Family Law

• Adoption

Criminal Law

• Wrongful Death
  A wrongful death is one of the most traumatic events a family can endure. After the death of a loved one, families have questions such as, "How will we pay for the funeral?" "How will our family pay the bills?" And the ultimate question often heard, "How do we find justice?" Attorney Bruce Miller helps people who have had family members killed or seriously injured by others. These families are in an emotionally and financially difficult situation, and he can help them by working for justice. He begins by thoroughly investigating the facts. After this investigation, he talks with the family and determines a fair settlement. Then, he negotiates hard with the insurance companies. Most cases settle before going to trial, but if the insurance companies do not make a fair offer, then attorney Bruce Miller has the experience to take the case to a jury trial.

Business and Corporate Law

• Corporate Law
  South Carolina business litigation attorney Bruce Miller recognizes the harm of economic losses suffered by businesses or individuals caused by fraud, misrepresentation, or interference with economic and contractual relationships. He has represented both large and small businesses and individuals throughout South Carolina in complex commercial and business tort litigation. His thirty-eight years of corporate, litigation experience can help resolve disputes of many various types. An experienced South Carolina business litigation attorney who is skilled in trying business tort claims and corporate litigation is an essential asset to a complete business strategy. Attorney Bruce Miller is client-centered and is committed to providing legal services of the highest quality for all businesses. Choosing the best attorney for your needs is crucial to your business. He knows that your bottom-line profit is the ultimate goal.
• Business Disputes
• Trade Secrets
• Unfair Competition
  An employer does not want its former employee to leave or go to work for a competitor and take its customers, clients, employees, or proprietary information to a competitor. Balanced against the employer’s desire for protection, the employee needs to get another job after leaving your company. While South Carolina courts will protect an employer against unfair competition and misappropriation of trade secrets, they are reluctant to enforce a restrictive covenant preventing an employee’s right to work. This is the reason that any restrictive covenant must be carefully drafted to custom-fit your business.

Employment Law

• Wrongful Termination
  "Wrongful Termination" is a term that generally refers to an employee being fired when they should not have been. It is a widely over-used phrase. If the termination was improper, it probably is covered by a specific law or cause of action. Many terminations that employees think of as "wrongful" are not illegal.
• Employment Discrimination
  Although the victim of employment discrimination may know when it is occurring, it takes a skilled litigator to find and present objective evidence that unlawful discrimination has occurred. Employees can be treated unfairly based on a number of characteristics: age, disability, national origin, pregnancy, race, religion, or sex. As a Certified Specialist in Employment & Labor Law, attorney Bruce Miller is an attorney with the expertise and experience to determine your goals, analyze the evidence, and obtain justice for you.
• Employment Contract
  Having strong, clear, and detailed employee handbooks is the trademark of any first-class organization. Employee Handbooks, when written properly, create a clear set of guidelines for all employees to follow. Moreover, given the state of the law, it is vitally important that your organization’s handbooks and policies comply with South Carolina law-especially having the statutorily-mandated disclaimer. Otherwise, your company could find itself in the unenviable position of having unknowingly created an employment contract or other promises that were unintended.
• Employment Litigation
  Finding the best resolution to employment disputes requires the skills of an employment lawyer with years of experience and specialization in employment law. Attorney Bruce Miller has been a trial lawyer in courts across South Carolina for over 38 years. He has been a Certified Specialist in Employment Law for over 20 years representing both employees and employers. After 15 years in a litigation boutique in Charleston and 8 years on an employment law team at a large, regional firm, he started his solo firm in 2008 to provide clients with individualized services that have a laser focus on their specific, legal needs.
• Non-compete Agreement
  Many employment contracts serve the interests of the employer, but fail to provide protection to employees. Employment contracts are usually drafted by the employer to safeguard trade secrets and protect the business from any damage that could be caused by a former employee after employment ends. Non-compete and non-disclosure agreements prevent employees from performing certain work or revealing methods or skills for a competitor after employment has ended. Employees usually sign noncompete agreements or nondisclosure agreements at the beginning of employment. If you are an employee facing a noncompete or nondisclosure contract dispute, you need the guidance and advocacy of an experienced employee rights attorney.
• Severance Agreement
  We highly recommend that you bring your severance agreement to attorney Bruce Miller. He has decades of experience in reviewing and negotiating the terms of separation agreements. Whether you are looking to understand the complex concepts laid out in your agreement or hoping to obtain a better agreement, Attorney Bruce Miller, a Certified Specialist in Employment & Labor Law, has the expertise necessary to identify all of your options and provide solutions. He will comprehensively review your agreement, discuss your goals, and prepare a response to your employer. If the terms are completely unacceptable, he will seek a better severance package through negotiations with your former employer either in or out of court.
• Sexual Harassment
  Another type of claim an employee may bring against your company is a claim for retaliation. These claims can be very dangerous because many jurors reportedly believe that employers tend to retaliate against employees who have made complaints against their employer. Retaliation covers a broad range of actions allegedly taken by the employer against the employee when the employee complained of activity that is protected by a law, such as, improper payment of wages, sexual harassment, illegal activity, improper safety procedures or equipment (whistle-blower), discrimination, or a hostile work environment covered under Title VII.

Immigration Law

• Citizenship and Naturalization

Health Law

• Personal Injury
  There are some disasters in life you can prepare for; there are some that you cannot. If you, a family member, or a loved one have suffered serious injuries or have lost a family member due to the negligence of someone else, attorney Bruce Miller is prepared to help you. Before attending law school, Bruce Miller was a personal injury adjuster for a national insurance company where he learned how insurance companies think. At his first law firm, he worked with and defended many insurance companies. Attorney Bruce Miller has taken all of these years of experience to sharpen his skills to help the individual or family member who has been seriously injured. This comprehensive knowledge and experience of over 42 years is what he uses to serve you. Early investigation and taking steps to preserve evidence are often critical keys to success. Do not delay; please contact us today.
• Medical Malpractice
• Disability Discrimination
  Disability discrimination is prohibited by two separate federal laws: the Americans with Disabilities Act (ADA), and Title VII of the Civil Rights Act (Title VII). These laws make it illegal for an employer to discriminate against a qualified individual with a disability in job application procedures; hiring, advancement, or discharge of employees; compensation; job training; or other terms, conditions, and privileges of employment, because of the individual’s disability.