Employment
Employment obligations do not start end end with the pay stub. There are laws that every business should be aware of when hiring employees, interns or independent contractors.
The Department of Labor has strict guidelines for monitoring all these relationships.
An employee is trained to learn your business and help you succeed. In doing so, they learn a lot about your business. A confidentiality agreement is a great way to protect yourself during and after the relationship so you can focus on your business.
While non-competes may be limited in scope we can help you draft a non-compete with your employees/independent contractors so you can avoid them taking your trade secrets to the competition.
Not everything in your business is considered a trade secret until you define a trade secret. Read our posts here and here about trade secrets. We can help you identify your trade secrets and help you protect them.
Sometimes the most important distinction in a relationship is whether you are hiring an employee or independent contractor. This misclassification can cost you a lot in penalties. We can evaluate that relationship and make sure you have the proper procedures in place including employment handbooks.
Relationships need to be defined. Your employee should know what to expect and what you expect from them. We draft employee handbooks that outline these expectations as well as set out social media policies. After all, your employee is represents your company on and off work.
Also, it is important to have a handbook that does not nullify the at will employment of New York. New York recognizes that either party can terminate the relationship at any time for any reason. Unwittingly, your handbook can create an implied employment contract.
Lastly, we can help you put the policies in place that will help you secure and protect your intellectual property. Is it a work for hire, do you need an assignment, etc.
