Avoiding the Legal Pitfalls of Hiring a Competitor’s Employees
Peter A. Steinmeyer, a Member of the Firm and Co-Chair of the firm's Non-Competes, Unfair Competition, and Trade Secrets Practice Group, presents “Avoiding the Legal Pitfalls of Hiring a Competitor’s Employees,” a Clear Law Institute webinar.
- What are the potential legal claims when hiring from a competitor?
- Should you ask an applicant if he has a restrictive covenant?
- Is it appropriate to give an applicant advice regarding the likely enforceability of his restrictive covenant?
- Should you automatically preclude an applicant with a restrictive covenant from further consideration?
- How do you determine the actual risk of litigation when hiring from a competitor?
- Should you indemnify a candidate against the risk of litigation for violating a restrictive covenant?
- If a candidate has a restrictive covenant, what protective steps can you take to avoid litigation?
- What provisions should you include in an offer letter to minimize the risk of a trade secret misappropriation claim from a competitor?
- Should you respond to a “cease and desist” letter from the competitor? If so, how and when?
- Once a dispute with a competitor has arisen, how can you diffuse it before the onset of full-blown, expedited litigation?
For more information, visit ClearLawInstitute.com.