Board-certified lawyers have met The Florida Bar’s highest standards for special knowledge, skills, and proficiency in various areas of law, as well as professionalism and ethics in the practice of law. Board certification is Florida’s official, independent determination of a lawyer’s expertise to practice in a specialty field of law. It is the gold standard for Florida lawyers, representing a recognition by a lawyer’s peers that they have attained a level of professional expertise in their chosen fields. 

Richard Rosengarten focuses his practice on municipal and commercial appeals and litigation. He represents local governments in commercial disputes, land use, law enforcement, discrimination and torts. His civil litigation practice also includes private sector contract disputes, complex civil litigation, construction law and real property matters.

The post WSHC+B Partner Richard Rosengarten Achieves Florida Bar Board Certification in Appellate Practice appeared first on Weiss Serota Helfman Cole + Bierman.

One commentator said that Ed “is a very effective and skilled written and oral advocate.” Chambers also noted that Ed “is experienced across a wide variety of complex appeals and disputes, including IP matters, land use and zoning issues, election law, and medical malpractice claims.”

Chambers USA annually ranks the preeminence of law firms and lawyers across key practice areas throughout the country. The rankings are based on extensive research and thousands of interviews with practicing lawyers and clients. Individual rankings reflect qualities such as legal knowledge and experience, ability, effectiveness, and client service.

View the full guide here.

The post WSHC+B Attorney Ed Guedes Ranked in the 2025 Chambers USA Guide appeared first on Weiss Serota Helfman Cole + Bierman.

The APS Fellowship is a prestigious opportunity designed to identify and nurture future leaders in appellate law. The Florida Bar’s Appellate Practice Section is known for advancing the quality and accessibility of appellate advocacy and offers fellows unique opportunities for professional growth and service.

As part of the program, Blayne will contribute to one of the Section’s official publications, participate in executive council meetings and DCA Judges Conferences, and handle a pro bono appellate matter under Third District Judge Kansas Gooden’s mentorship.

The post WSHC+B Attorney Blayne Yudis Selected as the Appellate Practice Section Fellow for the 2025-2026 term appeared first on Weiss Serota Helfman Cole + Bierman.

The post In the News: WSHC+B featured in Aventura Marketing Council/Chamber of Commerce appeared first on Weiss Serota Helfman Cole + Bierman.

This appointment reflects our firm’s ongoing commitment to supporting both for-profit and nonprofit developers, housing authorities, lenders, and CRAs. We’ve guided affordable housing projects through every stage, from acquisition and entitlements to financing and construction. Our firm has helped clients secure key incentives, including density bonuses, parking reductions, and impact fee waivers, while also playing a lead role in zoning code reform to shape policies that incentivize equitable and sustainable development.

Blayne represents public and private sector clients in litigation, with a focus on civil rights and torts, complex commercial disputes, constitutional challenges, and government-related defense.

The post WSHC+B Attorney Blayne Yudis Appointed to Miami-Dade Affordable Housing Advisory Board appeared first on Weiss Serota Helfman Cole + Bierman.

To enforce compliance, SB 180 empowers residents and businesses to bring civil actions against local governments to obtain declaratory and injunctive relief, along with recovery of attorneys’ fees and costs, if a local government fails to announce its intent to repeal such ordinance within 14 days of receiving written demand, and proceeds to repeal such ordinance within 30 days. 

Although the amendment appears to be limited in its impact and apply only to counties identified in Federal Disaster Declarations for Hurricanes Debby (DR-4806), Helene (DR-4828), and Milton (DR-4834), those declarations collectively cover every county and municipality in Florida.

SB 180 is currently pending presentation to the Governor. Local governments should immediately review all ordinances adopted since August 1, 2024, and assess whether any fall within the scope of this sweeping state preemption. If you have any questions, feel free to contact us to discuss: Jamie A. Cole (jcole@wsh-law.com); Susan Trevarthen (strevarthen@wsh-law.com); Chad S. Friedman (cfriedman@wsh-law.com); or Roger C. Pou (rpou@wsh-law.com).

The post Client Alert: Florida Legislature Retroactively Prohibits Any More Restrictive Regulations on Development from 2024 to 2027 and Beyond appeared first on Weiss Serota Helfman Cole + Bierman.

Key Provisions of the CHOICE Act

1. Presumption of Enforceability

The Act establishes a presumption that certain non-compete and garden leave agreements are enforceable and do not violate public policy, provided they meet specific criteria. Courts are required to issue injunctions enforcing covered agreements, shifting the burden of proof onto the former employee or poaching employer to establish certain narrow defenses. This marks a significant shift from existing law, which requires employers seeking enforcement to prove the existence of a legitimate business interest supporting the restrictive covenant, irreparable harm, and several other elements. The existing legal standard will continue to apply to agreements that are not covered by the CHOICE Act.

2. Covered Employees

The Act applies to employees or contractors who:

• Work primarily in Florida or for an employer with its principal place of business in Florida.
• Earn or are expected to earn a salary exceeding twice the annual mean wage of the relevant county.
• Are not classified as healthcare practitioners under Florida law.

3. Requirements for Presumptively Enforceable Agreements

Non-Compete Agreements will be presumed to be enforceable if:

1. The employee is informed in writing of their right to seek legal counsel before signing the agreement and is given at least seven days to review the agreement before signing.
2. The employee acknowledges in writing that they will receive confidential information or information about customer relationships during their employment.
3. The employee agrees not to assume a role with or for another business that provides services similar to those provided to the covered employer during the three years preceding the non-compete period, or in which it is reasonably likely that they would use confidential information or customer relationships.
4. The non-compete period does not exceed four years.
5. If the employee is granted a covered garden leave agreement, the non-compete period is reduced day-for-day by any non-working portion of the notice period.
6. It’s important to note that there are no restrictions on the geographic scope of a covered non-compete agreement. 

Similarly, Garden Leave Agreements are presumed enforceable if:

1. The employee is informed in writing of their right to seek legal counsel before signing the agreement and has at least seven days to review the agreement before signing.
2. The employee and employer agree to provide up to four years’ advance notice before terminating employment, which is known as the “notice period.”
3. During the notice period, the employer agrees to pay the employee their regular base salary and benefits.
4. The employee acknowledges in writing that they may receive confidential information or information about customer relationships during their employment.
5. The garden leave provisions provide that:

• After the first 90 days of the notice period, the covered employee is not required to provide services to the covered employer.
• During the remainder of the notice period, the covered employee may engage in nonwork activities, including during normal business hours.
• The covered employee may also work for another employer with the permission of the covered employer during the remainder of the notice period.

Action Steps for Employers

1. Review your existing agreements and assess whether they need modifications to align with the Act’s definition of a “covered” garden leave or non-compete agreement.
2. Restrictive covenants can still be enforced against employees earning less than twice the mean salary for the applicable county. However, employers won’t have a preliminary injunction without demonstrating a legitimate business interest and irreparable harm.
3. Review your company’s confidentiality protocols and ensure comprehensive, up-to-date, and legally compliant policies regarding trade secrets, customer information, and confidential information. While the CHOICE Act only requires employees to acknowledge access to confidential information, implementing additional guardrails enhances overall security.

The post Client Alert: New Florida CHOICE Act Reshapes Non-Compete Landscape appeared first on Weiss Serota Helfman Cole + Bierman.

Pooja provides an overview of the order’s key provisions and discusses recent legal developments related to its enforcement. She also highlights important considerations for employers reviewing their current policies and compliance efforts.

Pooja works with public and private sector employers to analyze their compliance with labor and employment laws and to help mitigate potential future legal problems. She is experienced in representing employers in claims involving the ADA, ADEA, FMLA, FLSA, and other federal and state anti-discrimination laws.

Read more here: The Checkoff, April 2025

The post Pooja Patel Authors Article in April 2025 Edition of The Checkoff appeared first on Weiss Serota Helfman Cole + Bierman.

Eric is widely recognized for his work in complex litigation, particularly in software disputes, data privacy, and cybersecurity. He advises clients on matters such as the implementation of software systems, the protection of proprietary code, and the aftermath of cyberattacks, including breaches, phishing incidents, and malware. Eric, who serves on The Florida Bar’s Special Committee on AI Tools & Resources, played a key role in launching the firm’s Artificial Intelligence and Emerging Technology practice. Additionally, Eric serves as the firm’s Information Technology Partner, overseeing practice management systems, data security protocols, and technology strategy.

The 2025 Lawdragon 100 Leading AI & Legal Tech Advisors guide recognizes professionals shaping the legal tech landscape through practice, innovation, and leadership. Their selection process involves rigorous research, including submissions from peers and analysis by Lawdragon’s editorial team. Honorees include top advisors from law firms, legal tech companies, academia, and enterprise, as well as founders of leading AI companies transforming the profession.

To view the full guide, click here.

The post Firm Partner Eric Hockman Recognized in 2025 Lawdragon 100 Leading AI & Legal Tech Advisors appeared first on Weiss Serota Helfman Cole + Bierman.

View the full list here.

The post WSHC+B Named Among Florida Trend’s “Biggest Law Firms In Florida” appeared first on Weiss Serota Helfman Cole + Bierman.