Securing top talent can be tricky in today’s market, especially if you’re looking for someone with specialized skills. You might also be hesitant to give an employee access to sensitive information that gives you an edge over your competitors. After all, an employee can just leave and take that information with him or her to another employer, right? Not necessarily.
There are a lot of things you can do to protect your business interests when it comes to hiring employees. Employment contracts can be helpful in a number of ways, but so, too, can a non-compete agreement. These agreements set restrictions on the type of work, geographical location, and time during which a former employee can work for a competitor. These restrictions can help ensure that you benefit from a worker’s employment while avoiding many of the risks associated with his or her departure.
Texas law does have limits on how far a non-competition agreement can go. For example, the restrictions on employment, time, and geological scope must be reasonable. Additionally, an employer must show how non-enforcement of the agreement would cause harm to the business or its interests. The agreement’s restrictions also cannot place an unreasonable burden on the former employee’s ability to work and earn a wage in his or her field. Generally speaking, Texas courts analyzing these agreements are more likely to find them enforceable when they deal with work that is highly specialized.
There are other agreements that you can utilize to protect yourself and your business. Non-disclosure agreements and confidentiality agreements, for example, can help keep sensitive information private and may be easier to enforce. That’s why you need to take a holistic approach when it comes to protecting your business. If you’d like to learn more about how to use the law to your advantage in the business world, including drafting legally enforceable contracts and other agreements, then you might want to speak with an experienced and well-respected business law attorney.