Practice Areas

  • Reiland Legal has a wealth of experience advising companies with respect to fundraising and the negotiation and consummation of equity, debt, and hybrid capital transactions.

  • We have comprehensive experience in all phases of joint venture and partnership formation, including negotiating and drafting operating agreements and related documentation for real estate investments and other business endeavors.

  • Reiland Legal has significant experience representing investors in both startups and more established businesses, spanning numerous industries.

  • Reiland Legal harnesses a vast amount of transactional experience (including purchases and sales, financing, and leasing) in a variety of real estate sectors, including multifamily, student housing, senior living, industrial, office, and commercial.

  • For owners of real estate, asset management means whatever the day brings, all in service of value preservation and avoiding operational risk. Whether it's negotiating with a vendor or smoothing over a rough patch with a key retail tenant, Reiland Legal has the experience to help you meet your obligations to ownership, protect cashflow, and preserve asset value from acquisition to disposition.

  • Successfully launching a new business entails numerous important steps, including selecting the best legal entity through through which to operate, the appropriate jurisdiction, and how to best facilitate capitalization and ramp-up. If your business will operate as a limited liability company (LLC) or partnership, it’s also important to have in place an operating agreement or partnership agreement that establishes the rights and responsibilities of all stakeholders.

  • Contracts are the backbone of business operations. Contracts govern the rights and obligations of a business as it interacts with the world, including with vendors, customers, investors, consultants, and other service providers.

    Close attention to contract language helps a business achieve its commercial goals. It also helps a business avoid risks and unpleasant surprises.

  • The way a business interacts with its employees is critical to success; without a happy and focused workforce, a business is just a name and a logo. To that end, it’s important to set the right tone from the outset and establish a clear understanding of what a business and its employees should expect from each other. Onboarding materials, employee handbooks, and policies and procedures are just some of the fundamental tools a business can utilize to properly set and manage employee expectations.

    Reiland Legal can help your business establish an effective framework for interacting with employees, including reviewing or drafting handbooks, policies, and other documentation.

    We can also perform periodic reviews to ensure your business’s employee-facing documentation remains viable in the face of ever-changing legal and regulatory obligations and your business’s evolving needs.

  • Over time, your business may evolve to accommodate new investors, new opportunities, or maybe just a new way of operating. Often, these changes present opportunities for refining structure in order to ensure nimbleness and minimize risks. Reiland Legal can help your business navigate these opportunities as your company grows and matures.

  • Reiland Legal can help you manage and protect your business’s intellectual property, from trademarks to branding and reputation management.

  • Reiland Legal draws on over two decades’ experience prosecuting, defending, and managing commercial disputes across the country, in state and federal courts and before arbitrators and mediators. These disputes have involved claims for breach of contract, business torts (including fraud and misappropriation), and statutory claims ranging from securities violations to unfair competition and deceptive trade practices.

  • Reiland Legal has experience guiding employers and executives through some of the thorniest kinds of workplace disputes, including those involving claims of discrimination, harassment, retaliation, and hostile work environment, as well as claims concerning restrictive covenants such as non-competition and non-solicitation clauses.