You’ve terminated or lost an employee who signed an agreement prohibiting that employee from unfairly competing with you. As you likely know all too well, ex-employees can do immense damage with minimal effort—diverting business, soliciting co-workers, and misappropriating sensitive information for the ex-employee’s use or, worse yet, a direct competitor’s use.
Even if the employee was not vital to your organization, perhaps you’ve decided to set a strong precedent to your remaining employees and competitors: you refuse to open a floodgate by letting your ex-employees ignore their agreements with you. You are acutely aware that your competitors are closely monitoring your decision to enforce—or not enforce—your employment agreements. In this fiercely competitive market, competitors are more aware than ever of low-hanging fruit, and those who don’t enforce their agreements are often the first poached.
So what now?
Michigan law—unlike many other states—empowers employers by permitting employers and courts to enforce these agreements to the extent they protect as legitimate competitive interest. But a contract—like a law—is only as good as it is enforced.
I regularly help employers enforce their contracts and protect their competitive interests—both inside and outside of court.
You require your employees to sign non-compete, non-solicitation, and confidentiality contracts for good reason. Let me help you enforce them.