Finally, I would like to say that any non-competition clause must be carefully considered, as its validity depends on the particular circumstances of the relationship between the employer and the worker. In the analysis of this link, the crucial question can be summed up as follows: does the non-competition clause affect the economic future of the worker or not? If that were the case, the courts would probably not apply the non-competition clause. In the employer`s view, non-competition clauses reduce the risk of entrusting private equipment to employees. Advice and contracting agreements often use these clauses because there is a temporary hiring risk to conclude a project. The use of these clauses is based on the possibility that an employee, after resigning or terminating, may work for a competitor or create a business and gain a competitive advantage by using confidential information about the business activities or trade secrets of his former employer or sensitive information such as customer lists, business practices, future products and marketing plans. Nevertheless, there are signs that these agreements can reduce wages well beyond the terms of a employment relationship or contract. In January, Starr, of the University of Maryland, and others, conducted a study that showed that technology workers who started their careers in a state where competition bans are strictly enforced are significantly less than their colleagues, whether they left or not. Competition bans are a well-known issue in labour law and more and more companies are trying to protect their interests. The problem is that it can be difficult to distinguish between true intellectual secrets and the accumulated skills that make workers more valuable.
And since few companies want to lose labour or huge increases, these agreements happen to people like hairdressers and sandwich makers economically, far from what is considered a knowledge economy. How do these strict non-competition rules apply to employers and workers, and what do you need to know when it comes to using or complying with these clauses? A non-compete clause in an employment contract that does not meet all of these conditions renders the clause non-attractive. However, hiring workers in non-competition cases is consistent with the decades-long trend in which their mobility and bargaining power have steadily declined, and thus their share in company wages. A company`s investment in its employees, customer relationships and confidential information is too valuable to face unfair competition. MacElree Harvey`s lawyers can help you check your non-competes and develop agreements tailored to your business needs. To agree on a consultation, contact Harry J. DiDonato at 610.840.0237, Robert A. Burke at 610.840.0211 or a member of our business law team. The extent to which non-competition obligations are authorized by law varies by jurisdiction. For example, in the United States, the State of California invalidates non-competition prohibitions for all shareholders, except shareholders, when selling commercial interests.
 In addition, employers most often make mistakes, as confidentiality is often governed only by one (or more) provisions of the employment contract.