The Burton Law Firm is a firm of specialist, many of whom are officially certified specialist by the state of California. This includes the Managing Partner Jeb Burton who has been dually certified in both Tax and Trust Wills, and Estates. This has come after several years of diligent and hard work crafting a skill and knowledge of the law. Pursuant to such, The Burton Law Firm has developed extraordinary legal knowledge in areas of law outside the mainstream practice. This includes, but is not limited to, Alcohol and Beverage Law; Restaurant Law; Employment Law; Real Estate Law; Non-Profits Law; and Intellectual Property.
The Burton Law Firm provides a client-centered wholistic approach to their service. Rather then merely focusing in on the problem at hand, they are looking in the future at potential problems that may arise considering the larger context on the situation, bot regarding the legal consequences, but also the business and personal problems that can be solved.
For example, if clients have invested in restaurant, we have specialist that can look at the codes and regulation required for the restaurant itself; former employees with the Alcoholic Beverage Control who can assist with the sales and distributions of adult beverages; specialists in Real Estate who were actively involved in the city’s regulation and can look at any issues associate with the location, the property and/or any construction work; Employment Law specialist who can assure that employees contracts are to the businesses benefit and you’re your handbook is up to date, business specialists that can assure the business side of the restaurant is properly set up an the owners have completed all formation requirements and agreements and they can greatly assist to negotiate it if/when you sale; tax specialist to assure the profits of the business are maximized, estate planning attorneys to assure that all wealth from the restaurant is properly invested and has minimized exposure, plus that it can continue in the family if so requested, and almost anything else you might legally require as well – all under one roof.
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California has required employers to “indemnify” employees for “necessary expenditures or losses incurred by the employee in direct consequence of the discharge of his or her duties, or of his or her obedience to the directions of the employer” in substantially the same terms since 1937 under Labor Code § 2802.
