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Protecting Your Business Information

Employment1

According to the United States Bureau of Labor Statistics, the average American worker remains with their current employer for roughly four years. While many are surprised to hear just how short the average American remains at their place of employment, these figures are extremely unsettling to business owners who are looking to protect their business information and the valuable relationships they have with their clients. The loss of data and clients due to employee turnover can be devastating. To make matters worse, numerous surveys have suggested that a large portion of American workers have admitted to taking data from their employers without their consent. Thus, ensuring that your business information and secrets are properly secured becomes a priority.

In today’s hypercompetitive business world, it is critical that your firm has a properly designed plan in place to protect against lost data and business relationships. The act of a former employee soliciting your clients for business can be extraordinarily devastating. Therefore, ensuring that you have security safeguards like confidentiality policies and restrictive agreements can be vital to the long term success of your firm. For help designing a plan to protect your business, it is best to work with an experienced employment law attorney. Your attorney will review the inner workings of your firm and identify any potential weak point that needs extra protection.

Preventative Measures

As of May 2016, American employers are no longer limited to state courts when pursuing legal action against data breaches. Now employers are able to combat the misappropriation of trade secrets through the federal civil court system. In the state of Florida employers can use restrictive covenants in order to ensure that their employees do not engage in activity that will negatively affect the business.  A common measure that is taken is a non-compete agreement, where the employee agrees to refrain from gaining employment from a competing business for a certain period of time after their current employment ends. Alternatively, employers may have their employees sign non-solicitation agreements or nondisclosure agreements depending on where the business’s core competencies lie.

For the most part, the state of Florida has laws in place to protect and enforce restrictive covenants so long as they are reasonable. As long as the covenants stick to the proper line of business, location, and timeframe, the agreements will be upheld by Florida statutory regulations. To enforce an agreement the agreement must be signed by both participating parties to be considered enforceable. Further, the business must also be able to prove that the covenant is needed to protect legitimate business interests. If the restrictive covenant is not deemed to be for the protection of legitimate business interests, then the agreement will not be enforceable.

Reach Out to Us for Professional Help Today

To better understand how you can protect your business in the face of inevitable employee turnover it is wise to speak with an experienced employment law attorney. Your attorney will be able to review your business and identify any potential points of vulnerability. You will enjoy the peace of mind of knowing your information and relations are protected. To learn more contact Dilla Employment Law, P.A. at 727-888-6203 to schedule a free consultation.

Resource:

bls.gov/news.release/tenure.nr0.htm

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