Business Law Group

Business Law Group We perform a wide variety of litigation and corporate services. Follow us on:
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We also offer custom General Counsel Packages, providing day-to-day legal advice to business clients for a flat monthly fee.

11/03/2021

We are currently interviewing for the following positions:

1. Full-Time Receptionist;
2. Employment Attorney;
3. Litigation Attorney; and
4. Corporate/Transactional Attorney.

We are looking for talented, motivated, and ambitious attorneys with 2-5 years of experience to join our law firm. The Business Law Group is an extremely modern practice that is disrupting the legal market with our unique strategies for representing clients. For our small and medium sized business clients, we serve as their general counsel, advising on corporate, employment, contract, and collection matters. In our litigation practice, we focus our efforts on accomplishing our clients' goals, utilizing available leverage, and resolving their disputes in a financially efficient manner. By utilizing our best in class legal services, we are able to best represent our clients and counsel them with successful strategies for whatever issues they are facing.

Are you tired of commuting downtown? Tired of working at a stuffy, non-modern law firm that doesn't dedicate resources to technology or growth? Looking for a new opportunity? Want to work for a growing firm with an opportunity to expand your professional horizons? If so, send us your resume and we look forward to meeting you!

The attorney-client privilege protects communications between an attorney and a client from being subject to disclosure....
03/22/2021

The attorney-client privilege protects communications between an attorney and a client from being subject to disclosure. The purpose of the attorney-client privilege is to create open and honest discussions between an attorney and his or her clients. A client is more likely to disclose all facts regarding their issue if they know that conversations are protected, and an attorney is more likely to provide effective counsel if they know all the facts. For the attorney-client privilege to exist, there must be: 1.) a communication between a client or potential client and an attorney, 2.) the attorney must be acting in his capacity as an attorney, and 3.) the client must have intended for the communication to be private. The types of communications that are subject to the attorney-client privilege include phone conversations, in-person conversations, e-mails, letters, text messages, or even certain documents containing a client’s private information. Clients and attorneys must be careful to protect against the potential destruction of the privilege. If the client brings another person to a meeting with an attorney or if a third party gets copied on an e-mail communication, the attorney-client privilege may be destroyed, which can in turn result in the required disclosure of those communications. If you have questions about the attorney-client privilege or just want to assure that your attorney is skilled in protecting the attorney-client privilege, contact the Business Law Group and ask to speak to an attorney.

If you have never been involved in a lawsuit, being served with legal process and notice that you are a defendant can be...
02/12/2021

If you have never been involved in a lawsuit, being served with legal process and notice that you are a defendant can be an unnerving situation. In almost all cases, after the plaintiff files a complaint to initiate the lawsuit, the defendant must be served with summons and a copy of the complaint for the court to have personal jurisdiction over the defendant. The complaint sets forth the claims against you, and the summons identifies when and where to file an appearance in the case. Once you have been served, you should do two things: 1.) preserve any evidence related to the dispute, and 2.) contact an attorney. Your attorney can help you evaluate the strength of the claims made against you, any potential defenses you may have, and any counterclaims that you can assert. Having a competent attorney that is experienced in civil litigation can have a significant impact on your case. At the Business Law Group, we have extensive experience representing clients in all types of civil litigation. If you have been served with legal process and are named as a defendant in a lawsuit, contact the Business Law Group today and speak to an attorney. We will help you navigate the legal process and dedicate our efforts to assisting you in receiving the best possible result in your case.

The Business Law Group is proud to announce that its founder and managing partner, Ryan Van Osdol, has been named to the...
02/10/2021

The Business Law Group is proud to announce that its founder and managing partner, Ryan Van Osdol, has been named to the 2021 Illinois Super Lawyers’ Rising Stars list as one of the top business and business litigation attorneys in Illinois. No more than 2.5% of all attorneys in Illinois are selected to the list. Illinois Super Lawyers is a rating service of outstanding lawyers from more than 70 practice areas who have attained a high degree of peer recognition and professional achievement. Attorneys cannot pay to be included by Illinois Super Lawyers. The annual selections are made using a rigorous multi-phased process that includes a statewide survey of lawyers, an independent research evaluation of candidates, and peer reviews by practice area. Ryan has been selected to this list by Illinois Super Lawyers consecutively from 2012-2021, making this the 10th year in a row he has received this recognition. Please join us in congratulating Ryan on a full decade of receiving this award, as he looks forward to keeping up the hard work for all of the firm’s clients. For more information about Ryan, please check out his bio on the firm website – www.thechicagobusinesslawyers.com/professionals/ryan-van-osdol.

Restrictive covenants are often contained in employment agreements and designed to protect the employer’s legitimate bus...
02/09/2021

Restrictive covenants are often contained in employment agreements and designed to protect the employer’s legitimate business interests. Three restrictive covenants are often included in employment agreements: 1.) non-disclosure clauses, 2.) non-solicitation clauses, and 3.) non-competition clauses. With respect to the third category, non-competition clauses protect the employer by limiting an employee’s ability to work for a direct competitor upon termination of employment. Non-competition clauses must be very narrowly tailored to protect the specific employer’s business interests. For an Illinois court to enforce a non-competition clause, it must protect a legitimate business interest of the employer, and be reasonable in terms of time limit, geographic limit, and scope. Drafting an enforceable non-competition clause requires a detailed, factual analysis of the employer’s business interests. The Business Law Group drafts employment agreements that include non-competition clauses for business clients in our General Counsel Packages without any additional charge. If you have questions about drafting an employment agreement with restrictive covenants or whether an existing non-competition clause is likely to be enforceable, call the Business Law Group today and speak to an attorney.

Collecting accounts receivable in a timely manner is critical to your business. Efficient businesses are successful in c...
02/08/2021

Collecting accounts receivable in a timely manner is critical to your business. Efficient businesses are successful in collecting most accounts receivable with internal efforts. However, when major disputes arise or large accounts become delinquent, businesses should consider engaging an attorney to assist with the collection process. The first step is usually to send a demand letter. When sent on a law firm’s letterhead, demand letters convey the message that your business will take legal action if payment is not made. This type of pressure can persuade a debtor to make the required payment without initiating a collection lawsuit. A collection attorney can also make sure your business complies with all legal requirements when attempting to collect a debt. For example, all efforts to collect a consumer debt must comply with the Fair Debt Collection Practices Act (“FDCPA”). Failure to comply with the FDCPA may result in the consumer having a claim against your business. If you have questions regarding best practices for collecting accounts receivable for your business, contact the Business Law Group today and speak to an attorney.

Restrictive covenants are often contained in employment agreements and designed to protect the employer’s legitimate bus...
02/05/2021

Restrictive covenants are often contained in employment agreements and designed to protect the employer’s legitimate business interests. Three restrictive covenants are often included in employment agreements: 1.) non-disclosure clauses, 2.) non-solicitation clauses, and 3.) non-competition clauses. With respect to the second category, non-solicitation clauses protect the employer by limiting an employee’s ability to take valuable customers or employees with them upon termination of employment. Non-solicitation clauses must be properly drafted and narrowly tailored to protect the employer’s business interests. If they are overly broad or otherwise not tailored to protect the employer’s legitimate business interests, then courts will be hesitant to enforce them. Drafting an enforceable non-solicitation clause requires a detailed, factual analysis of the employer’s business interests. The Business Law Group drafts employment agreements that include non-solicitation clauses for business clients in our General Counsel Packages without any additional charge. If you have questions about drafting an employment agreement with restrictive covenants or whether an existing non-solicitation clause is likely to be enforceable, call the Business Law Group today and speak to an attorney.

Restrictive covenants are often contained in employment agreements and designed to protect the employer’s legitimate bus...
02/04/2021

Restrictive covenants are often contained in employment agreements and designed to protect the employer’s legitimate business interests. Three restrictive covenants are often included in employment agreements: 1.) non-disclosure clauses, 2.) non-solicitation clauses, and 3.) non-competition clauses. With respect to the first category, non-disclosure clauses require an employee to maintain the confidentiality of an employer’s proprietary business information that the employee gained access to while working for the employer both during and after employment. To be enforced by Illinois courts, non-disclosure clauses must be properly drafted and narrowly tailored to protect the employer’s specific business interests. For example, a very general and broad non-disclosure clause that purports to prohibit the disclosure of “any information” an employee obtained would likely be difficult to enforce in court. Drafting an enforceable non-disclosure clause requires a detailed, factual analysis of the employer’s confidential information and business interests. If you have questions about drafting a non-disclosure clause or whether an existing non-disclosure clause is likely to be enforceable, call the Business Law Group today and speak to an attorney.

An employee handbook can benefit your company by establishing the employment policies at your place of business and by p...
02/03/2021

An employee handbook can benefit your company by establishing the employment policies at your place of business and by providing protection from some potential liabilities. Every employer should have an employee handbook. They put your employees on notice of your company’s employment policies and procedures. An employee handbook sets forth the employer’s expectations from its employees and what the employees can expect from the employer. In addition, they usually identify the consequences of violating company rules and can assist new employees by clarifying numerous employment-related issues. In addition, when properly drafted, employee handbooks can also provide protection and defenses to potential employment-based claims, as well as ensuring your business complies with federal and state employment laws. For business clients in our General Counsel Packages, we draft employee handbooks without any additional charge. If you have questions regarding employee handbooks, call the Business Law Group today and speak to an attorney.

An employment agreement establishes the terms of employment between an employer and employee. These agreements may also...
02/02/2021

An employment agreement establishes the terms of employment between an employer and employee. These agreements may also include restrictions on an employee’s conduct upon termination. Non-competition clauses restrict an employee’s ability to work for a competitor for after termination. Non-solicitation clauses restrict an employee’s ability to take customers or employees from their former employer to benefit their new employer. Generally, to be enforceable, both non-competition and non-solicitation clauses must a protect legitimate business interest of the employer and be reasonable in terms of time, geographic restriction, and scope. Confidentiality clauses prohibit employees from disclosing confidential business information obtained during employment. It is important for each of these restrictive covenants to be property drafted, so that they are enforceable when necessary. If you have questions regarding drafting an enforceable employment agreement or whether an existing agreement is enforceable, call the Business Law Group today and speak to an attorney.

The Illinois Secretary of State requires all business entities operating in Illinois to identify a registered agent. Reg...
02/01/2021

The Illinois Secretary of State requires all business entities operating in Illinois to identify a registered agent. Registered agents serve as representatives for certain legal matters related to the business, such as accepting service of process. In addition, registered agents are responsible for maintaining compliance with certain state requirements, such as the timely preparation and filing of annual reports. When forming a business entity, you must identify a registered agent. Some business owners act as the registered agent for their business. However, that is not always a good idea, because it can take the business owner’s attention away from operating the business and can even result in an unexpected liability or dissolution of the business entity if the registered agent’s duties are not properly performed. The Business Law Group serves as the registered agent for many of our business clients. In addition, for business clients in our General Counsel Packages, we serve as their registered agent without any additional charge. To learn more about the benefits of our General Counsel Packages or to have the Business Law Group serve as registered agent for your business, call the Business Law Group today and speak to an attorney.

When a contract has been breached by one party, the non-breaching party may seek legal remedies, including enforcement o...
01/29/2021

When a contract has been breached by one party, the non-breaching party may seek legal remedies, including enforcement of the contract in court. There are several forms of legal remedies that a non-breaching party may seek when enforcing a contract. Compensatory damages is a form of monetary relief awarded to the non-breaching party with the goal of putting the non-breaching party in the same position as if the breaching party had performed the contract. For example, if Party A agrees to pay $5,000 to Party B to build a fence, but Party A refuses to pay Party B after Party B builds the fence, Party B may be entitled to compensatory damages in the amount of $5,000. In addition or in the alternative to compensatory damages, specific performance is an injunctive remedy utilized when monetary compensation will not adequately replace the loss caused by the breach. It requires the breaching party to specifically perform its obligation, rather than simply pay a monetary amount. Specific performance is an appropriate remedy with respect to the sale of unique commodities, such as real estate, unusual antiques, or artwork, where the item is not easily replaceable. There are several ways to enforce a contract and the proper remedy or remedies vary depending on the type of loss caused by the breach. For questions regarding whether a contract has been breached and options for contract enforcement, call the Business Law Group today and speak to an attorney.

Address

15 N. 2nd Street , Suite 100
Geneva, IL
60134

Opening Hours

Monday 8:30am - 5pm
Tuesday 8:30am - 5:30pm
Wednesday 9am - 5pm
Thursday 8:30am - 5pm
Friday 9am - 5pm

Telephone

+12243536498

Website

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