Georgia employees are generally free to compete against their former employers, solicit their customers and employees, and even use or disclose any confidential information that can’t be classified as a “trade secret.” This can be disastrous for employers.
But there’s some good news for employers: While Georgia courts don’t look fondly on employers that try to restrict competition from former employees, it can be done. The key is to create a legal and binding contract called a “restrictive covenant.” Here’s the analysis your company should do to create the right agreement.
Which activities and employees should be covered?
You must identify what business interest you need to protect. The agreement can’t be aimed at just avoiding competition, but you can protect confidential information and customer relationships.
Next, identify those employees whose departure may mean losing customers or confidential information. Conside...(register to read more)
- Sexual Harassment: Overview
- Converting temps to regular staff? Beware legal hazards
- Words matter at work: Beware these 5 'lightning rod' terms
- Transferring an employee may be retaliation, but merely discussing a transfer isn't
- Counter retaliation claims by accurately documenting every employee complaint