Sometimes companies will also try to stop indirect and passive advertising, which means that a former employee who creates a business cannot advertise. This requirement could be illegal because it would deter a company from informing someone that it exists. However, a company that advertises for recouping a seller from another company is definitely contrary to the spirit of non-invitation and should be part of an agreement. If this is not possible, the seller concerned should not be the one who processes customers who change as a result of the announcement. The only way to test a non-formal notice agreement is to bring it to justice. The aggrieved party (the former employer or the new contractor) must start the case, which means getting a lawyer. Non-demand agreements deal directly with the problem of indirect appeal by incorporating the words «or indirectly» into the language of the treaty. Accept ownership from your former employer, for example.B. Customer list, price information or product information, not at your new job. The risk is not worth it.

Employers invest a lot of money in creating and maintaining this information and will do a lot of work to protect it. If an employer suspects that you may have taken valuable information, they may hire a computer forensics expert to examine your computer. As expected, companies then use non-demand agreements with employees who often interact with customers, customers and employees. For example, a doctor`s administrative assistant would have a long and confidential client list, and a salesperson working for a company that sells to other companies would have personal relationships with each client. Companies that make something generic like copper wire need to be even more careful. The main part of the agreement is a list of restricted types of appeals, including restrictions: with this minefield of problems, it is difficult to prove that the appeal took place. After all, people have the right to work and change jobs, and they could, even if no one asks them to. In many legal systems, courts can also change the terms of the contract to make them lawful. In other countries, they are totally repressing the agreement. You should also keep in mind that one of your future employees may be tied to another company`s restrictive obligations. As an employer, you need to know if this is the case and respect the terms of the contract.

If you do not, the former employer could sue you instead of the employee.