated in the YMCA’s 2016 Corporate Cup Challenge – where after day of competition against other local and national companies, MG Law finished in third place! The Corporate Cup Challenge is an olympic-style, co-ed team-building, opponent-taunting, skills-flaunting, event promoting health and wellness in the workplace in South […]

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Marshall Grant, PLLC (MG Law) and its attorneys/staff recently participated in the YMCA’s 2016 Corporate Cup Challenge – where after day of competition against other local and national companies, MG Law finished in third place!

The Corporate Cup Challenge is an olympic-style, co-ed team-building, opponent-taunting, skills-flaunting, event promoting health and wellness in the workplace in South Florida. All funds raised go to support the Y’s Financial Assistance Program. For more information on the event, visit http://corporatecup.org.

 

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MG Law’s Andrew Fine successfully resolves Real Estate Dispute for NFL Athletes https://www./news/mgs-andrew-fine-achieves-confidential-settlement-nfl-athletes/ Tue, 29 Nov 2016 14:56:27 +0000 http://msglaw.com/?p=4363 Marshall Grant of Counsel, J. Andrew Fine, along with co-counsel Daniel Devallier of New Orleans, sucessfully settled claims on behalf of a number past and current NFL athletes against individuals who solicited these athletes to participate in an ill-fated real estate investment.  The claims were part of a larger overall case that had been pending for […]

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Marshall Grant of Counsel, J. Andrew Fine, along with co-counsel Daniel Devallier of New Orleans, sucessfully settled claims on behalf of a number past and current NFL athletes against individuals who solicited these athletes to participate in an ill-fated real estate investment.  The claims were part of a larger overall case that had been pending for over a year prior to Fine and Devallier’s involvement.  By thinking creatively, filing a separate lawsuit, and seeking to garnish and attach certain assets that had been overlooked or dismissed by other attorneys, Fine and Devallier were able to protect their clients who previously stood to be excluded from any settlement.  Fine and Devallier’s strategy broke an apparent stalemate between the other parties, and led to all parties participating vigorously to finalize a confidential financial settlement for Fine and Devallier’s clients.

Andrew Fine focuses his practice on international law and complex litigation in the United States and abroad.  In this capacity, he has represented clients on a variety of matters, including real estate and company acquisitions, government relations, litigation, and asset recovery.  He has experience with legal matters in the United States, Central and South America, Europe, the Middle East, and the Caribbean.  Mr. Fine also concentrates on fraud investigation and recovery for professional athletes and others, both within the United States and internationally.  Finally, Mr. Fine serves as outside general counsel for a diverse range of companies, and represents select clients in government inquiries.  Prior to joining the firm, Mr. Fine was general counsel for a large international private equity firm.  Previously, he worked primarily on condominium, corporate transactional and civil litigation matters, and also as a special consultant to major international law firms in Belgium and Switzerland.  Mr. Fine was born and raised in West Palm Beach, Florida.  He has practiced since 1997 and currently splits time between South Florida and Durham, North Carolina.

For more information about MG Law and the services at the firm, please visit www., or contact湖南福彩app下载 at info@, or 561.361.1000.

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EEOC Issues New Guidance on Retaliation https://www./legal-news/eeoc-issues-new-guidance-retaliation/ Wed, 21 Sep 2016 14:00:07 +0000 http://msglaw.com/?p=4187 Generally, Federal civil rights laws prohibit employers from retaliating against an employee who asserts the right to be free from workplace discrimination or harassment. Nearly half of all discrimination complaints that are filed under federal law also include a retaliation claim.   Even when a discrimination claim is not supported by the facts, an employee […]

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EEOC Issues New Guidance on Retaliation
Generally, Federal civil rights laws prohibit employers from retaliating against an employee who asserts the right to be free from workplace discrimination or harassment. Nearly half of all discrimination complaints that are filed under federal law also include a retaliation claim.  

Even when a discrimination claim is not supported by the facts, an employee may succeed in bringing a retaliation claim if the employee was punished or adversely affected in some way for complaining about discrimination. It is therefore crucial for employers to understand the issues surrounding potential claims for retaliation and to take steps to assure that they are not perceived as retaliating against employees who raise concerns about discrimination or harassment.

The U.S. Equal Employment Opportunity Commission (EEOC) interprets and enforces federal laws that prohibit retaliation, among others. To help employers understand how the EEOC views those laws, the EEOC recently issued a new “Enforcement Guidance on Retaliation and Related Issues,” to replace its 1998 Compliance Manual section on retaliation. The new guidance addresses retaliation under each of the statutes enforced by EEOC, which includes Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act (ADEA), Title V of the Americans with Disabilities Act (ADA), Section 501 of the Rehabilitation Act, the Equal Pay Act (EPA) and Title II of the Genetic Information Nondiscrimination Act (GINA).

Key provisions of the new guidance are summarized below, although the entire Guidance and related publications may be found on the EEOC’s website by
 

What is retaliation?

Retaliation occurs when an employer takes adverse action against an employee or job applicant for asserting rights or engaging in activities that are protected by federal equal employment opportunities laws. Opposing a violation of an equal employment opportunity law and participating in proceedings in an equal employment opportunity matter are protected activities. Specific examples of protected activities include:

  • reporting discrimination, harassment, or retaliation to a supervisor;
  • complaining about discrimination, harassment, or retaliation against another employee;
  • filing a claim with the EEOC or a state agency concerning equal employment opportunity law violations;
  • filing a lawsuit that alleges an equal employment opportunity law violation;
  • cooperating with an investigation of a potential equal employment opportunity violation;
  • refusing a request to engage in discriminatory, harassing, or retaliatory conduct;
  • resisting sexual advances;
  • requesting an accommodation for a disability or religious practice;
  • talking to coworkers in an attempt to gather information in support of a suspected violation of an equal employment opportunity law;
  • discussing rates of pay if those discussions further an investigation of potential wage discrimination claims; or
  • testifying (or offering to testify) on behalf of an employee who claims to have been the victim of discrimination, harassment, or retaliation.

Even if an employee makes a meritless equal employment opportunity complaint that is ultimately denied, it is illegal to retaliate against the employee who made the complaint. It is also illegal to retaliate against any employee who participated in agency or court proceedings on behalf of the employee who made the complaint, regardless of the outcome of those proceedings.

If no complaint of an equal employment opportunity law violation has been made, an employee is nevertheless protected from retaliation if the employee engaged in conduct that was motivated by a reasonable belief that the employer violated equal employment opportunity laws. The guidance also makes clear that employers are guilty of retaliation if they create or follow policies that discourage employees from exercising rights that are protected by equal employment opportunity laws.
 

What are some examples of retaliation?

Retaliation includes actions against an employee that are “materially adverse.” An employment action is materially adverse if it might deter a reasonable person from engaging in protected activity.

An employee or job applicant who engages in any activity that is protected by equal employment opportunity laws might be the victim of retaliation if an employer responds to that activity by taking any significant adverse action against the employee. Examples of materially adverse actions that might be regarded as retaliatory include:

  • firing the employee;
  • refusing to hire the job applicant;
  • suspending the employee;
  • demoting the employee or removing responsibilities from the employee’s position;
  • denying a promotion;
  • reducing the employee’s pay, hours, or benefits;
  • reprimanding, warning, or otherwise disciplining the employee;
  • giving the employee an unfair performance review;
  • giving the employee a less favorable job assignment;
  • excluding the employee from opportunities that are necessary for advancement;
  • reassigning the employee to a less convenient work site;
  • harassing the employee;
  • threatening the employee;
  • pressuring the employee not to file a complaint or not to testify on behalf of another employee;
  • revealing confidential medical information about the employee;
  • making false statements or spreading rumors about the employee or the employee’s family members; or
  • making false statements in a job reference concerning a former employee.

Activity that is protected by equal employment opportunity laws includes actions taken during previous employment. For that reason, refusing to hire a job applicant because the applicant made a discrimination complaint against a former employer is an act of retaliation.
 

What if an employee deserves to be disciplined or fired?

The law does not prevent an employer from taking any adverse action against an employee unless the action is motivated by the employee’s protected activities. Poor job performance, disruptive actions that are unrelated to protected activities, work rule, procedure, or policy violations, and downsizing are legitimate reasons for discipline or discharge.  

At the same time, if the employee has made, supported, or participated in a complaint about workplace discrimination, any adverse action taken against the employee might be perceived as retaliatory. It is therefore vital to consult with an employment attorney before taking any adverse action under those circumstances. The employment attorney will want to make sure that the justification for taking adverse action is fully documented, and might caution against disciplining or discharging the employee unless there is very clear evidence that the adverse action is legitimate, rather than one that can be interpreted as retaliatory in nature.

To speak with the employment and business law attorneys at Marshall Grant, PLLC about your business’ needs and the EEOC’s new guidance on retaliation, please contact湖南福彩app下载 at info@ or Tel. 561-361-1000.

The information on this web site and posting is for general information purposes only. Nothing on this web site or associated pages, documents, comments, answers, emails, or other communications should be taken as legal advice for any individual case or situation. Every case is different and each client’s case must be evaluated and handled on its own merits. Furthermore, this information on this web site is not intended to create, and receipt or viewing of this information does not constitute, an attorney-client relationship between you and Marshall Grant, PLLC You must first retain our firm, and we must acknowledge that you hired the firm, before the attorney-client relationship is created.

The hiring of a lawyer is an important decision that should not be based solely upon advertisements. This web site is not intended to be an advertisement or solicitation. Before you decide to hire the lawyer to whom you are referred, ask that lawyer for written information about that lawyer’s qualifications and experience. To protect the public, Florida law provides that only lawyers can give legal advice. We invite you to contact湖南福彩app下载 and welcome your inquiries, calls, and e-mail. Please do not send any confidential information to us until such time you have retained the firm, and the attorney-client relationship is established.

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Marshall Grant, PLLC Has Moved! https://www./news/marshall-grant-pllc-has-moved/ Thu, 04 Aug 2016 07:30:45 +0000 http://msglaw.com/?p=4121 Marshall Grant, PLLC has moved its offices to a new larger and improved space! We are now in Suite 200, just next door to our old office at 197 S Federal Hwy in Boca Raton. View more pictures of our new office on Facebook. Come visit us in beautiful East Boca near Palmetto Park Rd […]

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Marshall Grant, PLLC has moved its offices to a new larger and improved space! We are now in Suite 200, just next door to our old office at 197 S Federal Hwy in Boca Raton. View more pictures of our new office on .

Come visit us in beautiful East Boca near Palmetto Park Rd / Federal Highway and see how we can help you with your corporate, business, bankruptcy, employment, real estate or litigation needs.

For more information about our services, give us a call at 561-361-1000 or visit our website www..

MG Law Boca Raton Law Office

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What Businesses Must Do to Adhere to the New Overtime Rule https://www./legal-news/what-businesses-must-do-to-adhere-to-the-new-overtime-rule/ Fri, 10 Jun 2016 14:00:03 +0000 http://msglaw.com/?p=4060 The Department of Labor announced a new rule that greatly expands the number of administrative and professional employees who may be paid overtime by their employers. The new rule will take effect on December 1, 2016, making it very important that businesses throughout Florida evaluate employee classifications and make any necessary adjustments to comply with […]

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What Businesses Must Do to Adhere to the New Overtime Rule

The Department of Labor announced a new rule that greatly expands the number of administrative and professional employees who may be paid overtime by their employers. The new rule will take effect on December 1, 2016, making it very important that businesses throughout Florida evaluate employee classifications and make any necessary adjustments to comply with the new laws.

A recent survey asked Human Resources managers whether they were prepared to comply with the new rule. Two-thirds said they were not. The survey found that 17% were not even in compliance with the preexisting rule. To avoid noncompliance penalties, preparation to comply with the new overtime rules should start now.
 

Which Employees Are Covered?

Federal law requires most employees to be paid overtime wages when they work more than 40 hours in one workweek. Certain employees are exempt from the overtime requirement, such as those who primarily perform executive, administrative, or professional duties.

To qualify as a bona fide executive, administrative, or professional employee, the employee must:

  • be paid a fixed salary that does not vary with the amount or quality of work performed;
  • be paid a minimum salary amount; and
  • primarily perform duties that define those categories of employment.

The “duties test” specifies the primary duties that employees must perform before they can be classified as exempt employees. Misclassifying a nonexempt employee as exempt and failing to pay overtime as a result of the misclassification can result in costly penalties as well as liability for back pay.
 

Changes To Minimum Salary Amount

The current rule sets the minimum salary for exempt employees at $455 per week. The new rule will increase the minimum salary requirement to $913 per week, or $45,476 annually for a full-time worker. The new rule requires the minimum salary to be recalculated every three years, beginning on January 1, 湖南福彩app下载.

The duties test is relaxed for employees who are classified as “highly compensated.” Under the current rule, a highly compensated employee is one who earns at least $100,000 per year. Under the new rule, the minimum salary of a highly compensated employee will be $134,004 per year.

Under the new rule, bonuses and certain incentive payments (such as commissions) can be included in the salary calculation, although those payments are limited to 10% of the salary basis. Consult with your business attorney if you are uncertain how to calculate salaries for the purpose of applying the new overtime regulation.

Businesses are not required to change salaried employees to hourly employees if their salaried employees become nonexempt after the rule takes effect. Businesses can continue to pay a fixed salary, provided they pay overtime when the employee works more than 40 hours in a workweek. While you do not need to make salaried employees “punch the clock,” you do need to be sure your record-keeping system (including your record of hours worked by nonexempt workers) complies with federal and state law. Your employment lawyer can help you understand how to calculate the overtime rate for salaried employees and how to keep acceptable time records.
 

Complying With The New Rule

Some employees who were classified as exempt may need to be reclassified as nonexempt because their salaries fall below the new minimum, or they may not meet the standards for the new exemptions – e.g., highly compensated employees. For those employees, employers will not need to worry about applying the “job test” rule. Employers will, however, need to start paying those employees overtime if they work more than 40 hours in a workweek.

Understanding whether an employee is paid a fixed salary in the minimum amount required to make the employee “exempt” is relatively easy under the new rule. Employers have traditionally had more trouble applying the “job test” rule. Deciding whether an employee’s job duties qualify the employee as exempt from overtime is often difficult.

The best way to assure compliance with the new rule is to examine each salaried employee, job-by-job, to decide whether they should be classified as exempt. Before conducting that audit, the Human Resources manager (or the person in your business who holds an equivalent position) should meet with your employment attorney to gain a better understanding of how the exemption rules apply to your business. While the position-by-position audit is underway, any ambiguity or doubt about how the “job duties” test applies to a particular employee should be discussed with your employment lawyer.
 

Revise Your Documents

As you conduct your audit, you might want to seize the opportunity to update your business policies/procedures and handbooks, and update position/job duty descriptions. Working with an employment attorney, you should also review other documents — including internal management policies and those that are shared with employees — to make sure that they are consistent with the new overtime laws. Relevant documents include:

  • Employee handbooks.
  • Overtime policies.
  • Compensation and retirement plan policies.
  • Payroll record-keeping policies.
  • Operating procedures.
  • Employment contracts.

If you will be reclassifying employees from exempt to nonexempt as a result of the rule changes, you should develop a written notice to advise affected employees of the change. You might want to develop a similar notice if you are giving employees raises so that you can maintain their exempt status. Your employment lawyer can guide you in drafting those notices.

To begin updating these necessary materials and understand what the new overtime rule requires of you as an employer, contact the employment law attorneys at Marshall Grant, PLLC at 561-361-1000 or info@.

The information on this web site and posting is for general information purposes only. Nothing on this web site or associated pages, documents, comments, answers, emails, or other communications should be taken as legal advice for any individual case or situation. Every case is different and each client’s case must be evaluated and handled on its own merits. Furthermore, this information on this web site is not intended to create, and receipt or viewing of this information does not constitute, an attorney-client relationship between you and Marshall Grant, PLLC You must first retain our firm, and we must acknowledge that you hired the firm, before the attorney-client relationship is created.

The hiring of a lawyer is an important decision that should not be based solely upon advertisements. This web site is not intended to be an advertisement or solicitation. Before you decide to hire the lawyer to whom you are referred, ask that lawyer for written information about that lawyer’s qualifications and experience. To protect the public, Florida law provides that only lawyers can give legal advice. We invite you to contact湖南福彩app下载 and welcome your inquiries, calls, and e-mail. Please do not send any confidential information to us until such time you have retained the firm, and the attorney-client relationship is established.

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Marshall Grant, PLLC makes the South Florida Business Journal’s Top 100 Law Firms List https://www./news/marshall-grant-pllc-makes-south-florida-business-journals-top-100-list/ Thu, 09 Jun 2016 18:15:41 +0000 http://msglaw.com/?p=4048 The South Florida Business Journal published its Top 100 Law Firms list in its May 27, 2016-June 2, 2016 issue.  Marshall Grant, PLLC, based in Boca Raton, Florida, placed 88th on the list.  South Florida law firms were ranked by total number of attorneys in the South Florida region, then by total number of partners/shareholders/members in the region, and […]

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The South Florida Business Journal published its Top 100 Law Firms list in its May 27, 2016-June 2, 2016 issue.  Marshall Grant, PLLC, based in Boca Raton, Florida, placed 88th on the list.  South Florida law firms were ranked by total number of attorneys in the South Florida region, then by total number of partners/shareholders/members in the region, and finally by total number of staff.

Marshall Grant, PLLC concentrates its practice in the areas of corporate and business lawcomplex commercial litigationbankruptcy, insolvency and financial restructuringemployment lawreal estate law, and general civil litigation, including insurance, wrongful death, and personal injury law. Headquartered in downtown Boca Raton, Florida, the AV® Preeminent™ rated firm and its lawyers provide clients throughout the state of Florida, with pragmatic, innovative, and effective legal representation.

Find out more about the annual list the .

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