Accordingly, it has become commonplace for businesses to use agreements that prohibit competition, or that limit the solicitation of customers, in an effort to protect their commercial interest and unwarranted disclosure of confidential information or data. From the employer’s perspective, the business can be exposed to risk or litigation when a departing employee diverge vital business assets belonging to their former employer.
With the current labour mobility, the employer’s most valuable assets can jeopardize through theft or unwarranted disclosure for commercial exploitation. From the perspective of the departing employee (or his or her new employer), the ability to work and compete can be unfairly hampered or restrictive by an unreasonable restraint of trade provisions or overbroad or unduly burdensome non-competition or non-solicitation agreement that goes far beyond protecting the former employer’s legally protectable interests.
If left unchecked, the employee may be unfairly deprived of the ability to earn a livelihood. The attorneys in our Non-Compete, Non-Solicit, and Trade Secrets Practice are we strive to promote fair business practices, safeguard vital business assets and facilitate the lawful transition of employees or contractors subject to post-engagement restrictive covenants.
Accordingly, it has become commonplace for businesses to use agreements that prohibit competition, or that limit the solicitation of customers, in an effort to protect their commercial interest and unwarranted disclosure of confidential information or data. From the employer’s perspective, the business can be exposed to risk or litigation when a departing employee diverge vital business assets belonging to their former employer.
With the current labour mobility, the employer’s most valuable assets can jeopardize through theft or unwarranted disclosure for commercial exploitation. From the perspective of the departing employee (or his or her new employer), the ability to work and compete can be unfairly hampered or restrictive by an unreasonable restraint of trade provisions or overbroad or unduly burdensome non-competition or non-solicitation agreement that goes far beyond protecting the former employer’s legally protectable interests.
If left unchecked, the employee may be unfairly deprived of the ability to earn a livelihood. The attorneys in our Non-Compete, Non-Solicit, and Trade Secrets Practice are we strive to promote fair business practices, safeguard vital business assets and facilitate the lawful transition of employees or contractors subject to post-engagement restrictive covenants.
