Orange County Breach of Contract Attorney

Contracts are the backbone of business relationships, and when one party fails to fulfill its obligations, it can have significant consequences. Our Orange County Breach of Contract Attorney is dedicated to helping clients navigate the complexities of contractual disputes and seeking remedies when agreements are violated. To arrange a free consultation today, call Aegis Law Firm at (949) 379-6250 or message us online. 

Why Choose Our Orange County Breach of Contract Attorney?

• Our highly experienced team is committed to providing effective legal representation and tailored solutions for individuals facing contractual challenges.
• We have recovered over $300 million on behalf of clients. 
• Our commitment to providing unparalleled quality of service sets us apart.

How a Breach of Contract Attorney Can Help

A Breach of Contract Attorney is your essential ally when dealing with a breach of contract claim. They specialize in navigating the complexities of contract law and are dedicated to assisting you throughout the process. From reviewing and analyzing your contract to determining the nature of the breach, they provide invaluable insights. An attorney can skillfully negotiate with the other party, aiming for a resolution that protects your interests. If necessary, they are prepared to litigate, representing you in court to secure a favorable outcome. With their experience and guidance, you can navigate all aspects of your claim with confidence, knowing that it will be handled efficiently and effectively.

Common Types of Contract Disputes

There are various types of breach of contract cases that employees can face, including:

Non-Payment or Wage Disputes

Employees may file breach of contract claims if they are not paid according to the terms specified in their employment contract, including issues related to salary, bonuses, commissions, or overtime.

Wrongful Termination

If an employee believes they were terminated in violation of their employment contract, whether due to a lack of just cause or a failure to follow proper termination procedures.

Breach of Confidentiality or Non-Disclosure Agreements

Employees may seek legal recourse if their employer breaches confidentiality or non-disclosure agreements, leading to the unauthorized disclosure of sensitive information.

Non-Compete Agreement Violations

Disputes may arise when an employer enforces overly restrictive non-compete agreements, preventing employees from working in a similar industry after leaving the company.

Benefits Disputes

Breach of contract cases can arise if employers fail to provide promised benefits such as health insurance, retirement plans, or stock options as outlined in the employment agreement.

Failure to Provide Promised Training or Advancement Opportunities

Employees may pursue legal action if an employer fails to fulfill promises related to training programs, career advancement, or professional development outlined in the employment contract.

Changes to Employment Terms Without Consent

If an employer unilaterally changes significant terms of employment, such as job responsibilities, working hours, or compensation, without the employee’s consent.

Discrimination or Harassment Violations

Breach of contract cases may arise when employers violate contractual provisions related to non-discrimination, equal treatment, or policies addressing harassment in the workplace.

Failure to Provide Accommodations

Employees with disabilities may file breach of contract claims if their employers fail to provide reasonable accommodations as specified in the employment contract or required by law.

Misrepresentation or Fraud

If an employer makes false representations or engages in fraudulent behavior during the hiring process, employees may pursue breach of contract claims.

When Are Employment Contracts Enforceable?

In California, employment contracts are generally enforceable when they meet certain legal requirements. Key factors contributing to the enforceability include:

Express Terms in Writing

While California recognizes at-will employment, contracts that modify the at-will relationship or specify terms and conditions must be in writing to be enforceable. This includes contracts specifying the duration of employment, reasons for termination, or other conditions.

Mutual Consent

Like in any jurisdiction, employment contracts in California require mutual consent between the employer and the employee. Both parties must voluntarily enter into the agreement without coercion or duress.

Compliance with Applicable Laws

Employment contracts must comply with federal, state, and local employment laws in California. Any provisions that violate employment statutes or public policy may be deemed unenforceable.

Consideration

Employment contracts must involve consideration—something of value exchanged between the parties. This can include the promise of employment, salary, benefits, or other valuable terms.

Legal Capacity

Both parties entering into the employment contract must have the legal capacity to do so. Minors, individuals lacking mental capacity, or those under the influence of drugs or alcohol may lack legal capacity.

Written Notification for Commission Agreements

For contracts involving payment of commissions, California law requires employers to provide written agreements outlining the method by which commissions are computed and paid. Failure to comply with this requirement may lead to penalties.

Non-Compete Agreements

Non-compete agreements in California are generally unenforceable, with limited exceptions.

Are Oral and Implied Contracts Enforceable?

Both oral and implied contracts are generally enforceable, although there are certain limitations and considerations.

Oral Employment Contracts

California recognizes oral contracts, including oral employment contracts, as legally binding agreements. If an employer makes promises regarding terms of employment, such as job responsibilities, salary, or duration of employment, and the employee accepts these terms, the oral contract may be enforceable.

Implied Employment Contracts

Implied contracts can be formed through the actions and conduct of the parties, even without explicit written or verbal agreements. In the employment context, an implied contract may arise if the employer’s actions or statements create a reasonable expectation of specific terms or conditions of employment.

Types of Compensation Available

In breach of contract claims, various types of compensation may be available to the affected party, depending on the nature of the breach and the terms outlined in the employment contract. Common types of compensation include:

• Back Pay: Back pay compensates you for wages and benefits you would have earned had the breach of contract not occurred. This includes any salary, bonuses, commissions, or other forms of compensation specified in the contract.
• Front Pay: Front pay may be awarded if reinstatement is not feasible. It represents the future wages and benefits you would have earned had the employment relationship continued as specified in the contract.
• Compensatory Damages: Compensatory damages aim to compensate you for any financial losses directly resulting from the breach. This may include out-of-pocket expenses, relocation costs, etc.
• Punitive Damages: In cases of willful or egregious breaches of contract, punitive damages may be awarded. This type of compensation is designed to punish the wrongful party and deter similar conduct in the future.
• Liquidated Damages: Some employment contracts include liquidated damages clauses, specifying a predetermined amount that one party must pay the other in the event of a breach. Courts may enforce such clauses if they are reasonable and proportional to the anticipated damages.
• Equitable Remedies: Equitable remedies focus on restoring fairness rather than providing monetary compensation. This may include specific performance, where the court orders the breaching party to fulfill its contractual obligations, or injunctive relief to prevent further harm.
• Attorney’s Fees and Costs: In some cases, the prevailing party may be entitled to recover attorney’s fees and litigation costs. 
• Mitigation Damages: Employees are generally required to mitigate damages by actively seeking alternative employment after a breach. Damages awarded may be reduced if you fail to reasonably mitigate your losses.

An attorney can help you understand the types of compensation available in your unique case. 

Contact Us Today

If you are facing a breach of contract issue, our committed team of Orange County wrongful termination lawyers at Aegis Law Firm are ready to help. Contact us for a free consultation, and let us guide you through the intricacies of employment law to achieve the best resolution for your case.