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An example of a post-employment restrictive arrangement is a non-compete agreement. A non-compete agreement prohibits an employee, within a certain number of years from the termination of his employment, from working in a firm or corporation that is engaged in a similar business or that might compete with the employer.
Here are five ways to beat a non-compete agreement. Prove your employer is in breach of contract. ... Prove there is no legitimate interest to enforce the non-compete agreement. ... Prove the agreement is not for a reasonable amount of time. ... Prove that the confidential information you had access to isn't special.
Protecting Privileged Information from Disclosure A non-compete agreement is used by companies to prevent employees who have access to privileged information from working for a competitor directly after terminating their employment with the company.
A non-compete agreement legally binds a current or former employee from competing with an employer for a specific time after employment ceases. Under such an agreement, the employee must not reveal any trade secrets learned during employment.
Sometimes referred to as non-involvement clauses, non-compete clauses are valid and enforceable as long as there are reasonable limitations as to time, trade, and place.
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A Non-Compete Clause in Your Employment Contract Prevents You from Working for Your Competitors.
A non-compete agreement, or a covenant not to compete, is a contract that companies ask employees to sign to protect their corporate interests. Violations can mean facing possible litigation.
Drafting an Enforceable Noncompete Agreement What is a noncompete agreement? ... Keep the group small. ... Keep the restrictions reasonable and narrow. ... Provide consideration for the agreement. ... Get it in writing. ... Prepare multiple versions if necessary. ... Concede choice of law/forum. ... Provisions to include.
Parts of a noncompete agreement Typical agreements are two years or less, the most common being six months to a year. They can also include a severance option if the employee is terminated. Scope: This clause must be specific as to the restricted work and particular services.
Unless it is coupled by certain reasonable restrictions, a non-compete is totally valid during employment and afterward.

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