Business Lawyers in Nyack

New York arbitration clauses are widely enforced under the Federal Arbitration Act (FAA) — but unconscionability, class-action waiver issues, and the 2022 EFAA (sexual-harassment carve-out) limit some clauses.

New York breach-of-contract claims require valid contract + breach + damages — but most cases turn on what damages can be proved, not whether breach occurred.

New York business divorces — partner / shareholder splits — usually involve buyout valuation, fiduciary breach claims, and potentially judicial dissolution. Operating agreement controls when written; courts fill gaps when not.

New York class actions follow Federal Rule 23 (or state equivalent) — class certification is the critical battle, with numerosity, commonality, typicality, and adequacy required.

New York businesses pursuing commercial debts navigate state collection laws, statutes of limitations, mechanic's liens, judgment enforcement, and FDCPA exemptions for original creditors.

New York commercial leases differ fundamentally from residential — far less tenant protection, more negotiation, and major financial commitments. Common types: gross, net (NNN), modified gross, percentage.

New York consumer protection laws — state UDAP statutes + federal FTC Act + Magnuson-Moss + similar — provide treble damages + attorney's fees for deceptive business practices.

New York corporations require articles of incorporation + bylaws + initial board meetings + ongoing compliance — federal C-corp / S-corp tax election decides taxation.

New York LLC formation costs $200 + publication requirement. Annual obligation: $25-$4,500 annual filing fee based on income; biennial $9 statement.

New York franchise law combines the federal FTC Franchise Rule with state-specific franchise registration / disclosure / relationship laws.

New York M&A transactions can be structured as asset sales, stock sales, or mergers — each with different tax, liability, and legal consequences for both buyer and seller.

New York non-disclosure agreements are generally enforceable as ordinary contracts. Section 5-336 of GOL restricts NDAs in harassment / discrimination / retaliation cases unless requested by employee.