However, subtle advertising can easily happen, whether it`s a conversation between lines between former colleagues or a generic social media post on a social media platform that promotes the new employer. With the right facts and the right jury, it is quite possible that a simple conversation could be considered a violation of a non-subscription agreement. Prohibitions on competition and prohibitions on debauchery have great variability. The non-competition clause could be drafted in a very broad or very specific way. Banning debauchery can mean different things that are enough for you once you are separated and not asking former colleagues to follow you. But it could also mean you can`t get old employers back. (Two different types of advertising.) Prohibitions on debauchery can become ineffective if they contain ambiguities. These agreements should be clearly formulated and the prohibitions should be explicitly stated on social networks. When drawing up such agreements, examples of prohibited activities on social networks – such as encouraging workers to leave the current employer, sending a message on social networks that an employee has left a company to start a competing company and inviting subscribers to request an offer and actively promoting a product of the new employer to customers of the previous employer – should be clearly indicated I would not be able to say so. it is important to remember that the request requires an invitation to transfer business and the intention to do so, whether express or implied. Salespeople, personal services employees and brokers have a difficult situation when they leave a company. Establishing a list of clients may be considered a violation of a no-debauchery agreement, but non-acceptance of the list means that there are no clients.
Would you like to know more about the non-competition rules? Look at our blog post “What if your employer asks you to sign a non-competition clause?” If you work for a competitor under a no-debauchery contract, you can`t recruit clients, hire staff, or use confidential information from your current job.14 minutes read Many companies require high-level executives and senior officers and directors to sign a no-binge agreement. The buyer of a business may also require the seller to sign a no-pocher agreement to prevent the seller from removing customers and employees from the business. A typical no-pocher agreement between a company and an employee would imply that the continued use of non-debauchery and non-compete agreements is the intellectual property decision. . . .