Independent Contractor Agreement With Non Compete Clause In Contra Costa
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FAQ
11 - What difference does it make if a worker is an employee rather than an independent contractor? California's wage and hour laws (e.g., minimum wage, overtime, meal periods and rest breaks, etc.), workplace safety laws, unemployment insurance, and retaliation laws protect employees, but not independent contractors.
As with many things, however, California is different. California law explicitly voids all non-compete agreements for employees and independent contractors. These agreements are simply not enforceable, no matter how reasonable they may seem.
Non-Competitive Activity at New Employer: One of the most straightforward ways to overcome a noncompete is by ensuring that your new role with a different employer is in a non-competitive capacity. If you're not engaging in activities that directly compete with your former employer's business, you may be in the clear.
In Georgia, a non-compete agreement may be declared unenforceable or invalid for a number of reasons, including: An unreasonable time period (under the newest version of Georgia's non-compete law, restraints lasting more than 2 years are presumed unreasonable) An unreasonable restriction on geographic territory.
In Canada, the enforceability of non-compete agreements is quite strict. Courts are cautious and will only enforce such agreements if they protect a legitimate business interest.
The following are the most common ways to get out of a non-compete agreement: Determine that the terms of the contract do not in fact prevent you from a desired course of action. Recognize when a non-compete contradicts the law. Negotiate a release agreement with the involved parties. Ignore the agreement.
If an employee breaks or violates the terms of a legally enforceable non-compete agreement, the employer may file a lawsuit against the employee and ask a court for an injunction to stop the employee's allegedly improper activity.