“Olly Olly Oxen Free” is a “catchphrase to indicate that players who are hiding can come out into the open without losing the game or that the position of the sides in a game has changed (as in which side is on the field or which side is at bat or “up” in baseball or kickball); alternatively, that the game is entirely over” according to Wikipedia.
With the recent NLRB decision on Non-Compete Regulations, the debates are heating up. The Federal Trade Commission (FTC) has just finalized its rule, shaping the future of these agreements for American workers. This move has triggered discussions across different industries, sparking questions about the rights of both employers and employees. Let’s dive into the details of this ruling and see what it means for businesses and workers.
What side of the new NLRB decision do you fall on?
It depends on what side of the employer vs. employee. Let’s explore the real world outcome of the new NLRB decision on Non-Compete Regulations,. These are the current regulations.
Scope of Restriction
This defines the specific activities or industries in which the employee is restricted from engaging after leaving the company. It typically includes language prohibiting the employee from working for direct competitors or engaging in similar business activities.
Geographic Limitations
Non-compete agreements often specify the geographic area within which the restrictions apply. This could be a specific region, city, state, country, or even worldwide, depending on the nature of the business and the employer’s interests.
Duration of Non-Compete
This sets the length of time during which the employee is prohibited from competing with the employer after leaving the company. Duration can vary widely depending on jurisdiction and industry norms, but it’s typically anywhere from six months to several years.
Non-Solicitation of Clients/Customer Restrictions
In addition to restricting direct competition, non-compete agreements often include provisions prohibiting former employees from soliciting or doing business with the employer’s clients or customers for a certain period after termination. This is to prevent the employee from leveraging their relationships with the employer’s clients for their own benefit.
What does the new NLRB Non-Compete Regulation effect business relationships currently?
