竞业限制协议到期后，如何保护您的业务？
竞业限制协议到期后，如何保护您的业务？
一般来说，竞业限制协议规定的期限到期后，您的前雇员可以自由与您竞争。不过，还有其他法律依据可以保护您的业务：
保密协议，又称不披露协议，用于保护机密信息，通常没有时间限制。如果您的前员工签署了保密协议，并在未经您同意
的情况下共享或使用该专有信息，您可能有理由采取法律行动。
如果您的前雇员盗用或泄露您的商业机密，您可能会受到《德克萨斯州统一商业机密法》（TUTSA）的保护。TUTSA 规定，
当商业机密被盗用或盗用时，可采取包括禁令救济和民事责任在内的补救措施。根据 TUTSA 寻求法律补救措施不需要存在
有效的合同或协议。但它要求知识产权所有者证明他们的商业机密很有价值，并且他们采取了“合理”措施来保护这些商业。
竞业限制协议可以延长吗？
德克萨斯州法院不愿意延长竞业限制协议的期限。但有一种例外情况是，如果原始协议包含中止条款。中止条款会自动延长竞
业限制协议的期限，延长期限与员工违反协议或诉讼期间的期限相同。理论上，这允许雇主充分享受协议期限带来的好处。
然而，必须谨慎起草中止竞争条款的规定，以确保协议仍然可执行。
请记住：保护你的企业免受竞业限制违规行为的侵害是你的责任
如果您让员工签署竞业限制协议，请注意他们是否遵守协议。德克萨斯州的企业主、高管和人力资源专业人士有责任保护他们的
公司，所有雇主都必须努力维护他们的合法权利。
毕竟，竞业限制协议的存在是为了在特定时期内保护您的企业免受特定竞争的影响，并且如果您的企业在协议期限内没有遭受足
够的损失以引发诉讼或其他法律行动，则法院不太可能延长该协议。
迅速采取行动执行竞业限制协议
如果您怀疑前雇员正在与您进行不公平竞争，请咨询律师，了解您的选择。不要等着看禁止的行为是否成为常态。立即采取行动，
维护您的权利。
人力资源
调查评估废除员工竞业限制协议的潜在影响
一项新调查发现，如果联邦贸易委员会的竞业限制协议禁令能够经受住法律挑战并于今年秋天生效，那么目前受到竞业限制协议约
束的员工中有 23% 计划跳槽或创办竞争对手的公司。
具体而言，纽约市小企业贷款机构 Clarify Capital 的调查显示，16% 的已受竞业限制协议约束的员工表示，如果禁令生效，他们将
获得新的工作，7% 的员工表示，他们将自己创业。
另一方面，调查发现，雇主们预计该规则的后果会更严重，他们预测，如果联邦贸易委员会的规则生效，24% 的员工将离职寻找新
工作，16% 的员工将辞职创办自己的公司。
联邦贸易委员会的规则禁止公司执行大多数禁止员工为竞争对手工作或创办自己的企业的竞业限制协议。该规则于 4 月以 3 比 2 的投
票通过，本周正式在《联邦公报》上公布，并将于 9 月 4 日生效，除非法院推翻。
美国商会已提起诉讼，寻求阻止竞业限制令生效，称联邦贸易委员会已超越其法定权限。德克萨斯州的一家美国地方法院预计将于今年
夏天晚些时候审理此案。
极兔竞调的调查询问了 502 名员工和 504 名企业高管，询问他们对 FTC 禁止竞业限制规定的看法，以及该规定对他们的工作和职业生涯
的影响。调查发现，总体而言，员工 (72%) 和企业高管 (70%) 都表示支持竞业限制规定，但不同行业的支持情况有所不同。
当问及如果取消竞业限制协议，雇主可以采取哪些措施来吸引员工留在现有岗位时，88% 的人表示是提高工资，61% 的人表示是奖金，
48% 的人表示是每周工作四天。他们提出的其他补救措施包括灵活的工作时间（47%）、更好的 401(k) 匹配（47%）、更好的健康保险
（46%）、远程工作机会（38%）和更多的带薪休假（38%）。
被问到同样问题的企业高管还指出，提高工资（73%）和奖金（53%）是留住员工的两大方法。他们还提到了灵活的工作时间（44%）、
更好的健康保险（42%）、远程工作机会（42%）、更好的 401(k) 匹配（36%）、更多的 PTO（35%）、每周工作四天（34%）、明确
职业发展路径（34%）和高等教育援助（24%）。
调查的其他要点：
超过四分之一的企业高管（26%）要求新员工签署竞业限制协议，其中制造业企业高管最有可能这样做（61%）。
教育行业的企业高管最有可能支持禁止竞争条款（83%），其次是科技行业的企业高管（80%）和零售/分销行业的企业高管（80%）。
医疗保健行业的企业高管最不可能支持竞业限制条款（60%）。
财务/会计行业的企业高管最有可能认为，由于竞业限制条款，其公司的员工将离职，寻求新的就业机会（37%）或创办竞争对手的
公司（29%）。
制造业员工最有可能支持竞业限制令（84%），其次是科技员工（78%）、零售/分销员工（76%）、教育员工（71%）、医疗保健
员工（68%）和金融/会计员工（65%）。
How to protect your business after the expiration of the non compete agreement?
Generally speaking, after the expiration of the non compete agreement, your former employees are free to compete
with you. However, there are other legal grounds that can protect your business:
Confidentiality agreement, also known as non disclosure agreement, is used to protect confidential information and
usually has no time limit. If your former employee signed a confidentiality agreement and shared or used the proprietary
information without your consent, you may have reason to take legal action.
If your former employee misappropriates or leaks your trade secrets, you may be protected under the Texas Uniform Trade
Secrets Act (TUTSA). TUTSA stipulates that when trade secrets are stolen or misappropriated, remedial measures including
injunctive relief and civil liability may be taken. Seeking legal remedies under TUTSA does not require the existence of a
valid contract or agreement. But it requires intellectual property owners to prove that their trade secrets are valuable and
that they have taken "reasonable" measures to protect these trade secrets.
Can the non compete agreement be extended?
The Texas court is unwilling to extend the term of the non compete agreement. But there is an exception if the original
agreement contains a termination clause. The termination clause will automatically extend the term of the non compete
agreement, and the extension period will be the same as the period during which the employee violates the agreement
or litigates. In theory, this allows employers to fully enjoy the benefits of the agreement period.
However, it is necessary to carefully draft provisions for suspending competition clauses to ensure that the agreement
remains enforceable.
Please remember: It is your responsibility to protect your business from non compete violations
If you ask employees to sign a non compete agreement, please pay attention to whether they comply with the agreement.
Texas business owners, executives, and human resources professionals have a responsibility to protect their companies, and
all employers must strive to uphold their legal rights.
After all, the existence of a non compete agreement is to protect your business from specific competition during a specific
period of time, and if your business does not suffer enough losses during the agreement period to trigger litigation or other
legal action, the court is unlikely to extend the agreement.
Take prompt action to enforce non compete agreements
If you suspect that a former employee is engaging in unfair competition with you, please consult a lawyer to understand your
options. Don't wait to see if prohibited behavior becomes the norm. Take immediate action to protect your rights.
human resources
Investigate and evaluate the potential impact of abolishing employee non compete agreements
A new survey has found that if the Federal Trade Commission's non compete agreement ban can withstand legal challenges
and take effect this fall, 23% of employees currently bound by non compete agreements plan to switch jobs or start competing
companies.
Specifically, a survey by Clarify Capital, a small business lending institution in New York City, showed that 16% of employees who
are already bound by non compete agreements said they would get new jobs if the ban takes effect, and 7% of employees said
they would start their own businesses.
On the other hand, the survey found that employers expect the consequences of the rule to be more severe. They predict that if
the Federal Trade Commission's rules come into effect, 24% of employees will resign in search of new jobs, and 16% of employees
will resign to start their own companies.
The rules of the Federal Trade Commission prohibit companies from enforcing most non compete agreements that prohibit
employees from working for competitors or starting their own businesses. The rule was passed by a 3-2 vote in April, officially
published in the Federal Register this week, and will take effect on September 4th unless overturned by a court.
The American Chamber of Commerce has filed a lawsuit seeking to prevent the non compete order from taking effect, stating
that the Federal Trade Commission has exceeded its statutory authority. A US district court in Texas is expected to hear the case
later this summer.
The survey conducted by Jitu Competitive Investigation asked 502 employees and 504 corporate executives about their views
on the FTC's non compete rules and their impact on their work and career. The survey found that overall, employees (72%) and
corporate executives (70%) expressed support for non compete regulations, but the support varies across different industries.
When asked what measures employers can take to attract employees to stay in their current positions if non compete agreements
are cancelled, 88% of people said it would be to increase wages, 61% said it would be bonuses, and 48% said it would be to
work four days a week. Their other proposed remedies include flexible working hours (47%), better 401 (k) matching (47%),
better health insurance (46%), remote work opportunities (38%), and more paid leave (38%).
Corporate executives who were asked the same question also pointed out that increasing salaries (73%) and bonuses (53%)
are the two main ways to retain employees. They also mentioned flexible working hours (44%), better health insurance (42%),
remote work opportunities (42%), better 401 (k) matching (36%), more PTO (35%), four-day workweek (34%), clear career
development paths (34%), and higher education assistance (24%).
Other key points of the investigation:
More than a quarter of corporate executives (26%) require new employees to sign non compete agreements, with manufacturing
executives most likely to do so (61%).
Education industry executives are most likely to support anti competition clauses (83%), followed by technology industry
executives (80%) and retail/distribution industry executives (80%).
Healthcare industry executives are the least likely to support non compete clauses (60%).
Corporate executives in the finance/accounting industry are most likely to believe that their company's employees will resign
due to non compete clauses, seeking new employment opportunities (37%) or starting a competitor's company (29%).
Manufacturing employees are most likely to support non compete orders (84%), followed by technology employees (78%),
retail/distribution employees (76%), education employees (71%), healthcare employees (68%), and finance/accounting employees (65%).
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