{"id":3410,"date":"2014-05-09T13:11:42","date_gmt":"2014-05-09T17:11:42","guid":{"rendered":"https:\/\/www.khflaw.com\/?p=3410"},"modified":"2020-09-23T18:02:51","modified_gmt":"2020-09-23T22:02:51","slug":"much-ado-non-competes","status":"publish","type":"post","link":"https:\/\/www.khflaw.com\/news\/much-ado-non-competes\/","title":{"rendered":"Much Ado about Non-Competes"},"content":{"rendered":"<p>In energy, technology, healthcare and other key sectors of the economy, employers increasingly insist their employees agree to non-competes and other post employment restrictions. Yet when the employment relationship ends, the restrictive covenants are either ignored by both the employee and the employer or fought out in court with the outcome both uncertain and costly.<\/p>\n<p><span style=\"line-height: 1.5em;\">Employers have legitimate interests in protecting their confidential business information and key customer relationships developed at significant expense. Consequently, many employers require new employers to agree to contractual employment and post-employment restrictions on their activities and conduct. Such restrictive covenants may be a part of an employment agreement or set forth in a separate non-compete and non-disclosure agreement. New employees eager to start out on the right footing are inclined to sign whatever documents are presented to them in connection with the hiring process. Later, if the relationship ends questions arise as to the enforceability of the restrictions. Understanding the basic legal principles applicable to enforcement of restrictive covenants can help both parties.<\/span><\/p>\n<p> <a href=\"https:\/\/www.khflaw.com\/news\/much-ado-non-competes\/#more-3410\" class=\"more-link\">Continue reading \u203a<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>In energy, technology, healthcare and other key sectors of the economy, employers increasingly insist their employees agree to non-competes and other post employment restrictions. Yet when the employment relationship ends, the restrictive covenants are either ignored by both the employee and the employer or fought out in court with the outcome both uncertain and costly. [&hellip;]<\/p>\n","protected":false},"author":3,"featured_media":4637,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":"","_links_to":"","_links_to_target":""},"categories":[480,415,491],"tags":[549],"coauthors":[512],"class_list":["post-3410","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-business-litigation-and-dispute-resolution","category-miscellaneous","category-restrictive-covenant-and-noncompete","tag-restrictive-covenant","miscellaneous_lawyer-kang-haggerty-fetbroyt-llc"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Much Ado about Non-Competes, Part 2 \u2014 Kang Haggerty &amp; Fetbroyt LLC News \u2014 May 9, 2014<\/title>\n<meta name=\"description\" content=\"In energy, technology, healthcare and other key sectors of the economy, employers increasingly insist their 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