Employers may require workers to sign competition bans in order to maintain their place in the market. Among those who are necessary for the signing of these agreements, there may be collaborators, contractors and consultants. Another Texas federal court imposed a global non-compete clause, which included 300 corporate sites in 75 countries where competition bans did not prevent the employee from working in a particular industry, and the employee held a senior management position in the company and was responsible for large international customers and had accurate knowledge of sensitive company information. Competition bans, also known as Covenants to Not Compete or restrictive covenants, are common in employment contracts, work applications, and contracts for the sale of businesses. In general, in negotiations, your goal is to reduce your future restrictions as much as possible. Try to reduce geographic reach, shorten time, and make the type of work more specific. This will give you more freedom if you want to leave your business and stay in the same field. What are the legitimate business reasons justifying the application of a non-competition clause by the employer? Mr. Gonzalez was then promoted to a job where he operated an environmental drill.
After leaving the company two years ago and then taking a better-paying position with a competitor, Mr. Gonzalez was prosecuted for violating his agreement not to participate in competitions. The basic idea that was put forward a long time ago remains the following: “The obligation not to compete can only be applied if it is necessary to protect a legitimate commercial interest, which is sufficiently limited in time and time and which is at the origin of the public interest”.  Competition bans are common in the media. . . .
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