Research Paper on:
Noncompetition Employment Clauses

Unformatted Sample Text from the Research Paper:
come as no surprise that they are just as disinclined to say "Til death do us part" -- to a mere job. Nevertheless, it is not so much the  act of leaving ones place of employment that has become rather problematic. Rather, it is the array of variant non-competition clauses within employment contracts that employees are often compelled  to sign before coming on board. Therefore, depending on how stringent the clause is - after leaving an ex-employee may be so rigidly restricted that accepting employment in a  similar field would constitute of violation of the previously signed employment contract. Hence, it is conceivable that a non-compete clause could potentially force one right out of his field  of work entirely. This essay examines the issues relevant to these types of clauses and the equity/ balance between safeguarding a companys right to protect itself against competitors, and  an employees intrinsic right to earn a living. Contracts or employment agreements are becoming increasingly common for senior executives and a number of key employees. Such agreements typically cover the  items that are negotiated during the hiring process such as salary, benefits, job title, responsibilities, and perks (which could include stock options, moving expenses, tuition reimbursement, expense accounts, etc.) While  the company focuses on how valuable their new associate will be, and the new prospective executive hallucinates about that reserved parking spot, both sides should remember that effective contracts also  need to discuss what happens if the marriage just doesnt work out (See Also Employee Offer Letter, 2001). Even if the fit between the company and employee  is a good one events can change. Circumstances such as new management, relocation, changing family priorities or new opportunities may conceivably lead the employer and employee to go their separate