If the agreement is part of the recruitment process, the contract itself is the consideration. All state courts that accept non-competitive contracts agree that the performance of a contract when the employee begins is a sufficient consideration, as well as a major change in the work, such as the promise of an increase or promotion. If the company introduces the agreement after hiring (because its policy or employee responsibilities change), an increase or promotion is likely to be qualified as sufficient consideration. But some state courts (Utah and Virginia, for example) may consider that maintaining employment is sufficient if the employer can prove that the employee fired because he did not sign the contract. Even if a CNC is limited in duration, geographic scope and scope, it will be “only to the extent . . . protect the legitimate interests of the employer.  Recognized legitimate business interests are generally identified as the protection of trade secrets, confidential information and value.  The validity of the restrictions depends on the nature of the protected interests and the factors that are subject exclusively to a particular sector or even a particular company may feed it. For example, in traditional sectors where the development of the customer relationship can take years, a competition pact of one year or more may be considered appropriate.
But in areas where technology or information is changing rapidly or become public, this period may be inappropriate. Similarly, the territorial scope of the restriction must be duly linked to the employer`s interest and the harm that the employer may suffer in the event of an infringement. An appropriate limitation to a seller may therefore be a territory or even a certain number of customers rather than a national ban. When should I have my employees sign a non-compete agreement? Can a CPA company obtain an injunction to enforce a non-compete agreement? A CPA company can only win a lawsuit if a former employee causes harm to the company, so that all public courts that recognize non-competition prohibitions give employers the right to obtain an injunction that, in certain circumstances, enforces the agreement. A CPA company, in agreement with its lawyer, must highlight three things to obtain such an injunction: the protection of a company`s competitive advantage is essential. It is therefore necessary for employers to understand the options available when assessing how best to protect their business. The non-competition clause is a common practice. The following article updates a preliminary analysis of non-compete agreements in Ohio. 12. I had a non-competition in my work, but I was fired. Can they do it against me when they have decided to fire me? The extent to which non-competition obligations are authorized by law varies by jurisdiction.
For example, in the United States, the State of California invalidates non-competition prohibitions for all shareholders, except shareholders, when selling commercial interests.  A leading court decision that discusses the conflict between California law and the laws of other states is Application Group, Inc. v. Hunter Group, Inc. of 1998 In Hunter, a Maryland company required its Maryland employee to accept a one-year non-compete agreement. The contract stipulated that it must be regulated and interpreted in accordance with Maryland law. A Maryland employee then went to work for a competitor in California. When the new California employer sued in the California State Court to have the Confederacy invalidated from not competing, the California court agreed and ruled that the California non-compete clause was invalid and unenforceable. Section 16600 of the Business and Professions Act reflects a “strong public policy of the State of California” and the state has a strong interest in enforcing its law and protecting its businesses so that they can hire employees of their choice.