Your customers, data and key relationships give you an advantage over competitors. Prudent employers will protect their business interests by requiring workers to sign employment agreements containing post-employment restrictions which come in various forms, such as noncompete clauses, nonsolicitation clauses, nonrecruitment clauses and nondisclosure clauses. You can stop former employees from raiding your business ... and you can do better than simply sending hollow cease and desist letters after they’ve left. Learn how to protect your company's goodwill with confidence, in a legally-enforceable way!
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Gregory J. Hare
Employment Attorney
Ogletree Deakins
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Greg Hare has been an employment lawyer at Ogletree Deakins his entire career, since 1991. He assists companies with human resources and employment-related litigation matters, including wrongful termination claims, sexual harassment, employment discrimination, employment contracts, trade secrets, and non-compete agreements. He advises clients on a wide range of human resources topics, such as drug testing, employee discipline and discharge, severance planning, independent contractor classifications, wage payment, family and medical leave, disability law, military leave, joint employment issues, affirmative action, and reductions in force. Mr. Hare also counsels clients on traditional labor relations and matters involving the National Labor Relations Board.