PART FOUR<\/p>\n
Enforcement of Restrictive Employment Provisions<\/p>\n
In conjunction with provisions regarding competition, solicitation, and confidentiality, most restrictive employment agreements will include language regarding the enforcement of those provisions. Specifically, most agreements state that a representative agrees that, in the event the representative breaches the agreement, the former employer will have suffered \u201cirreparable harm\u201d and will be entitled to preliminary injunctive relief. Irreparable harm is a prerequisite for a court\u2019s determination that the former employer is entitled to an injunction (or court order) against the former employee that prevents the employee from competing, soliciting clients or employees, and\/or using any confidential information of the employer.<\/p>\n
If a firm believes that a former representative may have violated one or more provisions of an employment agreement, it will often send what is known as a \u201ccease and desist\u201d letter demanding that the former employee immediately stop any activities prohibited by the agreement. Many (more…)<\/span><\/a><\/p>\n","protected":false},"excerpt":{"rendered":" PART FOUR Enforcement of Restrictive Employment Provisions In conjunction with provisions regarding competition, solicitation, and confidentiality, most restrictive employment agreements will include language regarding the enforcement of those provisions. Specifically, most agreements state that a representative agrees that, in the…<\/span><\/p>\n