James A. Kuzmich, Esq.Managing Partner
- Business Formation
- Corporate Law
- Intellectual Property
- Real Estate Law
- Asset Purchase Agreements
- JD, University of Oklahoma College of Law
- BS, Northern Arizona University
- Licensed to practice in:
- Oregon (inactive)
Jim’s experience as a lawyer and entrepreneur makes him uniquely qualified to serve a wide range of new and growing Arizona businesses as well as entertainers, athletes and individuals. He began his legal career practicing corporate, real estate and intellectual property law with Davis Wright Tremaine LLP in Portland, Oregon. He later founded Davis Dixon Kirby along with two other Davis Wright Tremaine associates where he built a successful law practice primarily focused on the legal needs of small to medium-sized businesses and real estate professionals.
Time kills all deals.
He also has extensive experience and knowledge of endorsements and intellectual property, which has allowed him to offer representation for musical artists and professional sports figures with respect to all facets of their careers.
Recently, a question that seems to be posed to me by many business owners is: “When an employee quits or is terminated, must I pay out accrued but unused paid time off?” Arizona law requires all employers to pay terminated employees all wages due to the employee following termination. The question, however, is whether paid time off is “wages”.
If you operate a business in Arizona, then you already know about Proposition 206, which increased the state minimum wage to $10 an hour beginning January 1, 2017. However, many employers are not aware of another important provision of this new law which requires employers to provide all employees earned paid sick time. Beginning July 1, 2017, employers will be subject to the following requirements under A.R.S. § 23-372.
A non-competition agreement (or “NCA” for short) is an essential component of any employment contract. NCAs can safeguard a successful veterinary practice by restricting a former employee’s ability to join a competitor after termination. For example, a typical NCA may restrict an employee from competing with the employer’s business within a 10-mile radius for 2 years, depending on the size and location of the practice.