In the workplace, non-compete agreements are used by Manhattan employers to prevent employees from taking company secrets to a competitor. Many employers understandably want to keep their trade secrets confidential and don't want employees to be lured away by competitors wanting to get access to trade secrets. Still, many people think that non-compete agreements are being overused in the workplace.
Many companies in the United States use non-compete agreements for their employees. These agreements have been around for a long time and are there to protect the company from losing its intellectual property to another company. But lawmakers are trying to put an end to non-compete agreements.
When Manhattan business owners have both employees and trade secrets or other confidential information, those business owners may feel they have a problem. Employees may need access to the secrets in order to do their jobs, but how can an owner control the risk of the employee sharing the secret with third parties? This blog post will briefly describe one tool that a business owner might use for this purpose: confidentiality contracts.
When someone in New York starts a business, they put a lot of effort into making sure it is successful. Often businesses rely on employees like sales personnel, product developers or even chefs, to build up a business. Such employees, however, usually have access to proprietary business information. Proprietary business information can include customer lists, trade secrets like recipes or product formulas, or other intellectual property. If an employee with such information leaves the business, there is always the possibility that that business's proprietary information could fall into the hands of a competitor.
Many New Yorkers have been hearing good news from employers recently: "You're hired!" Although this is often a cause for celebration, both employees and employers usually have some things to sort out before the big first day of work. Often one of these things is negotiating a severance agreement. A severance agreement provides employees with money or other benefits under certain circumstances when they leave the company. This blog post will provide some essential information about severance agreements.
Depending on the type of business they are in, companies in New York and elsewhere have certain priorities. For some, this means taking extra precautions to protect business secrets. These business secrets are often the core of the company's identity, making it what it is and causing it to stand out in the market and keep up with other competitors. If this information is revealed, it could be detrimental to the company. Thus, employers and business owners take steps to ensure their employees keep these secrets as well.
Whenever there is a dispute between an employer and employee about the terms of an employment contract, those terms may not only govern the result of the dispute resolution method used, they may also control what dispute resolution method is used. An arbitration clause in an employment agreement may compel the parties to resolve the dispute using binding arbitration.
As the employment market begins to heat up, many New Yorkers are taking advantage by entering into employment relationships with different employers. A common requirement from employers is a non-compete agreement. Many employers require new employees to sign a non-compete agreement before being hired. But what is a non-compete agreement? How do courts enforce them?
In today's job market, employees making frequent job changes, as well as changing companies, has become commonplace. Non compete agreement are typically used to protect employers from having trade secrets exposed when an employee leaves the company. But how enforceable are these agreements? An employer can have a better chance of protecting themselves and their business by creating non compete agreements that are more specific and reasonable.
Many employees in Manhattan, and even some employers, may assume that most employment arrangements are governed by employment contracts in addition to employment law. The reality is that most employment relationships can be categorized as employment "at will," meaning that the employee can be terminated for any reason not expressly prohibited by employment law or civil rights law. However, some employment relationships are governed by an employment contract, and it is common for these contracts to limit the power of the employer to fire the employee.