Prince George’s County Non-Solicitation Agreements Lawyer

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Looking for or starting a new position can be very exciting. However, new career opportunities could be hindered if you are asked to adhere to a non-solicitation agreement. These agreements may limit your ability to solicit clients or employees after departing from a company, which can serve to place a significant burden on you while seeking new employment.

For this reason, it may be wise to review any contracts you are being asked to sign or have signed in the past with a Spiggle Law Firm employment attorney. Working with a Prince George’s County non-solicitation agreements lawyer could help ensure that you are not being prevented from moving forward in your career by unreasonable contract terms.

Purpose of a Non-Solicitation Agreements

Usually, non-solicitation agreements are meant to prevent employees who depart a company from benefiting from their former employer’s client contacts or employees. These agreements are common with employers who rely heavily on their customers or client bases to generate business.

Often, these non-solicitation agreements may be part of a larger employment contract, making the signee less aware of their presence. Although non-solicitation agreements are generally presented at the start of employment, you could be asked to sign one at any point.

Agreements may contain terms that prohibit all forms of communication intended to solicit business. This may include oral or written communication, advertising, or communication via social media. Since these terms can vary so much between various contracts, though, many employees find it useful to review a non-solicitation agreement with a detail-oriented non-solicitation agreement attorney in Prince George’s County.

Are Non-Solicitation Agreements Enforceable?

In Prince George’s County, a non-solicitation agreement may not be enforced if it is deemed unreasonable. This determination depends on the facts, circumstances, and business relationships surrounding an agreement.

Generally, the courts are reluctant to enforce non-solicitation agreements that are not necessary to protect a legitimate business interest or are overly restrictive towards the employee. Though many details may influence what is reasonable, the court tends to analyze two primary factors: the length of the contract, and its geographic reach.

Contracts that extend beyond a year or two in length or—depending on the nature of the business—that cover large geographic regions may be interpreted as unreasonable. A Prince George’s County non-solicitation agreements lawyer could question whether your position and information access would create a reasonable need for a non-solicitation agreement. For example, lower level employees likely had less access to client information than an upper-level executive, so any contracts enforced should reflect the differences in position.

Pursuing Enforcement

If an employer thinks a non-solicitation contract is being violated, they may seek injunctive relief. An injunction could call for an immediate end to the conduct the employer believes is a violation. If a breaching party is found violating a reasonable contract, they may be held liable for damages. An experienced attorney could assist in defending someone from accusations of violating an agreement.

Contact a Prince George’s County Non-Solicitation Agreement Attorney

A skilled Prince George’s County non-solicitation agreements lawyer could review your agreement and explain relevant laws or similar cases to help you understand the specifics of the contract you signed or may be about to sign. Regardless of whether you asked to sign a non-solicitation agreement or hope to have an existing non-solicitation agreement invalidated, the Spiggle Law firm may be able to help you through all aspects of non-solicitation agreement negotiation, enforcement, and litigation. Click here to use the case review feature and get started on your case for free.