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Yuri Natasha Han
Sul Lee Law Firm, PLLC
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Biography
Upon receiving a Bachelor of Arts in Political Science and International Relations from the Ohio State University, Yuri decided to pursue her law degree. Thereafter, she attended the Baylor University Law School. Yuri was raised in South Korea and speaks fluent Korean.
Yuri worked as a law clerk for our firm and after passing the 2023 Texas Uniform Bar Exam, she began practicing law as an associate attorney. She is a member of good standing of the State Bar of California and the State Bar of Texas.
When not practicing law, Yuri enjoys spending time with her husband and two daughters, trying new restaurants, exploring parks and playgrounds, and traveling.
Practice Areas
- Business Law
- Business Contracts, Business Dissolution, Business Finance, Business Formation, Business Litigation, Franchising, Mergers & Acquisitions, Partnership & Shareholder Disputes
- Intellectual Property
- International Law
- Imports & Exports
- Employment Law
- Employment Contracts
- Communications & Internet Law
- Internet Law
- Real Estate Law
- Commercial Real Estate
Fees
- Credit Cards Accepted
Jurisdictions Admitted to Practice
- California
- State Bar of California
- Texas
- State Bar of Texas
- ID Number: 24136083
Languages
- English: Spoken, Written
- Korean: Spoken, Written
Professional Experience
- Junior Associate Attorney
- Sul Lee Law Firm, PLLC
- - Current
Education
- Ohio State University - Columbus
- B.A. | Political Science and International Relations
- Baylor Law School
- J.D.
Professional Associations
- State Bar of California
- Member
- Current
- State Bar of Texas  # 24136083
- Member
- - Current
Publications
Articles & Publications
- Your Business Received an EEOC Charge, Now What?
- Sul Lee Law Firm, PLLC
Videos
Legal Answers
1 Questions Answered
- Q. I am confused about the new DOL law about 1099s.
- A: Whether or not the workers you hired should be classified as employees or independent contractors depends on engaging in a six-factor analysis for each of the workers. The Department of Labor considers the following six factors in determining whether the worker is the employee or the independent contractor: (1) the worker’s opportunity for profit and loss, (2) the extent of relative investment of the worker and the employer, (3) the permanency of the relationship, (4) the degree of control exercised by the employer, (5) whether the work performed is integral to the employer’s business, and (6) the skill and initiative required in performing the work.1
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