Increase your efficiency with Non-Compete Agreement Forms

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Video Guide on Non-Compete Agreement Forms management

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Commonly Asked Questions about Non-Compete Agreement Forms

To be enforceable, a non-compete agreement in Massachusetts must protect the legitimate business interests of the employer, such as trade secrets, confidential information, or customer relationships. In addition, the restrictions imposed on the employee must be reasonable and not overly burdensome.
You agree that at no time during the term of your employment with the Company will you engage in any business activity which is competitive with the Company nor work for any company which competes with the Company.
The Employee specifically agrees that for a period of [months/years] after the Employee is no longer employed by the Company, the Employee will not engage, directly or indirectly, either as proprietor, stockholder, partner, officer, employee or otherwise, in the same or similar activities as were performed for
(c) [Employee name] agrees not to set up in business as a direct competitor of [company name] within a radius of [number] miles of [company name and location] for a period of [number and measure of time (e.g., four months or 10 years)] following the expiration or termination of this agreement.
It reads something like this: For the complete duration of the Agreement, and [time period] after the termination of the Employees relationship with the Company, the Employee will not a) engage as an employee, officer, director, partner, consultant, agent or owner b) be associated in any other capacity, with a
Non-competition clause examples include: Example 1: Preventing former employees from using trade secrets. Example 2: Stopping contractors from competing with you. Example 3: Former partners limiting the geographical docHub. Example 4: Extra protection in business contracts. Example 5: Retaining employees with a non-compete.
Reasonableness: Non-compete agreements must be reasonable in terms of their scope and duration. This means that the restrictions must be no broader than necessary to protect the legitimate business interests of the employer, such as protecting trade secrets, confidential information, and/or customer relationships.