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CvZ Juridik erbjuder kostnadsfri bedömning av ditt juridiska ärende inom Arbetsrätt, Affärsjuridik, Avtal, Tvist, Branschfrågor med flera. Kontakta oss så hjälper vi dig vidare. FREE ASSESSMENT Do you have legal issues, are you facing a dispute or are you just unsure? _Cc781905-5cde-3194-bb3b-136bad5cf58d_ Contact us with your thoughts for a first free assessment. Fill in the form below with a description of your case and we will get back to you as soon as possible! Of course you can also always call or email us. 08_cc781905-5cde-3194-bb3b-136bad5cf58d _-_ cc781905-5cde-3194-bb3b-136bad5cf58d_86 54 88 juridik@cvz.se Submit your case for a free assessment by our experienced lawyers. Choose which area Submit for review We look forward to helping you! Take the opportunity to follow our social media below whilst we look at your case.

Acerca de TERMS AND CONDITIONS We apply general terms and conditions for our services. The following conditions apply in connection with assignments that we start on 17 September 2020 or later. Contact us for information on previous versions. Betalning. Betalningsvillkor är 10 dagar från fakturadatum och fakturering sker innan kurstillfället. Vid betalning efter förfallodatum utgår påminnelseavgift samt dröjsmålsränta. Avbokning. Kursanmälan kan avbokas fram till 30 dagar före kurstillfället. Avbokning sker till juridik@cvz.se . Vid avbokning senare än 30 dagar innan kurstillfället debiteras full avgift. Livesänd utbildning. Vid bokning av någon av våra webinar skickas en länk ut innan livetillfället. En inspelad version finns tillgänglig i upp till 7 dagar efter kurstillfället. Fysisk utbildning. Du deltar på utbildningen i angiven lokal. Vid vissa kurstillfällen erbjuds digitalt deltagande. Önskar du vid sådant tillfälle byta till digitalt deltagande ska detta meddelas senast två arbetsdagar innan kurstillfället. Kursdatum. Datum för kurstillfället kan komma att ändras vid behov. CvZ Juridik meddelar kursdeltagare snarast möjligt. Omkostnader som uppstår med anledning av eventuella ändringar ersätts inte. Inställd kurs. CvZ Juridik förbehåller sig rätten att ställa in kursen. Omkostnader med anledning av inställd kurs ersätts inte. Kallelse. Det åligger beställaren att tillse att CvZ Juridik har tillgång till korrekta uppgifter för att kallelse ska kunna skickas. Kallelse skickas ut till angivna kontaktuppgifter före kurstillfället. I övrigt tillämpas CvZ juridiks allmänna villkor.

Juridik på abonnemang. Vi tillhandahåller juridiska tjänster på retainer avtal. Löpande juridisk rådgivning till fast kostnad. SERVICE AGREEMENT Law and pricing adapted to your needs Buying legal services is often seen as expensive and difficult to understand. That is not the case with CvZ Juridik. Many people associate law with an event occurring, most commonly, with a problem arising. Problems are seldom associated with anything positive, which also means that law, unfortunately, has negative connotations for many people. Law - if used correctly, can prevent various problems from occurring. If you have evaluated a situation's potential outcomes before undertaking an action or entering into a deal, you have often also minimized damage and made it possible to avoid costly pitfalls. It is therefore important to start seeing the law as both a tool to use when the dispute is a fact as well as a tool to use for preventative purposes, ie. before any problem has arisen or even appeared on the horizon. Choice of legal provider As a non-lawyer, choosing the right legal aid can feel overwhelming. It is commonly believed that there are few alternatives to employers' organizations and law firms. Many see employers' organizations as dusty and rigid. Law firms on the other hand are viewed to be full of expensive costumed lawyers who start charging you from the moment they pick up the phone. CvZ Law is neither dusty nor expensive. We possess the employers' organizations' broad knowledge in both general labour law and collective agreement law - both on the industrial side and on the salaried employee side. But in addition, we, like a law firm, adapt to the client and are available for advice when needed. In many cases, law firms and legal representatives offer free initial advice that is defined in a very limited time. Often, this limitation means that there is barely enough time to evaluate the legal aspects of the issue. Our starting point is to always have a good dialogue with our clients regarding the costs of our work. Contact us to discuss your case. We only charge after we have agreed on the conditions. Prices We offer opportunities for companies to gain access to legal advice and support through advantageous solutions. We work with several different solutions for debiting - among other things through arrangements with service agreements, agreements on fixed prices, price caps and work with ongoing debiting for time spent. Please contact us for more information about which solution may suit your company. Service agreement Does your company need ongoing legal support? It may be that you do not have a legal and HR department at your company and need to have a "corporate lawyer at a distance"? Maybe you have a corporate lawyer but need to supplement their competence with employment law and work environment law? Are you a member of an employers' organization, but lack the business law aspect? We offer service agreements that offer support for companies in the issues and areas of law that companies may need in their day-to-day operations. Through a service agreement, you can ensure that agreements are reviewed, that collective agreements or suspension agreements are applied correctly and that other relevant issues are handled on an ongoing basis. Like a lawyer in the room next door. Below you can see examples of what is included as standard in our service agreements, contact us for more information about your particular business. * Contact us for price information for your business Do you need legal advice? Do not hesitate to contact us with your employment law challenges. Through our service agreement, you can ensure that agreements are reviewed, that collective agreements or suspension agreements are applied correctly and that other relevant issues are handled on an ongoing basis. Avoid costly mistakes, contact us for more information about our service agreements today! Contact Us

Ibland är tvist oundvikligt. det är viktigt att välja rätt ombud vid tvister. Våra medarbetare har en gedigen erfarenhet av tvistelösning. DISPUTE RESOLUTION AND PROCESS Sometimes a dispute is inevitable. When a business law dispute arises, it is important to choose the right representation. Our employees have solid experience in dispute resolution and always have your business interest in focus. We handle disputes concerning: Employees or unions Co-owners issues Manufacturing and production Construction and contracting Agreements and contracts Purchase, sales and trading agreements Damages and complaints IT agreement Dispute resolution A large part of running a business is being able to manage and assess risks. In most cases, the collaboration between customers, employees and suppliers works well. Where problems arise, they can usually be solved through discussion between the parties. However, in some cases the dispute becomes inevitable. The reasons for this can vary, but a common cause is a damaged relationship that results in a lack of trust between the parties. Shortcomings in contract design or differing intentions between parties can also cause disputes. It can also be the result of shortcomings in contract design or intentions with collaborations. Where the dispute cannot be resolved through negotiation and discussion, a party may choose to take legal action to safeguard its interests. This is ultimately done by suing the other party in court or other dispute resolution institutions. When you end up in such a situation, it is of utmost importance that you receive advice on how to safeguard your interests. How best to safeguard these interests depends entirely on the conditions of the case. How important is it to maintain the relationship with the other party? What are the important aspects of the dispute? What are the pros and cons of winning a lawsuit? What does the parties' ability to pay look like now and in the long term? Our competence - Party negotiations as court proceedings Our lawyers have extensive experience in both party hearings and court hearings. We start by assessing the conditions of each individual case to ensure that the interests of our clients are protected as much as possible - regardless of what the situation entails. By working closely with our clients and ensuring that their interests are in focus, we aim to build a relationship of trust with our clients in order to help our clients resolve the dispute in question and also where necessary, to develop the tools in order to avoid similar disputes arising in the future. Contact us to discuss your case. Latest news about disputes Do you need legal advice in a dispute? Contact us with your employment law challenges for a free assessment of your case. Get a free assessment! No posts published in this language yet Once posts are published, you’ll see them here.

Vi biträder företag i entreprenadrättsliga frågor. Gedigen erfarenhet - entreprenad, tvister med anledning av bygg, konstruktion & annat. CONSTRUCTION LAW Work in contracting `Unlike many other business areas, the terms and conditions of construction law are not mainly regulated by legislation. Instead, there are a number of general terms that are normally applied. Work in contracting often places great demands on all parties involved and on the contracts that are made. There are many reasons for this. One is the structure of the contract, there are often many parties involved with the general contractor and the subcontractors at different stages. Often when a party is assigned, their responsibilities are clearly stated. However, sometimes when the workflow requires a lot of components, other parties involved can be affected by the delays of others. Contracts are also affected to a large extent by orders, documentation, changes, additional work (ÄTA work) and standards. General delivery terms in construction: The general delivery terms that are applied in construction are important to know and affect in principle everyone who works in construction. AB 04 General provisions for building, construction and installation contracts Intended for use in contracts where the client is responsible for design and the contractor for execution (execution contracts). ABT 06 General provisions for turnkey contracts for construction, civil engineering and installation work Intended for use in contracts where the contractor in relation to the client is responsible for design and execution (turnkey contracts). AB-U 07 General provisions for subcontracts in construction contracts Supplement to AB 04 which refers to the relationship between the subcontractor and his client. ABT-U 07 General provisions for subcontracts on turnkey contracts Supplement to ABT 06 which refers to the relationship between the subcontractor and his client. ROW 18 Industry-specific addition to AB-U 07 / ABT-U 07 Industry-specific additions and amendments for rail contracts intended for use together with AB 04 AND AB-U 07 / ABT 06 and ABT-U 07. ABK 09 General provisions for consulting assignments Intended for use in consulting assignments in architectural and engineering activities and in assignments of e.g. investigations, project management, construction management and inspection. ABM 07 General provisions for the purchase of goods for professional construction activities Intended to be used for procurement and purchase of goods for professional construction activities. LR06 form Compensation bases for contract work and ÄTA work on a current account We are here for you! Contact us and we will tell you more! We assist and support companies in constriction law issues. We have solid experience and knowledge of contracting and construction disputes. We assist with training, counselling and agency work. Email: juridik@cvz.se Tel: 08-86 54 88

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Det som är speciellt med anställningsavtalet i jämförelse med andra typer av avtal, är att rättsförhållandet styrs av lagstiftning och eventuellt kollektiv- eller hängavtal. Lagstiftningen består delvis av dispositiv lagstiftning och tvingande lagstiftning. EMPLOYMENT What to consider before taking on a new job Employment contract - a contractual relationship made in accordance to the rules of the Contracts Act An employment contract is simply a contract like any other. It consists of two parties who have entered into a binding legal relationship and agreed that one party shall perform a certain job for the other party who in return shall pay a certain amount. What is unique about employment contracts in comparison to other types of contracts, is that the legal relationship is governed by legislation in addition to any collective or suspension agreements. The legislation consists of partly dispositive legislation and partly mandatory legislation. A dispositive law means that the parties can deviate from the provisions of the law through their contract. A mandatory law, on the other hand, means that the parties cannot deviate from the rules of the law - if the parties have agreed on something else, these provisions would not be upheld under judicial review. The provisions of the mandatory law would apply instead. There are also laws that are semi-dispositive. These laws give some scope for the parties to deviate from some of the provisions of the law. It may also be the case that the law may be deviated from but only through a central collective agreement. The room for this deviation is usually clarified early on in the first paragraphs of the Act, via a list of which paragraphs the parties can agree on deviating provisions in an individual agreement. In labor law, legislation is majorly mandatory and semi-dispositive. The Employment Protection Act (1982: 80) (LAS) is semi-dispositive which means that the parties may to some extent deviate from the provisions of the Act through their agreement. There are no formal rules for drawing up employment contracts In Sweden, there are no formal rules on how an employment contract should be designed in order for it to be valid and for it to bind the parties. This means that an oral agreement is as binding as a written one, and how it is written is irrelevant so long as it is possible to read what the parties have agreed on. However, it is recommended, both from the point of view of clarity and from the point of view of evidence, that you write down what you have agreed upon. It usually saves time, energy and money if a dispute between the parties arises. Which form of employment should you choose? As is often emphasized in employment law contexts, it is important to know if you are affiliated with a collective / suspension agreement (read about the difference here ) and what that agreement stipulates. This applies not least in the choice of form of employment. The forms of employment that are available are those specified in the Employment Protection Act (LAS): Permanent employment General fixed-term employment Substitute Seasonal work Employment of old-age pensioners (currently 68-year-old workers) Probationary employment (information on extending probationary employment ) Permanent employment The presumption is that an employment is valid until further notice. Presuming something means that one assumes that something applies. This then means that unless otherwise expressly stated, the employment is considered to run without deviation from the main rule. The burden of proof that something else has been agreed on lies with the employer. Since, unlike fixed-term employment, there is no agreed end date for permanent employment, a so-called objective basis is required as a general rule for terminating the employment. General fixed-term employment General fixed-term employment is a form of employment which, unlike other fixed-term employment, has no "authenticity requirement" for use. Authenticity requirements relate to certain conditions that must be met for the form of employment to be available for use. This means that general fixed-term employment is the most common form of fixed-term employment. In order to be able to terminate a fixed-term employment, the right to terminate the employment must be reserved in the contract of employment. This is done either by entering a mutual notice period, or by entering the period 'from date X, but no later than Y'._ cc781905-5cde-3194-bb3b-136bad5cf58d_ One thing that may be worth noting is that according to LAS, there is no form of employment called "hourly employment" or "project employment" etc. Many people mistakenly believe that if hourly employment is written, it is automatically a time-limited form of employment whereby the employee is only employed for the hours they work. Since the presumption according to the LAS is that an employment is valid indefinitely and the burden of proof is on the employer to prove that something else has been agreed upon, there is a risk that "hourly employment" whereby the employee worked regularly and for long hours, would in dispute be considered a permanent employment. _cc781905- 5cde-3194-bb3b-136bad5cf58d_ Substitute Unlike general fixed-term employment, a temporary position must meet certain authenticity requirements. The substitute must either replace a regular executive for a certain period or fill a position during a specific recruitment period. The ordinary executive may be absent as a result of illness, study leave, parental leave, military service, other leave or vacation. A substitute must be written as "XX substitutes for YY as long as YY is on parental leave, but no longer than xxx-xx-xx" if the substitute is to end when YY returns to work. Or it can be written as "however-longest-until-with" expires. You can write it in the same way if the substitute covers during a recruitment process. Seasonal work This form of employment, like a temporary position, has an authenticity requirement to be available for use. That requirement is that the work to be performed must depend on nature's changes, seasons and weather or other reasons that mean that the business can only be conducted during a certain period of the year. Examples of such jobs are snow removal, certain types of agricultural or construction work, berry picking, tourist business work etc. It is therefore not a question of having a "high season" as a cafe or restaurant might during the summer - a restaurant can, as a general rule, conduct business in other parts of the year as well. Employment of workers who have reached the age of 68 The previous rule stated that the employment of old-age pensioners in general fixed-term employment or temporary substitute employment is not transferred into indefinite-term employment - this rule has since been removed (it was in section 5 of the LAS, but was removed by an amendment implemented on 1 January 2020). Instead, new provisions regarding old-age pensioners have been introduced in sections 33 and 33a-33d of the LAS. Through these amendments, old-age pensioners are exempted from the rules on rotation and re-employment and no dismissal procedure is required to terminate their employment - a notice however is required to be given stating that the employment shall cease. An old-age pensioner is never entitled to a longer notice period than one month, regardless of how long the person has worked at the time of dismissal. In addition, the old-age pensioner is exempted from the conversion rule in the LAS - there is more about this below. T The conversion rule 5a § LAS As a result of the insecurity involved in temporary employment, there is a maximum time for how long you can have an employee during a certain time period. If you have been employed in a general fixed-term employment for at least two years during a five-year period, your employment is automatically converted into a permanent employment. The same applies even if you have had various fixed-term employments such as temporary or seasonal work in combination with a general-fixed term period, if these have followed each other. The employment is considered to have followed the previous one if it starts within six months of the previous one ceasing. Please note that only employment according to LAS § 5 is converted to permanent employment according to LAS. Employment with support in collective agreements may be exempt (depending on what is stated in the collective agreement) and the same applies to employment with support in special statutes (eg teacher employment according to the Higher Education Ordinance, etc.) ._ cc781905-5cde-3194-bb3b-136bad5cf58d_ Templates and forms for employment We offer opportunities for companies to gain access to legal advice and support through advantageous package solutions. We have employment law templates and forms, and can also help to prepare and review specific documents according to your needs. Explore our templates and forms Latest news about employment law No posts published in this language yet Once posts are published, you’ll see them here. Does your company need ongoing labor law support? We offer service agreements for companies that include the support that companies may need in their day-to-day operations. Through our service agreement, you can ensure that agreements are reviewed, that collective agreements or suspension agreements are applied correctly and that other relevant issues are handled on an ongoing basis. Like a lawyer in the room next door. Read more about our service agreements

Vi skräddarsyr utbildningar för er organisations behov och kunskapsnivå. Våra tjänster tillhandahålls på ett pragmatiskt och tillgängligt sätt, för såväl stora och etablerade företag som för mindre snabbt växande bolag. EDUCATION We provide company and industry-specific training No events at the moment Get more information about our educations We tailor training for your organization's needs and level of knowledge. Our services are provided in a pragmatic and accessible way, for large and established companies as well as for smaller, fast-growing companies. Send us an email for more information. Examples of other educations we provide: Labor law training - Basic, half or full day Labor law training - Specialization Construction law education - Full day Business law education - Basic, half or full day Work environment training - Basic, half or full day Work environment training - Specialization

Juridiska kurser och utbildningar, tillgängliga dygnet runt, när du själv har möjlighet. WEB TRAINING Legal Courses and Educations - When You Want Legal services have never been so readily available Our legal courses and educations are available around the clock, when you have the opportunity. Please contact us for more information if you do not have an education, this is a growing library and we are happy to address current questions and answer them directly during our webinar. Subscribe Sign in Visselblåsarlagen 2023 Subscribe Facebook Twitter Pinterest Tumblr Copy Link Link Copied Search videos Search video... All Categories All Categories Arbetsmiljö Arbetsrätt Now Playing Visselblåsarlagen 2023 $ 30:52 Video "Visselblåsarlagen 2023" is not playable Now Playing Arbetsrätten efter corona $ 00:00 Video "Arbetsrätten efter corona" is not playable Now Playing Arbetsmiljöarbete - Hur man jobbar med SAM $ 00:00 Video "Arbetsmiljöarbete - Hur man jobbar med SAM" is not playable Now Playing Förhandlingsskyldighet $ 00:00 Video "Förhandlingsskyldighet" is not playable Do you need legal advice? Contact us today! Do not hesitate to contact us with your employment law challenges. Contact Us

LABOR LAW Through solid legal experience and a solution-oriented approach, we create the right conditions for our clients to be able to focus on their businesses instead of spending time and energy on lengthy or complicated personnel issues. We provide advice and support for issues relating to human resources and employment law. Our extensive advice includes information and advice in employment law in general; interpretation and support when signing and applying collective agreements and also concrete handling of complicated personnel matters. Regardless of whether your company is an existing or new client, you are always welcome to contact us. Are you facing dismissal or are you considering hiring new staff? Are you unsure whether your situation qualifies as a factual basis for dismissal? Where an employee has failed to meet the obligations of their role, is this a sufficient reason for dismissal? Should you choose temporary or general fixed-term employment? Do you have questions about the use of probationary employment? Do you need help interpreting the law on holidays? Get in touch with us! _Cc781905-5cde-3194-bb3b-136bad5cf58d_ Our motto is that there are no stupid questions and you should always feel welcome to call about everything. Regardless of whether we function as your only legal channel or as a complement to the existing in-house lawyer or HR department, we are always just a call or an email away. Through our legal service, our clients can, at a competitive low fixed annual cost, receive legal support, in order to lower the risk of making mistakes and to prevent you from ending up with time-consuming and costly challenges. The scope of support depends entirely on your wants and needs. See our pricing models here . We help with: General advice on employment law issues. Advice on signing or applying suspension agreements / collective agreements. We can act as agents in labor law negotiations. Dialogue with the union. Work environment - for example preparation or review of work environment handbook or work environment policy, advice and practical guidance on the ongoing work with systematic and psychosocial work environment. Labor disputes and conflicts. Templates, guides and forms. Latest news in employment law No posts published in this language yet Once posts are published, you’ll see them here. Do you need legal advice? Contact us today! Do not hesitate to contact us with your employment law challenges. Contact Us

Det finns lagar & regler att förhålla sig för företagande. Att välja verksamhetsform är viktigt för att bedriva verksamheten så som tänkt. COMPANY LAW & OWNERSHIP ISSUES Support and advice on issues concerning start-ups, company structures, co-ownership and changes within the company. There are a number of laws and regulations to abide by when it comes to entrepreneurship. Choosing the right form of operation is vital in order for the business to be conducted as the owners have intended. Contact us for questions about your particular business! The rules around starting a business have become simpler over the years and now place fewer demands on the founders. However, this means that greater responsibility is placed on the founders to ensure that they comply with laws and regulations regarding how the business is conducted and managed. The company form that is best suited for your business depends on a number of factors. Easy management, personal responsibility, the influence of co-owners and the number of owners can be some decisive factors. LIMITED COMPANY Limited companies are the most common form of operation for established companies. The main principle is that the owners of a limited liability company do not have a personal responsibility for the company's debts, but the company is a so-called, legal person. The rules regarding the start-up and operation of a limited liability company are regulated by law. This type of operation is suitable for both sole proprietors and multiple owners. It is important to have a good insight into the subject of partners, personal responsibility and formalities such as decision-making procedures. Through our advice, we can help to ensure that your business is conducted in an appropriate manner so that you can focus on running and developing your business. SHAREHOLDER AGREEMENT (COMPANY AGREEMENT) Through an agreement, the shareholders can ensure that their respective interests are safeguarded in a well-balanced way. Contracts are - next to the Articles of Association and the Companies Act - often the most important documents for regulating how a business will be conducted and how changes in the business can be brought about. We can draw up shareholder agreements to ensure that you are able to regulate your transactions in the right way. In doing this, you will be able to avoid disputes and disagreements in the future. FORMATION OF COMPANIES We can offer advice on the registration of companies. With our guidance, you can be sure that the information you are presenting is correct and aligns with your aims and intentions. EXTRAORDINARY GENERAL MEETING AND ANNUAL GENERAL MEETING It may be difficult to decide which of the company's bodies should decide on various matters. Is it a board decision or something that needs to be addressed at a meeting? If it is an AGM decision - can it be taken at an Extraordinary General Meeting or must a decision be made at the Annual General Meeting? We can assist you in ensuring that the decisions made are at the appropriate level and in matters such as disputes that have arisen due to how decisions have been made. SHARES AND SHARE CAPITAL Limited companies are regulated through the ownership of shares. The number of shares in a limited liability company may vary, sometimes the number of shares needs to be increased or decreased. Shares can also be transferred. In addition, there are special rules concerning the share capital and its relationship to the company's equity. As an owner or board member of a limited company, you need to know these rules. We assist you in matters relating to your business in regard to shares and share capital to ensure that ownership, responsibility and risks are handled in an appropriate and desired manner. Do you need legal advice? We help with: Establishment of shareholder agreements Advice on ownership issues Assistant before, during and after the Annual General Meeting Advice regarding the rules of the Swedish Companies Act New issues and share transfers Contact us today!

Personalärenden bör hanteras snarast, korrekt och löpande STAFF MATTERS Personnel matters should be handled as quickly as possible, appropriately and on an ongoing basis Many employers find themselves handling ongoing and often overwhelming personnel matters. Maybe you think it was a one-off. Hopefully, your assessment is correct. However, problems arise when you continue to think like that in spite of the fact that the misconduct is repeated regularly. Communication A and O As with most things in life, good communication is a prerequisite for being able to handle emerging situations. If you try to introduce a way of working that is based on ongoing open dialogue between the supervisor and the employee, the handling of any mismanagement amongst other things will be easier to handle. Mismanagement If an employee acts in an inappropriate manner and continues to do so despite warnings, it may constitute grounds for termination and in some cases, even dismissal. However, high demands are placed on the employer in these cases. For example, if he wants to base a dismissal on the employee's shortcomings or behaviour this will be difficult to do. "Mismanagement" is a fairly broad concept in this context and includes everything from the employee not doing their job correctly, to the fact that they arrive late or do not maintain an adequate standard of hygiene. As described above, communication is vital in handling mismanagement. Without clearly communicating where the employee has been deficient and clarifying what they should do instead, the employee will not be considered sufficiently 'conscious', which in turn will lead to the employer having difficulty achieving objective grounds. Disagreements, cooperation problems, incidents There will eventually be irritations, disagreements or difficulties when you gather a group of people to work together. We almost dare to say it is inevitable. As such, it is important for companies to have a clear and consistent approach to handling these issues. Is it clear and obvious who or what you should turn to in various matters as an employee? Are those who have been delegated handling responsibilities in specific matters competent enough to handle it? A good collaboration with any union can be good and it is often advantageous to have occupational health care to turn to when questions concerning an employee's health arise. Being able to handle disagreements or cooperation problems is a prerequisite for being able to work successfully within the work environment. Here you can read more about work environment work. Do you need legal advice regarding your staff? Contact us for personnel advice In many cases, law firms and legal representatives offer free initial advice that is defined for a very limited time. Often that time is barely enough to assess the legal aspects of the issue. We aim to always have a good dialogue with our clients regarding our work. We work with several different solutions for debiting - including through service agreements, fixed prices and price caps and work with debiting for time spent. Contact us for a discussion about your case._cc781905-5cde-3194-bb3b -136bad5cf58d_ Read more about our service agreements