Non Compete Agreements

Our clients appreciate the depth of understanding that we bring to any employment law matter, whether we deliver advice or handle disputes between employees and employers. Our employment law attorneys are recognized by peers, former clients and judges. The result of this recognition is the steady stream of referrals sent to our law offices by those who have witnessed the favorable results that we regularly obtain for clients.

Do You Have a Case? Knowledge is Power

When an employer or an employee approaches our law firm with questions or issues concerning non-compete agreements, sometimes our answer is, “you do not have a case.” This information is more valuable to a client than a futile lawsuit would be.

The Non-Compete Agreement’s Value to the Employer and the Employee

Non-compete agreements require employees to pledge not to work for competitors for a specified period of time following termination of employment with the employer. From an employer’s point of view, the non-compete agreement helps keep employees in place, protects trade secrets and restricts competitors’ access to workers trained by the company issuing the non-compete agreement.

From an employee’s point of view, a non-compete agreement is worthwhile if a benefit is provided: typically the employment contract and/or a salary meets this requirement.

When Disputes Arise, Consult a Knowledgeable Employment Lawyer

Disagreements as to what constitutes violation of a non-compete agreement often bring employees or employers to our law offices. Employees may claim that a non-compete agreement was unreasonable or did not satisfy a valid business reason. Employers, on the other hand, may claim that the contract was breached when former workers end up on competitors’ payrolls or the workers have taken client lists with them to use to create new business.

Discuss your concerns with our experienced New Jersey lawyers and learn how we may help resolve the conflict as favorably to you — employee or employer — as possible. Contact us by phone or e-mail.

Kaufman, Semeraro and Leibman, LLP