In general, a non-competition agreement that is not too restrictive in terms of the length of time and the level of the area covered is more applicable. For example, the previously recommended six to two years are rarely considered too restrictive. In Virginia, the courts weigh the function (1), (2) the geographic perimeter and (3) the duration of the CNC against the legitimate business interests of the employer to determine its suitability.  In addition, NCCs are acceptable only if they prevent the worker from competing directly with the employer and must not involve activities in which the employer is not active.  Virginia courts will generally not attempt to revise or impose a stricter restriction in a non-competition game. As a result, a design error or unworkable restriction may render the total agreement unenforceable in Virginia.  Starting a new job can be both exciting and stressful. In many cases, companies require new employees to sign an employment contract. This legal document contains information on salary, paid leave, work obligations, benefits and more. A contract may also include a “non-competition clause.” In essence, this means that a worker cannot leave the company and work for a competitor. These clauses protect companies from the fact that employees use certain customer information, skills and data and use them against them while working in another company. Similarly, a resting clause prevents a worker from contacting other workers in the same company or employer customers in order to lure them to a competitor.
It is imperative that an experienced business lawyer review these contracts to protect an employee`s rights. The non-acquisition agreement is a less restrictive contract and is narrowly aimed at preventing a worker from recruiting clients from his former employer. Unlike the non-competition agreement, the worker is allowed to work immediately in the same sector and in the same geographical area. In general, the non-competition agreement provides that the worker cannot work for a competing company for a period of six to two years after the end of his employment. However, in a recent consultation, the employer asked a potential worker to sign a non-compete agreement prohibiting his children, grandchildren, spouses and other relatives from working in the same sector forever.