## Facts

- An entertainment professional hired an attorney to act as his personal representative and manager under a five-year written agreement.
- The agreement provided the manager would receive 10% of all earnings during the term and 10% of post-term earnings from engagements initiated during the term and later continued, renewed, or resumed.
- A dispute arose when the manager withheld the professional’s business papers, claiming unpaid contract compensation; the professional obtained a summary court order directing turnover of the papers.
- While a later turnover proceeding was pending, the manager sued for unpaid compensation under the management agreement.
- The parties, represented by counsel, executed a settlement in which the professional recognized the contract’s validity and released the manager from any further duty to render services, and the manager agreed (i) to waive the 10% in any year the professional earned under $20,000 and (ii) to turn over all contracts and documents.
- The manager later sued to recover 10% compensation for a subsequent year within the original five-year period, relying on the original agreement as modified by the settlement.

## Issues

1. Whether the management agreement, as modified by settlement, was unconscionable or void as against public policy.
2. Whether the agreement imposed enforceable obligations on the manager to perform services, or instead left performance wholly discretionary such that the contract lacked mutuality/consideration.
3. Whether the earlier summary turnover proceeding conclusively established that the relationship was an attorney-client retainer limiting recovery to quantum meruit.

## Decision

- The Court of Appeals reversed the dismissal and the intermediate appellate affirmance and ordered a new trial.
- The court held the contract, as modified, was not void on its face as unconscionable or against public policy.
- The court held the arrangement could impose real obligations to render managerial and representative services, including duties implied from the contract’s context and the parties’ dealings.
- The court rejected treating the prior turnover order as a conclusive adjudication of the entire contractual relationship or as barring the compensation claim.
- The court directed that the parties’ full transaction and performance be developed at a new trial rather than resolved by dismissal at the close of the manager’s proof.

## Legal Principles

- Courts generally enforce freely negotiated contracts and do not invalidate agreements merely because consideration appears unequal; public-policy invalidation requires truly shocking or oppressive terms.
- Percentage-of-earnings management compensation, including provisions extending to post-term earnings from engagements originating during the term, is not inherently improper in the entertainment context.
- A management agreement may be enforceable even if the manager has discretion in allocating time, where the contract and circumstances imply a duty to provide representative and advisory services.
- A summary proceeding resolving a narrow dispute (such as turnover of documents) does not, without actual litigation and necessity to the judgment, preclude later litigation over broader contractual rights.

## Conclusion

The court held that the management contract and settlement were not void as unconscionable or against public policy and that the prior turnover order did not conclusively redefine the relationship or bar the compensation claim; it therefore reversed and ordered a new trial to determine the parties’ rights based on a full factual record.


Mandel v. Liebman, 303 N.Y. 88, 100 N.E.2d 149 (N.Y. 1951)