Business owners and executives in Raleigh typically realize that their employees are among their most valuable business assets. That said, there are times when one (or both) sides recognize that it may be best to move on. Employees leaving want to be able to continue their careers; employers often wish them success (though not at their expense).
This is where non-compete agreements come in. These accords provide companies with the peace-of-mind that comes from knowing that an employee cannot impact their operations directly after they have left. If there is suspicion that may be happening, then an organization may justly fight to enforce the agreement.
A bitter break-up leads to legal action
A recent case from Washington, D.C. illustrates an example of where an employer may feel threatened by a former employee. A local restaurant chose to sue a former chef after the man allegedly attempted to recruit two staff members to join him at his new restaurant. The restaurant owner argued that by doing so, the chef was violating his non-compete agreement. The chef, for his part, claimed that language in the agreement stated that it was void in the event of his dismissal (the restaurant’s management team had indeed fired him). Ultimately, both sides reached an amicable agreement without having to negotiate a settlement.
Pay close attention to an agreement’s language
One might be able to understand the chef’s perspective on his agreement given the circumstances of his case. Non-compete agreements are typically only enforceable up to the point that their terms allow (and that they do not place undue hardships on an employee). One wanting to ensure that such an agreement provides (or offers) the appropriate protections may want to review it with an experienced attorney.
