Generally speaking there are two kinds of non-compete agreements; those between companies and those between an employer and employee. Agreements between companies (including contractor-subcontractor con-competes) are subject to heightened scrutiny under the antitrust laws and the complexities of those laws make any simple generalized explanation dangerous to rely upon. In this note we will focus on non-compete agreements between an employer and an employee.
The purpose of this note is to offer a broad outline of the law of sexual harassment. Individuals and companies facing potential sexual harassment situations are encouraged to consult with counsel at the earliest opportunity.
Eisen & Shapiro’s business lawyers counsel employers and employees on a broad range of trade secrets matters and competition matters. We have undertaken integrity audits, investigated potential breaches or infringements, prepared and reviewed employment and venture-related contracts involving trade secrets and/or non-competition agreements, negotiated agreement language, and prosecuted and defended lawsuits. As required we use experienced business investigative services in these matters.
Most states’ courts explicitly recognize the “right to work” principle in employment law. Generally speaking, that principle is shorthand that guides courts’ decisions in a variety of employment disputes. The disputes may range from the right of a former employee to compete against a former employer to the right of an employer to terminate an employee for any reason or for no reason at all.