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On July 30, 2010, in Silguero v. Creteguard, Inc., the California Court of Appeal (2nd District) held that an employee could state a claim for wrongful termination against her subsequent employer when that employer terminated her after having been informed by her former employer that the employee was subject to a non-compete clause. The decision will have important consequences for companies with California employees in industries where non-competition and non-solicitation agreements are common.
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- NLRB Opens New Front in Campaign Against Contractual Restrictive Covenants, Now Targeting No-Poach Provisions in a Business’ Company-to-Company Agreements
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- Georgia Supreme Court Allows for Employee Non-Solicitation Agreements That Lack Express Geographic Limits
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