Morale at work has been super low for the past few years, ever since the CEO/President bragged about how well they did in 2021 “record profits, over and beyond anything we ever expected” and 2022 “we barely made more than we did last year”, but none of that success trickled down to the people responsible for that success. I’m surrounded by people actively looking for work elsewhere. So, to keep people from quitting, the company forced everyone to sign the agreement in the Imgur link I’ve attached. Of course it gives all power to the company, and of course we had to sign it under penalty of losing our jobs immediately.
This of course is in addition to Top Management blaming the Bottom Management for the morale issue, and rebranding poor morale as an “engagement issue”. They’re also forcing the workers to come up with solutions for the “engagement issue”, going so far as to put it on our annual reviews. Part of our “goals for the upcoming year” is to deal with “low engagement”. That’s right, if we don’t come up with solutions for our own morale problem, it will look poorly on our reviews.
I have worked for some brain-dead companies before, but I’ve never seen such myopia in Leadership. At least previously I knew I was getting fucked on purpose. Right now I’m not sure if it’s an accident.
Due to being overbroad, these kinds of boilerplate agreements are largely unenforceable of challenged.
However most folks can’t afford the lawyer.
These are “non-enforcable” in some states.
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If they pay you your entire salary the whole time, that’s essentially the same as making a rule saying you can’t work for them and a competitor at the same time and then paying you without giving you any tasks. I agree, that’s reasonable.
And that is how I got most of a year of full pay and insurance. I saved my unemployment benefit to start toward the end of the time and took a few months off to hang out with my kids.
I was typing up a long reply basically saying this, but you summed it up. In most cases, it’s pure nonsense. Unless you’re actively sharing legitimate trade secrets that you were especially privy to, which could reasonably tank the company’s position or competitive advantage based on your actions, it’s trash talk. Change roles to your biggest competitor and tell your CEO/president to eat a side of juicy cockroaches alongside their breakfast of profits while your new employer values your particularly meaningful “suggestions”.
That definitely seems like a case where a consultation with an employment lawyer is necessary. The non-compete is super broad and vaguely defined making it potentially unenforcable. They didn’t even define what a “reasonable amount of time” is. It could just be 1-2 months. And if you were forced to sign it then and there or lose your job, that opens up even more possibilities to have this thrown out.
But local laws on non-competes vary a lot making any advice from the internet pointless. You might also have to take some actions rather soon after signing it or it will stick. So spending $200 on a short consultation could pay off in the long run. If you shop around for a bit you might even find a free consultation.
I don’t see how this is legal in any way to force you to sign an agreement like that. I’d be searching for a new job the second a company even consideres forcing me to sign. Also, I’d probably be petty enough to “accidentally” leak classified information that multiple others know of on some forum on TOR just to spite this kind of behavior.
IANAL but wouldn’t making employees sign this after they are hired and have been working for the company be seen as coercion or signing under duress (threatened about losing your income if you don’t sign) and make it null and void if challenged later?
Probably not. Employers can fire employees at any time for any reason at all.
I don’t doubt they could be fired for not signing, I’m saying that even if they do sign they probably don’t have to obey the contract since it was signed under duress. Then they can sign to keep their job, quit once they find another job and not worry about the non-compete.
I’m saying the “under duress” part doesn’t apply. Your employer could tell you “wear a red shirt tomorrow or you’re fired”. And then, if you wear a red shirt, still fire you. All legal and all perfectly normal in the usa
In several countries they are outright illegal unless the person is paid for the non-compete period.
In the US, however…
In the previous multinational where I worked, the US lawyer made it clear that non compete clauses are typically unenforceable and should be removed because they tend to piss people off.
Now YMMV, but from that, I always took that these clauses are one of those “we’ll add it even though it’s completely unenforceable and illegal but it’s there anyway to scare you into submission” things
Referred to as restraint of trade clauses where I am, and they aren’t enforceable under most circumstances. Any other job where I’m able to apply my specific experience could be considered a direct competitor, doesn’t matter. Similar clause was in my amended contract a few years back, I raised it with my boss and he told me not to worry about it for that reason. I said just remove it then if there’s no reason for it and they did.
Italian here. This kind of non compete agreement are legal here as long as the employee gets compensated with a raise high enough to justify the terms. So a judge may rule in favor of the employee if the contract is too strict or if the pay raise was not high enough.
It seems fair enough doing that way.
Dutch here, I always ignore shit like this, they are for all intends and purposes non enforceable. except when you’re high enough up in the management tree. Then it can get tricky.
As others said you may need a lawyer to look over it which can be expensive, however, since many employees are affected, you can pool your resources together and split the lawyer fees.
As it is, point 2 from this page seems relevant:
https://www.maxwellgoss.com/post/beat-your-non-compete-five-ways-out-of-a-non-compete-agreement
Your non-compete may include language stating that its purpose is to protect confidential information. But if the employer never gave you access to such information—or if the information it gave you is known to the public and thus not actually confidential—then the agreement may not protect a reasonable business interest. Similarly, if the non-compete claims to protect customer relationships, but you were not working in a customer-facing role, it may be that no legitimate interest is being protected
I never understood these. They make you sign these non-competes as part of a contract agreement.
If you quit or they fire you, guess what… no more contract! Therefore, any agreements in it are poof, gone.
Or so it should be.
Love all of the folks saying these are unenforceable with confidence.
A non-compete cost me a job offer once. Some states have “selective enforcement” as a defense against suits from corporations towards persons. In short: this means that a company may weaken their ability to enforce the non-compete if they don’t pursue litigation against you for violating their non-compete. Even going to litigation or arbitration against a corporation could bankrupt a white-collar citizen before getting a verdict on such a case.
I recommend trying and put off signing the agreement as long as you can and look for new opportunities if you can (feign ignorance if ya have to). I wish I would have delayed signing, as I probably could have bought myself 6 months with how sloppy the company was run.
From the wording it looks like OP already has signed the thing.
I had an employer at one time that tried these contracts and tried to go after anyone that took a job anywhere in the same field of work. When I say this, I don’t mean like direct competitors, it was more like if you took a job in tech, that was close enough.
It was a miserable company and I’m glad I no longer work there.
They aren’t legitimate and the fact that the state considers them such is why the state itself is illegitimate, among other reasons.
Big 3, Op?
