Discrimination and harassment based on race, skin color, and national origin are currently major topics in the news and the internet, making them pointed concerns for many workers. Complaints and charges of race, color and national origin discrimination can be based on overt or obvious comments and actions; it can also be based on subtle statements and actions. When someone – either an employee or job applicant – is treated unfavorably because of their race or any personal characteristics associated with race, it is considered discrimination. These types of charges can also pertain to cases when an employee’s spouse, partner, family member, or friend is treated unfavorably because of their race or skin color. It is important to keep in mind that discrimination and harassment can occur when the victim and the person who is doing the harassing are the same race or color. Not all cases of workplace race, color, and national origin discrimination and harassment involve two people of a different race.
The term “non-compete agreement” refers to a contract that will prevent a former employee from engaging in certain acts of competition for a specified period within a specified geographical area. These agreements are rather all-encompassing and are used for a wide range of competitive restrictions, including non-solicit, non-recruit, non-disclosure, and confidentiality agreements.
Do I Need a Non-Compete Agreement?
Non-compete agreements are ideal when you share ideas and business practices with employees, partners, contractors, and other individuals who may enter a working relationship with you in some other manner. They ensure the people you work with don’t work for your competitors or share your trade secrets once your relationship has dissolved.
There are numerous reasons an employer will ask an employee to sign a non-compete agreement, including:
● To protect trade secrets
● To enhance the value of your business
● To protect customer relationships
● To enhance client confidence
● To protect investment in training and onboarding
● To clarify expectations with employees
● To provide ground rules for any potential litigation
● To prevent competitors from hiring your employees
These are just some of the advantages to using a non-compete agreement. However, if you are a former employee of a business and believe you have the legal right to dissolve the agreement, or if you are an employer and have reason to believe a former employee has violated a non-compete agreement, please contact Janovsky & Associates today. Attorney Janovsky will sit down with you and determine if you have a case and, if so, how to move forward and press charges.
About Collective Bargaining Agreements
Currently, over 460,000 Texas employees belong to labor unions, while over 2.5 million California employees belong to labor unions. Union employees are not employed at-will. They have rights and responsibilities set forth in a collective bargaining agreement. The terms of a collective bargaining agreement are negotiated by representatives of the employer and the labor union, and interpretation of this agreement is subject to federal laws, including the National Labor Relations Act and the Labor Management Relations Act.
If you need assistance negotiating a non-compete agreement, enforcing a collective bargaining agreement’s terms, or preventing unfair labor practices under law, contact Attorney Janovsky for a consultation. She has years of experience working with employers throughout both Texas and California, and is prepared to help you with these types of contractual agreements today.
Legal Disclaimer: The information provided on this website is not legal advice, and does not establish an attorney-client relationship. The information is provided for informational purposes only.