Last week's question: Does your company use noncompetes? Tell us why or why not.
Yes - 44 percent
No - 56 percent
From our Facebook page:
I have a one man company. My cat refused to sign a n9on compete.
Used them in the past before, they tend to be difficult to enforce.
From our LinkedIn group:
We do use non competes, but understand that those same non-competes might not be enforceable because they could limit someone’s opportunity for a job.
Everyone needs to earn a living. In my opinion, a restrictive noncompete will likely just get thrown out by a court. We use a nonsolicitation. In other words, don’t contact our customers or potential customers we are talking with.
For sales personnel, non-solicitation restrictions are much more likely to be enforced since they protect the employer’s interest in protecting customer relationships. For top executives and others with knowledge of critical financial information or unique designs, though, reasonable noncompetes may be the best way to provide protection against unfair competition. One size doesn’t fit every employee and every business, though. A narrowly tailored restriction reflecting the employee’s position, rather than a broad, across the board Draconian one, has a decent shot of being enforced.
We are a fun place to work and have never had anyone quit and go to another company. I do have a couple who left quickly and went to other companies, but I consider that our competitive advantage.
This week's question:
Does your company offer summer-exclusive perks (early dismissal, casual summer Fridays, etc.)? Tell us why or why not.
To answer, visit www.CPBJnow.com.