Krevsky Bowser
  • Practice Areas
    • Employment Law For Employees
    • Employment Law For Employers
  • People
    • Anthony T. Bowser
    • Frank P. Clark
    • Solomon Z. Krevsky
  • Testimonials
  • Blog
  • Contact
Select Page

Things to know about noncompete and nondisclosure agreements

by Krevsky Bowser LLC | Jan 31, 2019 | employment contracts, Firm News

Noncompetition and nondisclosure agreements are becoming more prevalent in many businesses and professions. Potential or current employees should pause and carefully consider these clauses when they are offered in an employment contract or at another time.

Through a noncompetition agreement, an employee agrees not to directly compete with their former employer for a reasonable time period and within a geographic area. A nondisclosure agreement restricts a person from disclosing information in subsequent jobs that their former employer classified as proprietary or confidential such as technology, new products, business plans, finances and sketches.

These agreements are intended to protect a company’s investment in an employee, and from it being used in competition against it. These are intended to prevent an employee from using their time with a company to learn about and gain experience in a career and use it to start their own business or help a competing company.

For applicants, deciding whether to sign a non-compete depends on how much they desire the new job. They should also consider whether its terms, particularly its length and time, are reasonable. A noncompetition can keep an employee from engaging in their chosen profession, especially if it is unreasonably constricting.

Enforcement of these agreements usually depends on the reason that the worker is leaving employment. Employers will be more likely to enforce a non-compete if the employee is leaving for a better job opportunity with a competitor or to set up their own similar business. If a worker is being laid off or terminated, an employer may be more willing to provide some more flexibility on the terms of the agreement.

Non-competition and non-disclosure agreements may have long-lasting consequences. An attorney should carefully read them and negotiate its terms.

Recent Posts

  • Google and workplace discrimination
  • Can you be fired without notice?
  • What to know about workplace harassment
  • 30 years of employee care: Americans with Disabilities Act
  • Racial discrimination can affect any workplace

Archives

  • January 2021
  • December 2020
  • November 2020
  • October 2020
  • September 2020
  • August 2020
  • July 2020
  • June 2020
  • May 2020
  • April 2020
  • March 2020
  • February 2020
  • January 2020
  • December 2019
  • November 2019
  • October 2019
  • September 2019
  • August 2019
  • July 2019
  • June 2019
  • May 2019
  • April 2019
  • March 2019
  • February 2019
  • January 2019
  • December 2018
  • November 2018
  • October 2018
  • September 2018
  • August 2018
  • July 2018
  • June 2018
  • May 2018
  • April 2018
  • March 2018
  • February 2018
  • January 2018
  • December 2017
  • November 2017
  • October 2017
  • September 2017
  • August 2017
  • July 2017
  • June 2017
  • May 2017
  • April 2017
  • March 2017
  • February 2017
  • January 2017
  • December 2016
  • November 2016
  • October 2016
  • September 2016
  • August 2016
  • July 2016
  • June 2016
  • May 2016
  • April 2016
  • March 2016
  • February 2016
  • January 2016

Categories

  • Americans with Disabilities Act (ADA)
  • employee rights
  • employment contracts
  • employment contracts for medical professionals
  • employment law for employers
  • Family and Medical Leave Act (FMLA)
  • Firm News
  • Harassment
  • severance agreements
  • sexual harassment
  • Small Businesses
  • workplace discrimination

RSS Feed

Subscribe To This Blog’s Feed

FindLaw Network

Learn How We Can Help

Office Location:

20 Erford Road, Suite 300A
Lemoyne, PA 17043

Phone:

717-303-3764

888-593-6283

 

Map & Directions
  • Follow
Review Us

© 2021 Krevsky Bowser. All Rights Reserved.

Disclaimer | Site Map | Privacy Policy | Business Development Solutions by FindLaw, part of Thomson Reuters