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)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- Obesity: the next disability? Large cook sues McDonald's for bias
- Take off the kid gloves! Bosses must still manage, even after employee complains
- Want to require an arbitration agreement? That's fine as long as it's fair to employees
- Origin not the sole factor in national-Origin discrimination