Post-Employment Restrictive Covenants
In this four-part series, we will discuss the importance and use of post-employment restrictions in the pharmaceutical and biotech industries. Each part of the series will address a topic of interest, including:
Part One: An Overview of Post-Employment Restrictions
Fortunately, there are several legal tools that employers can use to protect trade secrets and customer goodwill. Often, the most effective is an agreement between employer and employee that places post-employment restrictions on the employee:
In the current economy, where employees often jump from employer to employer, and confidential information can be passed to a competitor with one click of a button, prudent companies will consider requiring employees to sign post-employment restrictions as appropriate for their particular business. Employers who do not actively pursue such agreements may not only be jeopardizing the security of their confidential information, they could also be sacrificing a competitive advantage.
However, it is usually not the best practice to demand that all employees sign blanket agreements containing post-employment restrictions. Courts are well aware that when they enforce post-employment restrictions, they are limiting—if not eliminating—an individual’s ability to find employment. Thus, courts will conduct review on a case-by-case basis, and consider a number of factors before enforcing an agreement containing post—employment restrictions on an employee’s activities.
The first and perhaps most critical factor that a court will analyze is whether the employer has a legitimate business interest to protect. Such an interest must exist; the courts will not permit a post-employment restriction to be used simply to prevent valid competition. Simply put, as an employer, you must have something worth protecting to warrant post-employment restrictions on an employee. The two most common, protectable interests are trade secrets and goodwill.
These three steps may seem simple and straightforward, but many courts have refused to enforce post-employment restrictions because employers were not diligent in following them. For example, many companies have gone to court to enforce post-employment restrictions based on a former employee’s knowledge of the alleged secret identities of the company’s customers—only to leave red-faced after the former employee’s attorney pointed out to the court that the company listed all of its customers on its public Web site.
If your company maintains and can identify specific, valuable information and takes steps keep that information secret, you should strongly consider requiring employees who have access to that information to sign agreements containing post-employment restrictions. You should also considering requiring such agreements if your company has developed significant goodwill with its customers, and certain employees work closely with those customers.
Having a protectable interest is just the first step to developing and maintaining enforceable post-employment restrictions. To maximize the ability to protect that interest, a company must ensure that any post-employment restrictions in place are reasonable, tailored to the employee’s specific position and supported by consideration.
We will tackle these issues next week and show you how to navigate the traps for the unwary when drafting and implementing agreements with post-employment restrictions.
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