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Employers, large and small can be damaged by employees moving to the competition. When this happens, it is not only the “employers” that are damaged, but also fellow employees, co-workers and team members who may be damaged by both losing the expertise of the co-worker and by potential weakening of the overall company effort in …
Continue reading “There Are Several Dimensions to Non-Competes”
Perhaps some form of disclosure should be added to regulations on employment contracts thus creating greater transparency from the start. I fully agree that in the 21st century, 6 months should be adequate but am concerned about the exemptions at higher levels . In areas such as art or music where unique talent is present, …
My only non-compete was as a high tech recruiter / staffing consultant. The length of time should be rational given the sales cycle. The industry standard seems to be a one year non-compete agreement with a 50 mile or more radius from the company’s market area. A year is certainly excessive since within 3 months …
Continue reading “Six months is certainly long enough – maybe too long?”
Sorry, but I am an absolutist on this. Businesses are giving you a line of BS. There is adequate protection for their legitimate interests in trade secret and other intellectual property law, and in allowing non-poaching agreements, which are very legit. But limiting the livelihood of an employee — their ability to use the generic …
Continue reading “Let’s get as close as possible to the California approach — it makes sense!”
Looks good. I was concerned about the exemption for high level employees but leaving it up to a court is a reasonable compromise.
I have worked as a software engineer for the last 10 years. I have been fortunate enough to work at a company that doesn’t require a non-compete, but I have a number of friends who signed one. It’s a tricky subject. On the one hand, there are some fields where a non-compete is essential to …
