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About the Teleseminar
Most businesses are based on secrets – or at least on confidential information – the loss of which could compromise its success. The information may be how a particular valuable service is provided or a product manufactured. Or the information may be the company’s customer list, pricing or cost information, vendor contacts, or even access to key employees. Companies are eager to protect this information by requiring employees to sign non-competition and non-solicitation agreements. The problem is, though they are a good idea, frequently the law disfavors these agreements. This program will provide you a practical guide to the possible – what are protectable interests, what’s a reasonable scope of protecting those interests, how can compliance be monitored and how you can increase the enforceability of these agreements.
- Practical planning and drafting of non-competition and non-solicitation agreements
- Protectable interests – customer contacts, pricing information, key employees, and more
- Scope of the protection – what uses of the information are a violation and for how long?
- Planning and drafting to increase the enforceability
- Establishing an effective compliance monitoring system
- What types of employees should you place under a non-competition agreement and at what cost?
About the Speaker
Gregg M. Lemley is a partner in the St. Louis office of Ogletree, Deakins, Nash, Smoak & Stewart, P.C., where he has an extensive labor and employment law and related commercial litigation practice. He represents employers in a wide range of litigation matters in both state and federal court in disputes involving discrimination based on race, sex, age, religion, disability, national origin and the FMLA, sexual and racial harassment, and retaliation. Mr. Lemley also has a substantial practice assisting employers in the development, implementation and application of harassment, drug testing, family medical leave and a wide range of other personnel policies. Mr. Lemley received his B.A. from Webster University and his J.D. from Washington University School of Law.
Mandatory MCLE Credit Hours
This seminar qualifies for 1.0 MCLE Credit Hour, including up to1.0 Employment & Labor Law Specialty Credit Hour