Protecting Employer Information

You must often give certain employees access to confidential information so they can do their jobs. Concern naturally arises as to what the employee can do with that confidential information, particularly after the termination of employment. An ex-employee could use confidential client lists, trade secrets, formulas or techniques to compete with his/her former employer, making the ex-employee a formidable business competitor.​

  • Noncompetition Agreements Generally Prohibited

    Noncompetition Agreements Generally ProhibitedCalifornia Business and Professions Code section 16600 provides that “every contract by which anyone is restrained from engaging in a lawful profession, trade, or business of any kind is to that extent void.”  More »

  • Trade Secrets

    Trade SecretsWhether you can prohibit an employee from using information gained from you in future employment is essentially dependent on if that information can be classified as a trade secret, a term that is somewhat misleading.  More »

  • Confidentiality Policies

    Confidentiality PoliciesAn employee handbook that includes a broad confidentiality policy or restricts reasonable employee speech violates both state and federal law.   More »

  • Soliciting Customers

    Soliciting CustomersAn employee can notify customers that he/she is severing his/her business relationship with you and engaging in business for himself/herself.  More »

  • Unfair Competition

    Unfair CompetitionUnfair competition is a generalized term for business conduct that is contrary to honest practice in industrial or commercial matters.  More »

  • Employee Inventions

    Employee InventionsIf you have employees who conduct research and who may invent products or devices in the course of that research, establish an agreement with those employees from the beginning of employment.   More »