Description
According to the FTC, one in five American workers—approximately 30 million people—are bound by a non-compete clause. This could soon change. Employers relying on non-compete clauses as their sole means of protecting trade secrets have the deck stacked against them. Worker mobility rights are gaining steam as state-based efforts have started to disfavor and even outright ban non-compete clauses in employment contracts.
As non-compete disfavor builds, employers must pivot and pursue other measures to protect their intellectual property, but do so in a fair and balanced way, with worker rights and their need for career advancement in mind.
While some states—most notably California—have banned noncompete clauses for years, 2023 has seen a sea change toward noncompetes. The FTC has undertaken rulemaking to ban noncompetes nationwide while state legislatures in Minnesota and New York have enacted on their own bans (with New York’s awaiting the governor’s signature).
Who better than a California lawyer to examine how employers can navigate a new landscape without noncompetes? During this concise 60-minute presentation our expert faculty member Amelia L.B. Sargent examines client needs and the best strategies, outside of a noncompete clause, to protect trade secrets. Tune in for an exploration of:
- How to identify business trade secrets and why you want to do this advance
- Strategies that build a management and employee culture that appreciates the important of protecting trade secrets
- Ways to improve HR policies and procedures to protect trade secrets
- Leveraging IT assets to protect trade secrets and special considerations for remote workers
- Things to consider before you hire your next candidate
- How to spot and limit trade secret exposure from third party and temporary workers
- Special considerations for acquisition and sale scenarios