Kevin Zwetsch: Legal Acumen for Business Mastery - Navigating Agreements, Litigation, and Employment Law from Small Business Law Expertise to Corporate Compliance Insights

Uncover the keys to legal prowess for your business as Kevin Zwetsch of Brick Business Law joins us to share his expertise on steering small to medium-sized businesses through the legal maze. Get ready to arm yourself with knowledge as Kevin breaks down the critical role of well-structured agreements and the nuts and bolts of business litigation, corporate compliance, and employment law. This episode is a must-listen for any business owner looking to fortify their operations and navigate the complexities of the legal world with confidence and insight.

During our conversation, we tackle the shifting sands of employment law, discussing recent regulatory changes like the new salary thresholds for overtime exemptions and how they impact your bottom line. Kevin also clears the fog surrounding non-compete agreements in Florida, shedding light on both state and federal perspectives. And it's not all statutes and legal jargon—we get personal, as Kevin reflects on his career and the firm's commitment to reflecting the values of their clientele. Whether you're just starting out or looking to strengthen your established business, this episode is your guide to legal sure-footing in a challenging entrepreneurial landscape.

Brick Business Law provides legal representation throughout Florida courtrooms and boardrooms. If your business needs to vigorously pursue a claim, expertly defend a lawsuit or just needs a trusted day-to-day legal advisor, we are the Florida firm that is prepared to be hyper-focused on your business’s legal needs.

(813)816-1816
www.brickbusinesslaw.com

Transcript

Speaker 1: 0:00

This is the Good Neighbor Podcast, the place where local businesses and neighbors come together. Here's your host, Mike Sedita.

Speaker 2: 0:12

Hello and welcome to the Good Neighbor Podcast. I'm your host, mike Sedita. Today we are joined by and I don't want to butcher the name because I'm terrible with names Kevin Zwitch. Am I saying it right? Very good, excellent. Everybody messes up my name. You wouldn't think it's that difficult, but Sedita comes out a thousand different ways, so I try to make sure I get it correctly. Kevin Zwitch is the partner with Brick Business Law. Kevin, how are you doing today?

Speaker 3: 0:38

I'm doing wonderful. Thanks, Mike. How are you?

Speaker 2: 0:44

I'm doing fantastic. Thank you so much for coming on the Good Neighbor podcast. Just so you're aware of what we do, why we do what we do. The Good Neighbor podcast was started during COVID as a way for business owners and philanthropic groups to get their message out to the community while remaining socially distant. They're not in the same location. We're doing this remotely. It gives us the ability to get that information and disseminate it out to the masses through our platform and over the last four years, the Good Neighbor podcast is a national brand. We're in Denver, Atlanta, Virginia, Philadelphia, all over the place. I'm lucky enough to be the person here in Tampa that gets to speak to business owners and professionals like you. So, with that said, tell us a little bit about Brick Business Law.

Speaker 3: 1:27

Oh, thanks, mike. Well, brick Business Law is a small law firm and we serve, like Florida businesses, you know, small to medium sized businesses, entrepreneurs, professionals and individuals. So we're not a big law firm but we're a very dynamic law firm. It was formed in 2015 by Kevin Brick and then we. The firm really focuses now across Florida, but we have offices in the Tampa Bay area and you know the the.

Speaker 3: 2:02

The things that I think set us apart is, you know, first of all, we our vision is to provide consistent, excellent professional services and thoughtful and compassionate. So we want to be excellent lawyers, but we also want to be compassionate lawyers and and thoughtful lawyers and approach it in that way. So we believe that you know, sort of sets us apart a little bit. We cover really all kinds of business issues. I'm an employment attorney and we have other. We handle business litigation, business compliance, licensing, all kinds of business matters, and in those instances where we don't necessarily have the expertise in-house, we have relationships with other law firms and lawyers that have that specialist expertise so we can refer clients out or give client service to other attorneys that we associate with.

Speaker 2: 2:52

So you said a lot there, so let me ask you first question. Kevin started the firm in 2015. How many partners are there at this point?

Speaker 3: 3:01

Well, I think we have about nine attorneys now and probably about half of them are partners, and we're in the process of trying to expand. I just joined the firm at the end of 2023, and I'm a 52-year employment attorney. I've been practicing in Florida for 32 years and I'm helping the firm build an employment law practice and expand our employment law capabilities. So our focus is really on business litigation with small to medium sized businesses and really the full gamut of that, and also on corporate general counsel type work. So we act as general counsel or outside general counsel to a lot of firms that don't have in-house lawyers.

Speaker 3: 3:45

In many cases, those companies and we can be available to handle any kind of legal issue that comes up on a general counsel basis. And we also do a lot of corporate work in terms of corporate formation, corporate management, corporate organizational structure, you know, with stocks, issuing stock and executive agreements and things of that nature. So we really cover the full gamut and our focus is on the small to medium sized businesses.

Speaker 2: 4:15

So does it work two different ways? I mean, again, I'm making assumptions. I'm just a podcast host and marketing person, so I don't really I wouldn't necessarily know the specifics, but if I'm saying something out of turn you could tell me. Are most of your clients fall into one or two, one of two categories? Either a they keep you guys on like a retainer and then when they need your services, you work off at your hourly rate or do most. Or is the other bucket. Really someone comes to you and says, hey, me, me and my, my buddy are going into business to set up this firm. We need proper documentation, partnership agreements, buy, sell agreements, things like that and you, they pay you for like a, like a, like a contract, like you know what the work's going to be and you charge them a certain amount. Or is everything straight, hourly?

Speaker 3: 5:01

um, no, that that is a. That's a good question and it's really both, both. It's kind of all of the above. Like, for example, we have a fixed charge that we charge businesses to set up their corporate structure, you know, to get them incorporated and all that. And then if some, depending on the business, like some, have more elaborate operating agreements shareholders have to enter into or the partners have to enter into, so we help them set it up, but ideally set it up in a way that can protect everyone going forward.

Speaker 3: 5:30

Because another aspect that we handle in litigation is when sometimes what are called business divorces or partnership disputes, and we do handle those cases and represent. I do that and so does my firm, and I can tell you, you know, in many instances, you know, individuals and businesses would be better served, you know, had they had some of that stuff worked out in advance. A lot of times they come into those problems and they don't have it all agreed to in advance and it becomes more difficult. So we can handle both the in advance part, which is probably the preferred way to do it, but we can also represent, you know, companies to get back up to speed or if they're in litigation with partners or there's a partnership dispute.

Speaker 2: 6:09

I would think most of the if you guys are handling it on the front end, most of your partnership agreements have a disillusion of the entity clause in them, right, I mean, that's kind of standard operating procedure.

Speaker 3: 6:21

I think that's a pretty good assumption. Yes, I mean, I like to I liken it to sort of a prenuptial agreement that many people have heard about in the marital context, and I would say I'm not a marital lawyer but it's much more important in my view in the business context because, yes, it's all mapped out in advance. So if there is a dispute or if there is a need to split up or do something different, that's governed and it can be done a lot less expensively and with a lot less contention in those instances, and that's obviously preferred, I'll tell you.

Speaker 2: 6:53

I've been divorced twice in matrimony and both of those divorces combined were less painful than splitting up a partnership agreement from a partner that I previously had. Just because you know the marriages, there's marital assets and all that stuff. But the business, the amount of the amount of income through the business, is way greater than either of my two marriages and it just when that amount of money is involved it becomes much more contentious. Every little thing is scrutinized and we did have very good documentation in our partnership agreement and dissolution of everything. So I can't imagine how, how down and dirty it would get when you, when nobody has that stuff.

Speaker 3: 7:36

Well, you know, the problem is this.

Speaker 3: 7:38

I mean, like if you're starting a business and you you've got a partner, a couple of partners, you know the last thing you really want to I mean that's to draft up documents.

Speaker 3: 7:50

But you know, I can tell you from direct experience that you know the folks that do that and make that investment. If there's an issue down the road they'll say bundles times that amount of money by not getting into a dispute or not having to litigate or not having to fight over it. You know, and I think where we come in my firm is, you know we can handle the litigation but we often end the corporate formation and the corporate structure work. But you know we also guide clients as they go through business in our general counsel role. So as they're going through business, they have licensing agreements, if they have vendor agreements to look at, if they have non-compete or restrictive covenant agreements with employees, wage and hour compliance, so we can help with our general counsel engagements. You know we're kind of the lawyer on call when they need something done and we can either do it ourselves in-house or we have other attorneys that specialize outside of our firm that we can refer to.

Speaker 2: 8:50

Well, you know, it's the. You're absolutely right. For my last partnership, in the beginning, when we were working out of my partner's basement, there wasn't a lot of money for us to even have to worry about. It was kind of like, look, let's hit the ground running, let's get things started Once we get to a certain point and we did we got to a certain point where we were making enough and we said, hey, look, maybe now's the time we institute all this stuff, which we did. We had a generic legal, online legal document that we put together on our own.

Speaker 2: 9:17

When the stakes got higher, it was important for us to actually hire somebody to do his work, the investment, for sure the thing. From your standpoint, though I'm thinking about Sunbiz, for example I would think a bunch of your standpoint, though I'm thinking about Sunbiz, for example, I would think a bunch of your people maybe not. Maybe people are a little bit more versed in this and I don't want to go behind the curtain too deeply, but to set up a business on Sunbiz really isn't that difficult. It's pretty straightforward to do that part of it when it's like a sole proprietorship. But if someone comes to you and says, hey, me and my brother-in-law want to go into business. They're coming to you. You take them through from the like, give us the name of your entity, you do the search, you make sure it's available, you set up everything. You set up the management structure all within sunbiz. That's part of the service you guys provide from like minute one, second one, correct?

Speaker 1: 10:08

yes it is yeah, yeah.

Speaker 2: 10:12

So I'm assuming. I mean the business world is so vast. I mean do you work a lot with, say, like, business broker guys that are helping people buy and sell businesses? Like, do you have relationships with some of those guys so that when they're selling a franchise or a business to somebody else they say, hey, look, you guys need to contact Kevin because he'll help you through the process? Do you get a lot of referrals that way?

Speaker 3: 10:36

Yeah, I think we do get referrals from other organizations and then we're also able to refer, you know, our clients, you know to other professional organizations that they may need assistance from. You know, because we have relationships with like. If they want to sell their business, we may have a business broker we could refer them to or recommend that to them. So, yes, there is a lot of that and and I you know, I think it you know the cost comparisons. You know, like you know, with a business dispute with a partner, you know if it gets into litigation, you know each partner could be spending, you know, way up to the six figures in terms of legal fees and all that. It's the same thing in the employment area, where I practice, I always encourage my clients to be proactive and get out ahead of the curve in terms of how they're handling their employment practices and compliance and making sure they're in compliance. You know, because it's it's it's much easier to avoid or a problem, you know, before it becomes a problem.

Speaker 2: 11:39

And you're setting up the structure. So I own, I own a corp or an S corp or whatever I own, and I have 10 employees. You're handling all of the legalities to staffing those people, to making sure I have the right workman's comp, like all the different things. Is that part of what you guys do, all that corporate stuff?

Speaker 3: 12:00

Yes, it is, and that's particularly what I do because I'm an employment attorney and we'll walk clients through that. But yes, I mean like, for example, the Federal Law, fair Labor Standards Act, which governs minimum wage, overtime pay, things of that nature that applies to every employer, even if you just have one employee. You know a lot of discrimination laws that prohibit discrimination in the workplace. The state and federal ones kick in usually at a minimum of 15 employees. The Family and Medical Leave Act, which mandates unpaid leave, kicks in at 50 employees.

Speaker 3: 12:38

So even small employers can get caught up pretty quickly in a lot of the legal compliance requirements that come under the employment laws, and that's where I help them. You know, for example, we recently had changes in the Department of Labor. They changed the lowest, the minimum salary that you need to pay someone in order to qualify for the white collar overtime exemptions. That's going up to like forty one thousand in July and to like fifty five thousand in January, and so that's going to affect, you know, who's exempt, who's not exempt, and that's going to require some action by employers, regardless of whether they're our client or not. You know that all employers are going to have to address that.

Speaker 2: 13:18

So let me ask you a question on that. So if it's, you said 41 to 55, are you? Would you anticipate again? I'm just kind of guessing here, like if I have someone that's making, you know they're already making 41. I'm trying to think you're going to have to have some people that are thinking about it going. Look, I'd rather just bump their salary up to $55,000 and not pay them overtime than keep them in limbo where I still have to pay them for their hourly rate. I'm assuming you're going to see a lot of that.

Speaker 3: 13:49

Yes, I think that's a choice that employers are going to have to make if they want to keep the exemption, and then you know, they're going to have to increase the salary level to meet that salary test, or and or they could, you know, convert the employee back to non-exempt and start keeping track of work hours and paying overtime and that as well, so that you know that that's another option. But you know those are big changes because the current, the current level for the salary test is thirty five thousand. So in January, you know, basically six months from now, it's going up twenty thousand dollars a year. Yeah, that's a tough one. All right, that's a tough one. Yeah, that's a big jump.

Speaker 2: 14:24

So let me ask you this then Another, another question that I'm assuming you run into with employment law what are the rules for non-competes in the state of Florida? So like if I went to work for another company? Is there truth? I think when I lived in Georgia, if I remember correctly, there wasn't really a way to enforce a non-compete. If I remember correctly, I might be wrong. What is the rules in that, like people can actually enforce it and prevent somebody from working and making a living if they get a job.

Speaker 3: 14:55

Well, yes and yes, but I've got to caveat that a little bit because there's a new federal trade commission rule that came out that affects non-competes. But and then quickly to your comment about Georgia. One of my former partners practiced in Georgia and Georgia since then has had a statute be put into place regarding non-competes. But in Florida there's a statute that's been in place since 1992 that governs non-competes. One of my former law partners was actually involved in preparing that statute back in the early 90s when I was in law school. But so I you know so that Florida has it. But recently the Federal Trade Commission at the federal level came out with a new rule that's going to be effective in September. There's a blog on my firm's website if anyone wants to check out my blog on that. But essentially the new Federal Trade Commission rule is going to outlaw non-compete agreements across the country, and so that'll affect the Florida statute as well.

Speaker 3: 15:57

The Florida statute governs what's called restrictive covenants, which can be non-competes, non-solicitation, trade secret and confidential information, ndas, those types of things.

Speaker 3: 16:09

So a lot of that's still going to be covered under the statute, but the non-compete clauses may not be, and it's a very broad rule and it defines non-compete clauses very broadly.

Speaker 3: 16:19

There's only a few exceptions. One is that in the sale of a business, if the non-compete is in association with the sale of a business, then they're not affected by the FTC rule. And then also anybody that's under a current executive agreement. If you're an executive, like a high level executive, and you have an agreement that's in place before the rule goes into effect in September, that agreement can still be enforced, but you cannot enter into that same agreement with that executive after September. So the non-compete area is changing but we've got to keep up with it because that new rule just came out. There's been some legal challenges filed in the courts by the US Chamber of Commerce and other businesses, so it's possible that a court may put that rule on hold or stay it. So we're going to kind of wait and see. But as of now it's an active rule and it's going to be effective in September and employers need to comply with it.

Speaker 2: 17:14

It's crazy. I could see both sides of it. I mean, like if I'm a person who's working, I want to be able to move freely and have, you know, the opportunity to increase my career and further it from, but on the flip side I don't want to see trade secrets. You know, like I don't want to work if I were for Kentucky Fried Chicken and I know the 11 herbs and spices, I don't want to be able to go to KFC, to Church's or whoever else at Popeye's and give them the recipe. I get that part of it. So the way it sounds that maybe I'm mishearing it is I can move between business to business as long as I'm within this range. I just can't share trade secrets when I get there. I mean, that's kind of like the honor system.

Speaker 3: 17:53

Well, a lot of it's governed by the agreement that the employer has with the employee or the independent contractor. So the written agreement is going to cover that. But you know the non-compete restrictions. You can still have non-compete restrictions in Florida until the rule takes effect. But under the rule you've got to tell employees that you're no longer going to be enforcing those non-competes once the rule takes effect.

Speaker 3: 18:24

But the trade secret and the non-solicitation, those are still valid. So an employee cannot leave and go to a company and take trade secrets and use them. If they do, you have the ability to go to court and shut that down. Secrets and use them. If they do, you have the ability to go to court and shut that down. Also, solicitation of customers and employees and former employees you can restrict solicitations. You know the new rule, by the way, doesn't apply just to employees. It applies to what the FTC calls workers, and workers, according to the FTC, includes independent contractors and sole proprietors. So this affects non-competes with independent contractors and sole proprietors too, which are also governed by the Florida statute if you're in Florida.

Speaker 2: 19:06

See, now you said something there that that I was not aware of and it kind of leads me into my next question about misconceptions that people run into. I was under the impression from past experience something that I kind of went through with somebody else and nobody owns clients. Now, unless you're stealing a proprietary database of names, that's one thing, but nobody owns clients. So solicitation of clients again, georgia at the time was listen, anybody can call anybody If the name is readily available, if the company name is readily available in the phone book that's how old I am or on Google. You know that information is out there for someone to go after that person. You're telling me that you can. There's NDAs or employment agreements that say you cannot call these people, even though it's public knowledge.

Speaker 3: 19:54

Well, no, that isn't. I'm not suggesting that's what I'd have to see the agreement, you know the particular agreement to interpret it. But no, what I'm saying is that you know, is that you, you can have restrictions. You can have restrictions against soliciting customers and and soliciting employees. You can and you can also have restrictions against disclosing and using trade secrets. Right, In some instances, the identification of customers or specific information concerning customers can be a trade secret and can be protected.

Speaker 2: 20:30

Right, how you go about, how you go about your process could be protected.

Speaker 3: 20:34

Well, yes, and details about that customer, what they order, what they like to order, right.

Speaker 2: 20:38

Right, that makes sense.

Speaker 3: 20:39

That makes sense. But the fact that you know the X Y Z is located at 123 Main Street, yeah, that's public knowledge. But in order to be a trade secret it has to be not public knowledge.

Speaker 2: 20:59

Right, right, yeah, and that's. I mean, that was the whole crux of this particular instance that I'm referring to is it wasn't even clients, it wasn't even active clients, it was basically a prospect list and that's what was trying to be protected and basically was thrown out that you know, prospect lists aren't protected. You don't have a working relationship with these 30,000 names of people that you just pulled off, you know, off a database. So so that I mean, so that's interesting. So, listen, do you love as an attorney? You have to love as an employment attorney a little bit of government oversight actually works well for you, cause every time somebody in Washington or someone in Tallahassee changes a nuance to a law, it keeps you busy. Well, I, you know, I.

Speaker 3: 21:34

I hate to admit that but it keeps you busy. Well, you know I hate to admit that but it is true. And you know, over the course of my career you know I started, I was, you know I started out in practicing law in 1992 and was in labor relations and employee relations before that. But just since I started practicing law, the Americans with Disabilities Act was enacted, the Family and Medical Leave Act was enacted, we got the new FTC rule on non-competes that is coming out. You know OSHA has been updated, the EEOC has issued new sex harassment and harassment regulations. So and yes, there is a constant explosion of new requirements.

Speaker 3: 22:13

It's much more complicated to compliantly employ people nowadays and you know that's where we can help folks. Not only, you know, get compliant if they're not, or stay compliant, but you know address, you know more important hiccups that make. If the government shows up or the Department of Labor is conducting an audit, you know you may need to hire an attorney. You may not be me, but you probably should hire an attorney an audit, you know you may need to hire an attorney.

Speaker 2: 22:37

It may not be me, but you probably should hire an attorney. So this is very granular. I mean, like you are in the nuts and the bolts, You're like in the trenches of what's going on with employees and employers. What would you say is like garden variety, like the firm size you deal with? Is it one to five employees? Five to 30 employees? What is that your real house? I mean, I know you said small to medium-sized businesses, but what does that look like?

Speaker 3: 23:00

Well, I mean, I think it really runs the gamut from both with the firm and myself, from individuals, professionals, sole proprietors, small businesses with, you know, less than 10 employees or even, you know, mom and pop type businesses, medium sized businesses, you know, and we would consider a medium sized business, I guess, from, and some of it's not only employee based, it's also you know what's the revenues. But you know, I think, like I represent, you know, probably somewhere in the 50 to 200 employee range would be a small to midsize business and maybe more than 200 employees. You're getting to be a little larger but you know I represent national corporations. I've done that for years.

Speaker 3: 23:43

I have many clients that are, you know, you know, large, recognizable corporations that people would know, not just small businesses, and the firm also primarily represents small businesses. I'm sure we have some relationships with larger businesses as well, but that's our focus because they share our values as a firm the small to medium-sized businesses, the individuals, the professionals, they share our values. We like to work with those people, we understand what their needs and we like to be compassionate and excellent and help them through their business issues. So it's, it's just a market we love to serve, you know and like to focus on, and so you know I represent some big corporations, but that's the bread and butter of what I do and what my firm does is small to midsize businesses, individuals, entrepreneurs and sole proprietorships.

Speaker 2: 24:35

Well, that's, that's the crazy thing. Like, I talk to a lot of lawyers, I speak to a lot of lawyers, I speak to a lot of doctors, I speak to a lot of realtors these professionals Law school teaches you how to pass the bar exam and it teaches you the law, but there's so many angles to go into for how you want to use that expertise, in what line, whether that's marital law, estate attorneys, you know, pi guys, med, mal, like there's so many different ways to go with it and finding that niche for what aligns with your values as a person, as a firm, all that. That's where the enjoying what you do as a, as a business owner, really comes into play. So, speaking of enjoying what you do when you're not doing this, what do you do when you're not in the firm? Do you like to play softball? Do you like to play pickleball? Do you go skydiving? What do you do?

Speaker 3: 25:28

Well, I'm focusing on more of that. Next week, I'm going to the Keys with my son on vacation, so I'm really looking forward to that. Deep sea fishing, or are you'm?

Speaker 2: 25:34

going to the keys with my son on vacation, so I'm really looking forward to that, but uh deep sea fishing, or are you just gonna go to the beach?

Speaker 3: 25:38

well, we're gonna do. We got some fishing planned, I got a guide taking us out one day and I've got some other events planned as well. Um, so I like to fish and I like to, you know, travel to places, but you know, I I do. I'm a pretty devote yoga practitioner and, uh, I love to walk, uh, in power walk, and I play basketball once a week and I coach my son's soccer team and, uh, and other than that, just, you know, being with my family and friends and enjoying life you could have made a fortune representing vikram in all his yoga practices.

Speaker 2: 26:08

He definitely needed a lawyer to help with some of his transgressions.

Speaker 2: 26:12

Yeah, so I do like yoga quite a bit because I have a bad back, but I just don't get to practice it as much, I don't get to slow down enough to clear my mind in that space, which is where I like to go, you know, for, like, restore yoga is more my speed lately, rather than hot yoga, which is the Bikram stuff. So, as we start to wrap this up because we're kind of coming to the end here and you've already sort of touched on it a little bit but what would be the one thing that if someone's listening to this and they're a business owner, or if they're a person who's thinking, hey, I want to change my career, but I feel like I'm locked up in this situation, that I don't know how to get out of it? What's the one thing they need to know about working with Brick Business Law or you specifically?

Speaker 3: 26:59

Well, I mean, I think, with me specifically and with the firm. You know that we're really dedicated to kind of get, you know, working with the individual and bringing everything down to the individual level. And you know we have relationships with people within organizations and we have, you know, representation relationships with those organizations or with those businesses. So I think you know, basically to get to keep it real and to keep it, you know, you know, face to face and compassionate and honest, and we want to be involved in the client's businesses and we're also very mindful of expenses. You know I spend a lot of time with clients, you know, explaining what it might cost and helping them understand and that's they're not surprised by cost, because lawyers can be expensive and legal work can be expensive. And we try to work with clients and let them understand what's going on and it's in a collaborative way and I think that's you know and we want to do that because that's part of our mission to be compassionate and excellent in what we do.

Speaker 2: 27:59

So if I need your services I'm a business owner or I'm someone looking to just need some guidance what's the best way for our listeners to get a hold of you?

Speaker 3: 28:10

Well, the best way is to go to our website at brickbusinesslawcom and you can find us there and then you'll get to meet many of my colleagues like. Scott Miller is our corporate attorney. He does a lot of corporate work, so you can see my colleagues on there and you can see a little bit more about our mission and about what our firm's all about about what our firm's all about, and there's some blogs on there too. I've got some blogs on there with some recent developments, so that's a good place to go to get informative updates on just the law, or you can link into those updates as we send them out, and if someone wants to speak to you guys, is there a way to get a hold of you via phone?

Speaker 3: 28:50

Yes, my direct line is 813-355-8360. And my firm's direct line is 813-816-1816.

Speaker 2: 29:03

So, folks, if you're listening to this and listen, I've been in this situation where you you know you're trying to dissolve a partnership agreement or you're trying to look for that next chapter and you're not sure what the consequences of making that change are, and it can be very scary. It behooves you to have some sort of guidance. Maybe you don't get the full Cadillac version of firm representation, but at least having somebody in your corner to help you as you start that next venture or you get out of the existing venture that you're in contact. Brick Business Law, kevin is a partner there. You can reach them at brickbusinesslawcom or the firm's number is 813-816-1816. Kevin, thank you so much for being a good neighbor. Thank you so much for spending some time on the Good Neighbor Podcast. We appreciate your time.

Speaker 3: 29:50

Thank you, mike. I really appreciated the opportunity, and best to you.

Speaker 2: 29:53

Yeah, great to meet you. We'll talk soon. I'm sure you have a great day.

Speaker 1: 30:09

Yes, thank you. Bye now, gnppascocom, or call 813-922-3610.