Solve & Win, PC

01/16/2025

Solve & Win has officially received the 2024 People Love Us On Yelp award! As we reflect on the journey we've shared, we want to take a moment to express our heartfelt gratitude to our incredible clients. Your trust and support mean the world to us, and we truly cherish the relationships we've built together. It's your confidence in Solve & Win that inspires us to strive for excellence every day. Thank you for being such wonderful clients in this journey and for sharing about your experience on Yelp! We look forward to continuing to serve you with dedication and commitment in 2025 and beyond. Here's to many more successes together!

08/17/2021

The president of our firm has won a victory in a breach of contract case: https://www.prweb.com/releases/solve_win_announces_that_a_non_litigator_attorney_prevails_in_breach_of_contract_case_against_litigator_over_referral_fees/prweb18109041.htm

LOS ANGELES (PRWEB) August 04, 2021 -- California business attorney prevails in Natbony v. Reccius et at., a referral fee case, under Rule 2-200 and Barnes, Crosby, Fitzgerald & Zeman, LLP v. Ringler. Suzanne Natbony, Esq. referred Mr. Benjamin Reccius a client because Mr. Reccius promised to pay Ms...

10/09/2018

Are you a social medial influencer receiving contracts from a business to provide product promotion? Are you a business in charge of putting together an agreement to make sure that the Instagram Model or Snap star posts, tweets or vlogs about your brand? Attorneys at Solve & Win in Los Angeles can help negotiate and draft an Influencer Agreement that protects the brand and investment. Some important terms that should go into your agreement with the influencer are posted here: http://suzannenatbony.com/srn/practice-areas/entertainment-law/

06/27/2018

California has a new test for determining whether a worker is an independent contractor or employee. The CA Supreme Court just decided the Dynamex case, which adopts the "ABC Test" from New Jersey. As co-counsel with NJ employment lawyers, we got the skinny on what that test means there to advise you here. We think that calling it a "COC test" is more descriptive, but we can see why the government doesn't want to be associated with that acronym (though many small business owners should rightfully call it that). To be an independent contractor, the worker needs to: 1) be free from Control; 2) do work that is Outside the normal course of biz; and 3) be Customarily engaged in independent work. Now you see why it should be called the COC test. And since it makes more people employees, it makes doing business more costly. Indeed, many workers would prefer to be classified as independent contractors, so that they can be "free range" - you know, have more freedom and independence! If you want a review of how this new test impacts your business, please contact us.

10/05/2017

Information about using mobile devices in the healthcare sector:

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