February - 2014

NEWS & RESOURCES

Healthy Rivalries Part 2: Choice of Law Provisions in NonCompete and Anti-Solicitation Agreements

Healthy Rivalries Part 2: Choice of Law Provisions in NonCompete and Anti-Solicitation Agreements

I had good responses to my previous post about noncompetes, some of which asked me to fill in the blank I intentionally left: What happens when there's a "choice of law" provision in the noncompete or anti-solicitation agreement? Will the agreement be enforced? This gets very complicated, so it's best to start off with an understanding of what a "choice of law" provision is. Every state has its own set of laws. The laws of one state may be quite different from the laws of

Healthy Rivalries: NonCompetition and Anti-Solicitation Agreements in California

Healthy Rivalries: NonCompetition and Anti-Solicitation Agreements in California

Many of us have seen them: noncompetition and anti-solicitation agreements that are built into our employment contracts. They tell us that, when we leave or are fired and for maybe a year or two afterward, we can't work for a competing business. Maybe they tell us that we can't solicit our employer's clients when we leave. Because we need the job, we try not to think too much about it when we sign. Years later, when we leave for another company, or maybe when we're fired, o

Disability Rights -- "Reasonable" is Written Right into the Law

Disability Rights -- "Reasonable" is Written Right into the Law

The laws protecting disabled employees in the workplace aren't that complicated, and they're not onerous. In fact, the law uses the word "reasonable" over and over again to describe the protections afforded disabled workers. California and federal law are very different in this area. Although California's Fair Employment & Housing Act ("FEHA") was modeled after the federal Americans with Disabilities Act ("ADA"), the FEHA has developed much differently through the years. So

CASE EVALUATION