What is the first thing a lawyer looks for when a client wants to enforce a non-compete agreement? What is the first thing a lawyer hopes not to find when a client is the subject of a non-competition demand letter or lawsuit? Bad facts. Did the employee take confidential information belonging to the former employer? Did the employee contact customers of the former employer and solicit them for the prospective employer before leaving the former employer? If the employee was an executive or owed a fiduciary duty to the former employer, did the employee solicit other employees to leave with her? If the employee did any of these things, did the employee try to cover it up? Bad facts! The plaintiff’s lawyer will say. Give me those bad facts! OK, I exaggerate a bit – of course a lawyer first wants to see if there is a written agreement that contains a non-compete provision. But believe me, any experienced lawyer is itching to find those bad facts. Lawyers know that judges are ambivalent about non-compete agreements, and putting someone out of work by issuing an preliminary injunction to enforce a non-compete provision is something few judges do with an easy conscience. It’s no secret that there are some judges who will bend over backwards to find a way not to enforce a non-compete. So, lawyers trying to enforce these agreements know that the one…
I am a founding partner at the Boston law firm of Gesmer Updegrove LLP. This blog focuses on my practice areas: IP, business and antitrust law, as well as any other topic (legal or otherwise) that strikes my fancy. I've also tried to make the blog (and my scribd.com page, below), a resource on practice in the Massachusetts state and federal courts.