Assisting With Issues Regarding Noncompete Agreements
Noncompete agreements are generally not favored under California law. That is why it is especially important for both employers and employees to know where they stand concerning such agreements.
It’s true that section 16600 of the Business and Professions Code places significant restrictions on noncompete clauses that interfere with employee mobility. But there are various exceptions that apply, and it makes sense to engage qualified legal counsel to understand how the law applies to your specific situation.
Skilled Advice for Strategic Decisions
At the Law Offices of H. Michael Soroy, in Los Angeles, our attorneys are very familiar with the value and potential pitfalls of noncompete clauses and related asset protection tools such as nondisclosure agreements. We can help you assess your situation and make clear-sighted, strategic decisions about how to approach contractual provisions that place limits on the actions of former employees.
Of course, your interests will be very different depending on whether you are an employer or an employee. Depending on the particular case, our lawyers represent either business owners or employees — always with an eye to applying the law intelligently to your unique challenges.
Which Profession or Industry Are You In?
Context is crucial when it comes to determining what type of restrictions on competition or use of company information may be in order. Granted, California law does not favor restrictions on an individual’s ability to practice his or her livelihood. But in certain situations, such as the sale of a business to a competitor, the buyer may be allowed to place certain limits on the seller’s future activity.
Our firm has the savvy and skill to safeguard your interests, based on standards that prevail in your industry. If you are an employer, we can guide you through the process of using noncompetes, confidentiality agreements and other instruments to protect against unfair competition or disclosures (of trade secrets or proprietary information) by your ex-employees. Similarly, if you are an employee, we will vigorously assert your right to practice your livelihood.