Menu

The expanding scope of the Coronavirus has created uncertainty and anxiety on a global scale, encompassing both public health and economic impacts. As business leaders around the world grapple with a wide range of questions, Paul Hastings is here to help.

 

RECENT ARTICLES

Recent Articles

Protecting Trade Secrets During the Pandemic

Apr 24, 2020, 16:05 PM
Publication Type(s):
Client Alerts
Exlcude on home page:
No

As more employees are furloughed and laid-off during the COVID-19 pandemic, now is the ideal time to update your trade secret protection program. After all, taking company information is easy for an insider: forward emails to a personal account, copy files from a company laptop to a USB drive, or use a smart phone to scan paper documents.

So how often does this happen? The Ponemon Institute surveyed nearly 1,000 Americans who left an employer during the 2007-08 financial crisis. The survey found that 59% took company data, 67% admitted to using their former employer’s confidential data to find a new job, and 68% intended to use company information on a new job. The current risks are much greater because entire workforces have transitioned to working from home.

What Employers Can Do About It: Effective Off-Boarding

As discussed in our April 10, 2020 Client Alert, there are a number of measures companies can take to reduce the risk that discharged employees will retain trade secrets. One of the most important aspects of a successful trade secret program is the exit interview. However, because of the pandemic, employers are facing unique challenges in conducting exit interviews remotely. Further complicating matters, employers may be forced to off-board many employees at once. It is critical to develop a simple and effective plan. Consider the following steps, easily remembered with the acronym P.A.I.D.

  1. Prepare. Prior to the videoconference exit interview, identify which agreements are in place with the particular employee. If the employee executed a restrictive covenant agreement (such as a non-compete), review it during the exit interview and provide an electronic copy. Even when employees have no formal agreement, remind them of their obligations under laws such as the state Uniform Trade Secrets Act and the federal Defend Trade Secrets Act. Prepare an Exit Certification, which the employee must sign electronically, stating that he or she has returned all company information, documents, and other property.
  2. Ask. Confirm the employee’s contact information and ask about his or her future plans, including the name of any new employer and the types of projects he or she will be handling. It may be necessary to send a reminder letter to the employee regarding his or her confidentiality obligations, or a cease and desist letter to the new employer.
  3. Inventory. Take an inventory of any company property or information – physical and electronic – that the employee took off-site. During the exit interview, officially confirm this inventory with the employee and establish a plan for the return or destruction of company information. Send the employee pre-paid or flat rate shipping boxes or engage a courier service. Work with a computer forensic specialist to determine how to locate and permanently delete electronically saved information.
  4. Disable. Immediately cut off the employee’s access. While IT departments have grown in sophistication in the last decade, an amazing 24% of workers in the Ponemon survey said that they still had access to the company’s computer network after leaving. Of that group, 20% still had network access over one week after their employment ended.

Finally, keep clear records. If an employee is dishonest during the off-boarding process, the company may be more successful when seeking an injunction. For example, in states that recognize the inevitable disclosure doctrine, some courts are more willing to restrain an ex-employee when they are not trustworthy.

Special Considerations for Furloughed Employees

Because furloughed personnel are technically still employees of the company, they present unique circumstances with respect to trade secrets and confidential information. However, companies should  still implement an off-boarding process for furloughed employees. At a minimum, furloughed employees should (1) be required to return confidential information and trade secret materials to the company; and (2) no longer have access to company systems. Executing these steps in advance will reduce the likelihood that furloughed employees improperly use confidential information during their furlough period – such as leveraging the material to obtain another job.

Review Applicable State Laws to Assess Enforceability of Covenants Not to Compete

Finally, as many employers make the tough decision to reduce the size of their workforce, this is a good time to revisit the enforceability of their restrictive covenant agreements. The United States has a patchwork of state laws that vary considerably in how and when they enforce restrictive covenants. Adding to the confusion, many states are passing new legislation governing non-compete agreements, including two during the pandemic: Virginia and Indiana. What does this mean for employers now? Do not automatically assume that your restrictive covenants prevent employees from working at competitors following a reduction in force, layoff, or position elimination. Rather, employers should consult with counsel to discuss the law in the states where they operate.
IsRss:
  • employment
  • client alerts

Related professionals

7 comments

Leave a comment
  1. lospis espo | Jul 08, 2020
  2. rogerlagasca | Jul 06, 2020
  3. rogerlagasca | Jul 03, 2020
  4. rogerlagasca | Jul 02, 2020
  5. rogerlagasca | Jul 02, 2020
  6. rogerlagasca | Jul 01, 2020
    Excellent information on your blog, thank you for taking the time to share with us. Amazing insight you have on this, it's nice to find a website that details so much information about different artists. buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours Excellent information on your blog, thank you for taking the time to share with us. Amazing insight you have on this, it's nice to find a website that details so much information about different artists.
  7. MATLAB Assignment Help | Jun 24, 2020
    TreatAssignmentHelp is dedicated to provide online MATLAB Assignment Help for students who is perusing degree or diploma courses in universities. We have 24/7 Customer live support where you can discuss about your troubles with our specialized writers. We pioneer the custom writing industry due to the flair and subject expertise of our pool of writers who promise to deliver 100% plagiarism free papers.For more services : Best Assignment HelpTreat Assignment HelpBest Academic AssignmentBest Online AssignmentTreat Assignment HelpBest Assignment HelpBest Assignment HelpBest Assignment HelpBest Assignment HelpTreat Assignment HelpBest Academic ServicesBest Academic ServicesBest Assignment ServicesAssignment Writing ServicesBest Assignment HelpBest Assignment ServicesBest Academic ServicesAssignment Writing ServicesBest Assignment Services

    Leave a comment

    Client Alert

    Protecting Trade Secrets During the Pandemic

    Apr 24, 2020, 16:05 PM
    Publication Type(s):
    Client Alerts
    Exlcude on home page:
    No

    As more employees are furloughed and laid-off during the COVID-19 pandemic, now is the ideal time to update your trade secret protection program. After all, taking company information is easy for an insider: forward emails to a personal account, copy files from a company laptop to a USB drive, or use a smart phone to scan paper documents.

    So how often does this happen? The Ponemon Institute surveyed nearly 1,000 Americans who left an employer during the 2007-08 financial crisis. The survey found that 59% took company data, 67% admitted to using their former employer’s confidential data to find a new job, and 68% intended to use company information on a new job. The current risks are much greater because entire workforces have transitioned to working from home.

    What Employers Can Do About It: Effective Off-Boarding

    As discussed in our April 10, 2020 Client Alert, there are a number of measures companies can take to reduce the risk that discharged employees will retain trade secrets. One of the most important aspects of a successful trade secret program is the exit interview. However, because of the pandemic, employers are facing unique challenges in conducting exit interviews remotely. Further complicating matters, employers may be forced to off-board many employees at once. It is critical to develop a simple and effective plan. Consider the following steps, easily remembered with the acronym P.A.I.D.

    1. Prepare. Prior to the videoconference exit interview, identify which agreements are in place with the particular employee. If the employee executed a restrictive covenant agreement (such as a non-compete), review it during the exit interview and provide an electronic copy. Even when employees have no formal agreement, remind them of their obligations under laws such as the state Uniform Trade Secrets Act and the federal Defend Trade Secrets Act. Prepare an Exit Certification, which the employee must sign electronically, stating that he or she has returned all company information, documents, and other property.
    2. Ask. Confirm the employee’s contact information and ask about his or her future plans, including the name of any new employer and the types of projects he or she will be handling. It may be necessary to send a reminder letter to the employee regarding his or her confidentiality obligations, or a cease and desist letter to the new employer.
    3. Inventory. Take an inventory of any company property or information – physical and electronic – that the employee took off-site. During the exit interview, officially confirm this inventory with the employee and establish a plan for the return or destruction of company information. Send the employee pre-paid or flat rate shipping boxes or engage a courier service. Work with a computer forensic specialist to determine how to locate and permanently delete electronically saved information.
    4. Disable. Immediately cut off the employee’s access. While IT departments have grown in sophistication in the last decade, an amazing 24% of workers in the Ponemon survey said that they still had access to the company’s computer network after leaving. Of that group, 20% still had network access over one week after their employment ended.

    Finally, keep clear records. If an employee is dishonest during the off-boarding process, the company may be more successful when seeking an injunction. For example, in states that recognize the inevitable disclosure doctrine, some courts are more willing to restrain an ex-employee when they are not trustworthy.

    Special Considerations for Furloughed Employees

    Because furloughed personnel are technically still employees of the company, they present unique circumstances with respect to trade secrets and confidential information. However, companies should  still implement an off-boarding process for furloughed employees. At a minimum, furloughed employees should (1) be required to return confidential information and trade secret materials to the company; and (2) no longer have access to company systems. Executing these steps in advance will reduce the likelihood that furloughed employees improperly use confidential information during their furlough period – such as leveraging the material to obtain another job.

    Review Applicable State Laws to Assess Enforceability of Covenants Not to Compete

    Finally, as many employers make the tough decision to reduce the size of their workforce, this is a good time to revisit the enforceability of their restrictive covenant agreements. The United States has a patchwork of state laws that vary considerably in how and when they enforce restrictive covenants. Adding to the confusion, many states are passing new legislation governing non-compete agreements, including two during the pandemic: Virginia and Indiana. What does this mean for employers now? Do not automatically assume that your restrictive covenants prevent employees from working at competitors following a reduction in force, layoff, or position elimination. Rather, employers should consult with counsel to discuss the law in the states where they operate.
    IsRss:
    • employment
    • client alerts

    Related professionals

    7 comments

    Leave a comment
    1. lospis espo | Jul 08, 2020
    2. rogerlagasca | Jul 06, 2020
    3. rogerlagasca | Jul 03, 2020
    4. rogerlagasca | Jul 02, 2020
    5. rogerlagasca | Jul 02, 2020
    6. rogerlagasca | Jul 01, 2020
      Excellent information on your blog, thank you for taking the time to share with us. Amazing insight you have on this, it's nice to find a website that details so much information about different artists. buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours Excellent information on your blog, thank you for taking the time to share with us. Amazing insight you have on this, it's nice to find a website that details so much information about different artists.
    7. MATLAB Assignment Help | Jun 24, 2020
      TreatAssignmentHelp is dedicated to provide online MATLAB Assignment Help for students who is perusing degree or diploma courses in universities. We have 24/7 Customer live support where you can discuss about your troubles with our specialized writers. We pioneer the custom writing industry due to the flair and subject expertise of our pool of writers who promise to deliver 100% plagiarism free papers.For more services : Best Assignment HelpTreat Assignment HelpBest Academic AssignmentBest Online AssignmentTreat Assignment HelpBest Assignment HelpBest Assignment HelpBest Assignment HelpBest Assignment HelpTreat Assignment HelpBest Academic ServicesBest Academic ServicesBest Assignment ServicesAssignment Writing ServicesBest Assignment HelpBest Assignment ServicesBest Academic ServicesAssignment Writing ServicesBest Assignment Services

      Leave a comment

      LABOR & EMPLOYMENT

      Protecting Trade Secrets During the Pandemic

      Apr 24, 2020, 16:05 PM
      Publication Type(s):
      Client Alerts
      Exlcude on home page:
      No

      As more employees are furloughed and laid-off during the COVID-19 pandemic, now is the ideal time to update your trade secret protection program. After all, taking company information is easy for an insider: forward emails to a personal account, copy files from a company laptop to a USB drive, or use a smart phone to scan paper documents.

      So how often does this happen? The Ponemon Institute surveyed nearly 1,000 Americans who left an employer during the 2007-08 financial crisis. The survey found that 59% took company data, 67% admitted to using their former employer’s confidential data to find a new job, and 68% intended to use company information on a new job. The current risks are much greater because entire workforces have transitioned to working from home.

      What Employers Can Do About It: Effective Off-Boarding

      As discussed in our April 10, 2020 Client Alert, there are a number of measures companies can take to reduce the risk that discharged employees will retain trade secrets. One of the most important aspects of a successful trade secret program is the exit interview. However, because of the pandemic, employers are facing unique challenges in conducting exit interviews remotely. Further complicating matters, employers may be forced to off-board many employees at once. It is critical to develop a simple and effective plan. Consider the following steps, easily remembered with the acronym P.A.I.D.

      1. Prepare. Prior to the videoconference exit interview, identify which agreements are in place with the particular employee. If the employee executed a restrictive covenant agreement (such as a non-compete), review it during the exit interview and provide an electronic copy. Even when employees have no formal agreement, remind them of their obligations under laws such as the state Uniform Trade Secrets Act and the federal Defend Trade Secrets Act. Prepare an Exit Certification, which the employee must sign electronically, stating that he or she has returned all company information, documents, and other property.
      2. Ask. Confirm the employee’s contact information and ask about his or her future plans, including the name of any new employer and the types of projects he or she will be handling. It may be necessary to send a reminder letter to the employee regarding his or her confidentiality obligations, or a cease and desist letter to the new employer.
      3. Inventory. Take an inventory of any company property or information – physical and electronic – that the employee took off-site. During the exit interview, officially confirm this inventory with the employee and establish a plan for the return or destruction of company information. Send the employee pre-paid or flat rate shipping boxes or engage a courier service. Work with a computer forensic specialist to determine how to locate and permanently delete electronically saved information.
      4. Disable. Immediately cut off the employee’s access. While IT departments have grown in sophistication in the last decade, an amazing 24% of workers in the Ponemon survey said that they still had access to the company’s computer network after leaving. Of that group, 20% still had network access over one week after their employment ended.

      Finally, keep clear records. If an employee is dishonest during the off-boarding process, the company may be more successful when seeking an injunction. For example, in states that recognize the inevitable disclosure doctrine, some courts are more willing to restrain an ex-employee when they are not trustworthy.

      Special Considerations for Furloughed Employees

      Because furloughed personnel are technically still employees of the company, they present unique circumstances with respect to trade secrets and confidential information. However, companies should  still implement an off-boarding process for furloughed employees. At a minimum, furloughed employees should (1) be required to return confidential information and trade secret materials to the company; and (2) no longer have access to company systems. Executing these steps in advance will reduce the likelihood that furloughed employees improperly use confidential information during their furlough period – such as leveraging the material to obtain another job.

      Review Applicable State Laws to Assess Enforceability of Covenants Not to Compete

      Finally, as many employers make the tough decision to reduce the size of their workforce, this is a good time to revisit the enforceability of their restrictive covenant agreements. The United States has a patchwork of state laws that vary considerably in how and when they enforce restrictive covenants. Adding to the confusion, many states are passing new legislation governing non-compete agreements, including two during the pandemic: Virginia and Indiana. What does this mean for employers now? Do not automatically assume that your restrictive covenants prevent employees from working at competitors following a reduction in force, layoff, or position elimination. Rather, employers should consult with counsel to discuss the law in the states where they operate.
      IsRss:
      • employment
      • client alerts

      Related professionals

      7 comments

      Leave a comment
      1. lospis espo | Jul 08, 2020
      2. rogerlagasca | Jul 06, 2020
      3. rogerlagasca | Jul 03, 2020
      4. rogerlagasca | Jul 02, 2020
      5. rogerlagasca | Jul 02, 2020
      6. rogerlagasca | Jul 01, 2020
        Excellent information on your blog, thank you for taking the time to share with us. Amazing insight you have on this, it's nice to find a website that details so much information about different artists. buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours Excellent information on your blog, thank you for taking the time to share with us. Amazing insight you have on this, it's nice to find a website that details so much information about different artists.
      7. MATLAB Assignment Help | Jun 24, 2020
        TreatAssignmentHelp is dedicated to provide online MATLAB Assignment Help for students who is perusing degree or diploma courses in universities. We have 24/7 Customer live support where you can discuss about your troubles with our specialized writers. We pioneer the custom writing industry due to the flair and subject expertise of our pool of writers who promise to deliver 100% plagiarism free papers.For more services : Best Assignment HelpTreat Assignment HelpBest Academic AssignmentBest Online AssignmentTreat Assignment HelpBest Assignment HelpBest Assignment HelpBest Assignment HelpBest Assignment HelpTreat Assignment HelpBest Academic ServicesBest Academic ServicesBest Assignment ServicesAssignment Writing ServicesBest Assignment HelpBest Assignment ServicesBest Academic ServicesAssignment Writing ServicesBest Assignment Services

        Leave a comment

        FINANCIAL REGULATION & THE CARES ACT

        Protecting Trade Secrets During the Pandemic

        Apr 24, 2020, 16:05 PM
        Publication Type(s):
        Client Alerts
        Exlcude on home page:
        No

        As more employees are furloughed and laid-off during the COVID-19 pandemic, now is the ideal time to update your trade secret protection program. After all, taking company information is easy for an insider: forward emails to a personal account, copy files from a company laptop to a USB drive, or use a smart phone to scan paper documents.

        So how often does this happen? The Ponemon Institute surveyed nearly 1,000 Americans who left an employer during the 2007-08 financial crisis. The survey found that 59% took company data, 67% admitted to using their former employer’s confidential data to find a new job, and 68% intended to use company information on a new job. The current risks are much greater because entire workforces have transitioned to working from home.

        What Employers Can Do About It: Effective Off-Boarding

        As discussed in our April 10, 2020 Client Alert, there are a number of measures companies can take to reduce the risk that discharged employees will retain trade secrets. One of the most important aspects of a successful trade secret program is the exit interview. However, because of the pandemic, employers are facing unique challenges in conducting exit interviews remotely. Further complicating matters, employers may be forced to off-board many employees at once. It is critical to develop a simple and effective plan. Consider the following steps, easily remembered with the acronym P.A.I.D.

        1. Prepare. Prior to the videoconference exit interview, identify which agreements are in place with the particular employee. If the employee executed a restrictive covenant agreement (such as a non-compete), review it during the exit interview and provide an electronic copy. Even when employees have no formal agreement, remind them of their obligations under laws such as the state Uniform Trade Secrets Act and the federal Defend Trade Secrets Act. Prepare an Exit Certification, which the employee must sign electronically, stating that he or she has returned all company information, documents, and other property.
        2. Ask. Confirm the employee’s contact information and ask about his or her future plans, including the name of any new employer and the types of projects he or she will be handling. It may be necessary to send a reminder letter to the employee regarding his or her confidentiality obligations, or a cease and desist letter to the new employer.
        3. Inventory. Take an inventory of any company property or information – physical and electronic – that the employee took off-site. During the exit interview, officially confirm this inventory with the employee and establish a plan for the return or destruction of company information. Send the employee pre-paid or flat rate shipping boxes or engage a courier service. Work with a computer forensic specialist to determine how to locate and permanently delete electronically saved information.
        4. Disable. Immediately cut off the employee’s access. While IT departments have grown in sophistication in the last decade, an amazing 24% of workers in the Ponemon survey said that they still had access to the company’s computer network after leaving. Of that group, 20% still had network access over one week after their employment ended.

        Finally, keep clear records. If an employee is dishonest during the off-boarding process, the company may be more successful when seeking an injunction. For example, in states that recognize the inevitable disclosure doctrine, some courts are more willing to restrain an ex-employee when they are not trustworthy.

        Special Considerations for Furloughed Employees

        Because furloughed personnel are technically still employees of the company, they present unique circumstances with respect to trade secrets and confidential information. However, companies should  still implement an off-boarding process for furloughed employees. At a minimum, furloughed employees should (1) be required to return confidential information and trade secret materials to the company; and (2) no longer have access to company systems. Executing these steps in advance will reduce the likelihood that furloughed employees improperly use confidential information during their furlough period – such as leveraging the material to obtain another job.

        Review Applicable State Laws to Assess Enforceability of Covenants Not to Compete

        Finally, as many employers make the tough decision to reduce the size of their workforce, this is a good time to revisit the enforceability of their restrictive covenant agreements. The United States has a patchwork of state laws that vary considerably in how and when they enforce restrictive covenants. Adding to the confusion, many states are passing new legislation governing non-compete agreements, including two during the pandemic: Virginia and Indiana. What does this mean for employers now? Do not automatically assume that your restrictive covenants prevent employees from working at competitors following a reduction in force, layoff, or position elimination. Rather, employers should consult with counsel to discuss the law in the states where they operate.
        IsRss:
        • employment
        • client alerts

        Related professionals

        7 comments

        Leave a comment
        1. lospis espo | Jul 08, 2020
        2. rogerlagasca | Jul 06, 2020
        3. rogerlagasca | Jul 03, 2020
        4. rogerlagasca | Jul 02, 2020
        5. rogerlagasca | Jul 02, 2020
        6. rogerlagasca | Jul 01, 2020
          Excellent information on your blog, thank you for taking the time to share with us. Amazing insight you have on this, it's nice to find a website that details so much information about different artists. buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours Excellent information on your blog, thank you for taking the time to share with us. Amazing insight you have on this, it's nice to find a website that details so much information about different artists.
        7. MATLAB Assignment Help | Jun 24, 2020
          TreatAssignmentHelp is dedicated to provide online MATLAB Assignment Help for students who is perusing degree or diploma courses in universities. We have 24/7 Customer live support where you can discuss about your troubles with our specialized writers. We pioneer the custom writing industry due to the flair and subject expertise of our pool of writers who promise to deliver 100% plagiarism free papers.For more services : Best Assignment HelpTreat Assignment HelpBest Academic AssignmentBest Online AssignmentTreat Assignment HelpBest Assignment HelpBest Assignment HelpBest Assignment HelpBest Assignment HelpTreat Assignment HelpBest Academic ServicesBest Academic ServicesBest Assignment ServicesAssignment Writing ServicesBest Assignment HelpBest Assignment ServicesBest Academic ServicesAssignment Writing ServicesBest Assignment Services

          Leave a comment

          ASSET MANAGEMENT

          Protecting Trade Secrets During the Pandemic

          Apr 24, 2020, 16:05 PM
          Publication Type(s):
          Client Alerts
          Exlcude on home page:
          No

          As more employees are furloughed and laid-off during the COVID-19 pandemic, now is the ideal time to update your trade secret protection program. After all, taking company information is easy for an insider: forward emails to a personal account, copy files from a company laptop to a USB drive, or use a smart phone to scan paper documents.

          So how often does this happen? The Ponemon Institute surveyed nearly 1,000 Americans who left an employer during the 2007-08 financial crisis. The survey found that 59% took company data, 67% admitted to using their former employer’s confidential data to find a new job, and 68% intended to use company information on a new job. The current risks are much greater because entire workforces have transitioned to working from home.

          What Employers Can Do About It: Effective Off-Boarding

          As discussed in our April 10, 2020 Client Alert, there are a number of measures companies can take to reduce the risk that discharged employees will retain trade secrets. One of the most important aspects of a successful trade secret program is the exit interview. However, because of the pandemic, employers are facing unique challenges in conducting exit interviews remotely. Further complicating matters, employers may be forced to off-board many employees at once. It is critical to develop a simple and effective plan. Consider the following steps, easily remembered with the acronym P.A.I.D.

          1. Prepare. Prior to the videoconference exit interview, identify which agreements are in place with the particular employee. If the employee executed a restrictive covenant agreement (such as a non-compete), review it during the exit interview and provide an electronic copy. Even when employees have no formal agreement, remind them of their obligations under laws such as the state Uniform Trade Secrets Act and the federal Defend Trade Secrets Act. Prepare an Exit Certification, which the employee must sign electronically, stating that he or she has returned all company information, documents, and other property.
          2. Ask. Confirm the employee’s contact information and ask about his or her future plans, including the name of any new employer and the types of projects he or she will be handling. It may be necessary to send a reminder letter to the employee regarding his or her confidentiality obligations, or a cease and desist letter to the new employer.
          3. Inventory. Take an inventory of any company property or information – physical and electronic – that the employee took off-site. During the exit interview, officially confirm this inventory with the employee and establish a plan for the return or destruction of company information. Send the employee pre-paid or flat rate shipping boxes or engage a courier service. Work with a computer forensic specialist to determine how to locate and permanently delete electronically saved information.
          4. Disable. Immediately cut off the employee’s access. While IT departments have grown in sophistication in the last decade, an amazing 24% of workers in the Ponemon survey said that they still had access to the company’s computer network after leaving. Of that group, 20% still had network access over one week after their employment ended.

          Finally, keep clear records. If an employee is dishonest during the off-boarding process, the company may be more successful when seeking an injunction. For example, in states that recognize the inevitable disclosure doctrine, some courts are more willing to restrain an ex-employee when they are not trustworthy.

          Special Considerations for Furloughed Employees

          Because furloughed personnel are technically still employees of the company, they present unique circumstances with respect to trade secrets and confidential information. However, companies should  still implement an off-boarding process for furloughed employees. At a minimum, furloughed employees should (1) be required to return confidential information and trade secret materials to the company; and (2) no longer have access to company systems. Executing these steps in advance will reduce the likelihood that furloughed employees improperly use confidential information during their furlough period – such as leveraging the material to obtain another job.

          Review Applicable State Laws to Assess Enforceability of Covenants Not to Compete

          Finally, as many employers make the tough decision to reduce the size of their workforce, this is a good time to revisit the enforceability of their restrictive covenant agreements. The United States has a patchwork of state laws that vary considerably in how and when they enforce restrictive covenants. Adding to the confusion, many states are passing new legislation governing non-compete agreements, including two during the pandemic: Virginia and Indiana. What does this mean for employers now? Do not automatically assume that your restrictive covenants prevent employees from working at competitors following a reduction in force, layoff, or position elimination. Rather, employers should consult with counsel to discuss the law in the states where they operate.
          IsRss:
          • employment
          • client alerts

          Related professionals

          7 comments

          Leave a comment
          1. lospis espo | Jul 08, 2020
          2. rogerlagasca | Jul 06, 2020
          3. rogerlagasca | Jul 03, 2020
          4. rogerlagasca | Jul 02, 2020
          5. rogerlagasca | Jul 02, 2020
          6. rogerlagasca | Jul 01, 2020
            Excellent information on your blog, thank you for taking the time to share with us. Amazing insight you have on this, it's nice to find a website that details so much information about different artists. buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours Excellent information on your blog, thank you for taking the time to share with us. Amazing insight you have on this, it's nice to find a website that details so much information about different artists.
          7. MATLAB Assignment Help | Jun 24, 2020
            TreatAssignmentHelp is dedicated to provide online MATLAB Assignment Help for students who is perusing degree or diploma courses in universities. We have 24/7 Customer live support where you can discuss about your troubles with our specialized writers. We pioneer the custom writing industry due to the flair and subject expertise of our pool of writers who promise to deliver 100% plagiarism free papers.For more services : Best Assignment HelpTreat Assignment HelpBest Academic AssignmentBest Online AssignmentTreat Assignment HelpBest Assignment HelpBest Assignment HelpBest Assignment HelpBest Assignment HelpTreat Assignment HelpBest Academic ServicesBest Academic ServicesBest Assignment ServicesAssignment Writing ServicesBest Assignment HelpBest Assignment ServicesBest Academic ServicesAssignment Writing ServicesBest Assignment Services

            Leave a comment

            TAX LAW

            Protecting Trade Secrets During the Pandemic

            Apr 24, 2020, 16:05 PM
            Publication Type(s):
            Client Alerts
            Exlcude on home page:
            No

            As more employees are furloughed and laid-off during the COVID-19 pandemic, now is the ideal time to update your trade secret protection program. After all, taking company information is easy for an insider: forward emails to a personal account, copy files from a company laptop to a USB drive, or use a smart phone to scan paper documents.

            So how often does this happen? The Ponemon Institute surveyed nearly 1,000 Americans who left an employer during the 2007-08 financial crisis. The survey found that 59% took company data, 67% admitted to using their former employer’s confidential data to find a new job, and 68% intended to use company information on a new job. The current risks are much greater because entire workforces have transitioned to working from home.

            What Employers Can Do About It: Effective Off-Boarding

            As discussed in our April 10, 2020 Client Alert, there are a number of measures companies can take to reduce the risk that discharged employees will retain trade secrets. One of the most important aspects of a successful trade secret program is the exit interview. However, because of the pandemic, employers are facing unique challenges in conducting exit interviews remotely. Further complicating matters, employers may be forced to off-board many employees at once. It is critical to develop a simple and effective plan. Consider the following steps, easily remembered with the acronym P.A.I.D.

            1. Prepare. Prior to the videoconference exit interview, identify which agreements are in place with the particular employee. If the employee executed a restrictive covenant agreement (such as a non-compete), review it during the exit interview and provide an electronic copy. Even when employees have no formal agreement, remind them of their obligations under laws such as the state Uniform Trade Secrets Act and the federal Defend Trade Secrets Act. Prepare an Exit Certification, which the employee must sign electronically, stating that he or she has returned all company information, documents, and other property.
            2. Ask. Confirm the employee’s contact information and ask about his or her future plans, including the name of any new employer and the types of projects he or she will be handling. It may be necessary to send a reminder letter to the employee regarding his or her confidentiality obligations, or a cease and desist letter to the new employer.
            3. Inventory. Take an inventory of any company property or information – physical and electronic – that the employee took off-site. During the exit interview, officially confirm this inventory with the employee and establish a plan for the return or destruction of company information. Send the employee pre-paid or flat rate shipping boxes or engage a courier service. Work with a computer forensic specialist to determine how to locate and permanently delete electronically saved information.
            4. Disable. Immediately cut off the employee’s access. While IT departments have grown in sophistication in the last decade, an amazing 24% of workers in the Ponemon survey said that they still had access to the company’s computer network after leaving. Of that group, 20% still had network access over one week after their employment ended.

            Finally, keep clear records. If an employee is dishonest during the off-boarding process, the company may be more successful when seeking an injunction. For example, in states that recognize the inevitable disclosure doctrine, some courts are more willing to restrain an ex-employee when they are not trustworthy.

            Special Considerations for Furloughed Employees

            Because furloughed personnel are technically still employees of the company, they present unique circumstances with respect to trade secrets and confidential information. However, companies should  still implement an off-boarding process for furloughed employees. At a minimum, furloughed employees should (1) be required to return confidential information and trade secret materials to the company; and (2) no longer have access to company systems. Executing these steps in advance will reduce the likelihood that furloughed employees improperly use confidential information during their furlough period – such as leveraging the material to obtain another job.

            Review Applicable State Laws to Assess Enforceability of Covenants Not to Compete

            Finally, as many employers make the tough decision to reduce the size of their workforce, this is a good time to revisit the enforceability of their restrictive covenant agreements. The United States has a patchwork of state laws that vary considerably in how and when they enforce restrictive covenants. Adding to the confusion, many states are passing new legislation governing non-compete agreements, including two during the pandemic: Virginia and Indiana. What does this mean for employers now? Do not automatically assume that your restrictive covenants prevent employees from working at competitors following a reduction in force, layoff, or position elimination. Rather, employers should consult with counsel to discuss the law in the states where they operate.
            IsRss:
            • employment
            • client alerts

            Related professionals

            7 comments

            Leave a comment
            1. lospis espo | Jul 08, 2020
            2. rogerlagasca | Jul 06, 2020
            3. rogerlagasca | Jul 03, 2020
            4. rogerlagasca | Jul 02, 2020
            5. rogerlagasca | Jul 02, 2020
            6. rogerlagasca | Jul 01, 2020
              Excellent information on your blog, thank you for taking the time to share with us. Amazing insight you have on this, it's nice to find a website that details so much information about different artists. buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours Excellent information on your blog, thank you for taking the time to share with us. Amazing insight you have on this, it's nice to find a website that details so much information about different artists.
            7. MATLAB Assignment Help | Jun 24, 2020
              TreatAssignmentHelp is dedicated to provide online MATLAB Assignment Help for students who is perusing degree or diploma courses in universities. We have 24/7 Customer live support where you can discuss about your troubles with our specialized writers. We pioneer the custom writing industry due to the flair and subject expertise of our pool of writers who promise to deliver 100% plagiarism free papers.For more services : Best Assignment HelpTreat Assignment HelpBest Academic AssignmentBest Online AssignmentTreat Assignment HelpBest Assignment HelpBest Assignment HelpBest Assignment HelpBest Assignment HelpTreat Assignment HelpBest Academic ServicesBest Academic ServicesBest Assignment ServicesAssignment Writing ServicesBest Assignment HelpBest Assignment ServicesBest Academic ServicesAssignment Writing ServicesBest Assignment Services

              Leave a comment

              REAL ESTATE & HOSPITALITY

              Protecting Trade Secrets During the Pandemic

              Apr 24, 2020, 16:05 PM
              Publication Type(s):
              Client Alerts
              Exlcude on home page:
              No

              As more employees are furloughed and laid-off during the COVID-19 pandemic, now is the ideal time to update your trade secret protection program. After all, taking company information is easy for an insider: forward emails to a personal account, copy files from a company laptop to a USB drive, or use a smart phone to scan paper documents.

              So how often does this happen? The Ponemon Institute surveyed nearly 1,000 Americans who left an employer during the 2007-08 financial crisis. The survey found that 59% took company data, 67% admitted to using their former employer’s confidential data to find a new job, and 68% intended to use company information on a new job. The current risks are much greater because entire workforces have transitioned to working from home.

              What Employers Can Do About It: Effective Off-Boarding

              As discussed in our April 10, 2020 Client Alert, there are a number of measures companies can take to reduce the risk that discharged employees will retain trade secrets. One of the most important aspects of a successful trade secret program is the exit interview. However, because of the pandemic, employers are facing unique challenges in conducting exit interviews remotely. Further complicating matters, employers may be forced to off-board many employees at once. It is critical to develop a simple and effective plan. Consider the following steps, easily remembered with the acronym P.A.I.D.

              1. Prepare. Prior to the videoconference exit interview, identify which agreements are in place with the particular employee. If the employee executed a restrictive covenant agreement (such as a non-compete), review it during the exit interview and provide an electronic copy. Even when employees have no formal agreement, remind them of their obligations under laws such as the state Uniform Trade Secrets Act and the federal Defend Trade Secrets Act. Prepare an Exit Certification, which the employee must sign electronically, stating that he or she has returned all company information, documents, and other property.
              2. Ask. Confirm the employee’s contact information and ask about his or her future plans, including the name of any new employer and the types of projects he or she will be handling. It may be necessary to send a reminder letter to the employee regarding his or her confidentiality obligations, or a cease and desist letter to the new employer.
              3. Inventory. Take an inventory of any company property or information – physical and electronic – that the employee took off-site. During the exit interview, officially confirm this inventory with the employee and establish a plan for the return or destruction of company information. Send the employee pre-paid or flat rate shipping boxes or engage a courier service. Work with a computer forensic specialist to determine how to locate and permanently delete electronically saved information.
              4. Disable. Immediately cut off the employee’s access. While IT departments have grown in sophistication in the last decade, an amazing 24% of workers in the Ponemon survey said that they still had access to the company’s computer network after leaving. Of that group, 20% still had network access over one week after their employment ended.

              Finally, keep clear records. If an employee is dishonest during the off-boarding process, the company may be more successful when seeking an injunction. For example, in states that recognize the inevitable disclosure doctrine, some courts are more willing to restrain an ex-employee when they are not trustworthy.

              Special Considerations for Furloughed Employees

              Because furloughed personnel are technically still employees of the company, they present unique circumstances with respect to trade secrets and confidential information. However, companies should  still implement an off-boarding process for furloughed employees. At a minimum, furloughed employees should (1) be required to return confidential information and trade secret materials to the company; and (2) no longer have access to company systems. Executing these steps in advance will reduce the likelihood that furloughed employees improperly use confidential information during their furlough period – such as leveraging the material to obtain another job.

              Review Applicable State Laws to Assess Enforceability of Covenants Not to Compete

              Finally, as many employers make the tough decision to reduce the size of their workforce, this is a good time to revisit the enforceability of their restrictive covenant agreements. The United States has a patchwork of state laws that vary considerably in how and when they enforce restrictive covenants. Adding to the confusion, many states are passing new legislation governing non-compete agreements, including two during the pandemic: Virginia and Indiana. What does this mean for employers now? Do not automatically assume that your restrictive covenants prevent employees from working at competitors following a reduction in force, layoff, or position elimination. Rather, employers should consult with counsel to discuss the law in the states where they operate.
              IsRss:
              • employment
              • client alerts

              Related professionals

              7 comments

              Leave a comment
              1. lospis espo | Jul 08, 2020
              2. rogerlagasca | Jul 06, 2020
              3. rogerlagasca | Jul 03, 2020
              4. rogerlagasca | Jul 02, 2020
              5. rogerlagasca | Jul 02, 2020
              6. rogerlagasca | Jul 01, 2020
                Excellent information on your blog, thank you for taking the time to share with us. Amazing insight you have on this, it's nice to find a website that details so much information about different artists. buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours Excellent information on your blog, thank you for taking the time to share with us. Amazing insight you have on this, it's nice to find a website that details so much information about different artists.
              7. MATLAB Assignment Help | Jun 24, 2020
                TreatAssignmentHelp is dedicated to provide online MATLAB Assignment Help for students who is perusing degree or diploma courses in universities. We have 24/7 Customer live support where you can discuss about your troubles with our specialized writers. We pioneer the custom writing industry due to the flair and subject expertise of our pool of writers who promise to deliver 100% plagiarism free papers.For more services : Best Assignment HelpTreat Assignment HelpBest Academic AssignmentBest Online AssignmentTreat Assignment HelpBest Assignment HelpBest Assignment HelpBest Assignment HelpBest Assignment HelpTreat Assignment HelpBest Academic ServicesBest Academic ServicesBest Assignment ServicesAssignment Writing ServicesBest Assignment HelpBest Assignment ServicesBest Academic ServicesAssignment Writing ServicesBest Assignment Services

                Leave a comment

                DISPUTES

                Protecting Trade Secrets During the Pandemic

                Apr 24, 2020, 16:05 PM
                Publication Type(s):
                Client Alerts
                Exlcude on home page:
                No

                As more employees are furloughed and laid-off during the COVID-19 pandemic, now is the ideal time to update your trade secret protection program. After all, taking company information is easy for an insider: forward emails to a personal account, copy files from a company laptop to a USB drive, or use a smart phone to scan paper documents.

                So how often does this happen? The Ponemon Institute surveyed nearly 1,000 Americans who left an employer during the 2007-08 financial crisis. The survey found that 59% took company data, 67% admitted to using their former employer’s confidential data to find a new job, and 68% intended to use company information on a new job. The current risks are much greater because entire workforces have transitioned to working from home.

                What Employers Can Do About It: Effective Off-Boarding

                As discussed in our April 10, 2020 Client Alert, there are a number of measures companies can take to reduce the risk that discharged employees will retain trade secrets. One of the most important aspects of a successful trade secret program is the exit interview. However, because of the pandemic, employers are facing unique challenges in conducting exit interviews remotely. Further complicating matters, employers may be forced to off-board many employees at once. It is critical to develop a simple and effective plan. Consider the following steps, easily remembered with the acronym P.A.I.D.

                1. Prepare. Prior to the videoconference exit interview, identify which agreements are in place with the particular employee. If the employee executed a restrictive covenant agreement (such as a non-compete), review it during the exit interview and provide an electronic copy. Even when employees have no formal agreement, remind them of their obligations under laws such as the state Uniform Trade Secrets Act and the federal Defend Trade Secrets Act. Prepare an Exit Certification, which the employee must sign electronically, stating that he or she has returned all company information, documents, and other property.
                2. Ask. Confirm the employee’s contact information and ask about his or her future plans, including the name of any new employer and the types of projects he or she will be handling. It may be necessary to send a reminder letter to the employee regarding his or her confidentiality obligations, or a cease and desist letter to the new employer.
                3. Inventory. Take an inventory of any company property or information – physical and electronic – that the employee took off-site. During the exit interview, officially confirm this inventory with the employee and establish a plan for the return or destruction of company information. Send the employee pre-paid or flat rate shipping boxes or engage a courier service. Work with a computer forensic specialist to determine how to locate and permanently delete electronically saved information.
                4. Disable. Immediately cut off the employee’s access. While IT departments have grown in sophistication in the last decade, an amazing 24% of workers in the Ponemon survey said that they still had access to the company’s computer network after leaving. Of that group, 20% still had network access over one week after their employment ended.

                Finally, keep clear records. If an employee is dishonest during the off-boarding process, the company may be more successful when seeking an injunction. For example, in states that recognize the inevitable disclosure doctrine, some courts are more willing to restrain an ex-employee when they are not trustworthy.

                Special Considerations for Furloughed Employees

                Because furloughed personnel are technically still employees of the company, they present unique circumstances with respect to trade secrets and confidential information. However, companies should  still implement an off-boarding process for furloughed employees. At a minimum, furloughed employees should (1) be required to return confidential information and trade secret materials to the company; and (2) no longer have access to company systems. Executing these steps in advance will reduce the likelihood that furloughed employees improperly use confidential information during their furlough period – such as leveraging the material to obtain another job.

                Review Applicable State Laws to Assess Enforceability of Covenants Not to Compete

                Finally, as many employers make the tough decision to reduce the size of their workforce, this is a good time to revisit the enforceability of their restrictive covenant agreements. The United States has a patchwork of state laws that vary considerably in how and when they enforce restrictive covenants. Adding to the confusion, many states are passing new legislation governing non-compete agreements, including two during the pandemic: Virginia and Indiana. What does this mean for employers now? Do not automatically assume that your restrictive covenants prevent employees from working at competitors following a reduction in force, layoff, or position elimination. Rather, employers should consult with counsel to discuss the law in the states where they operate.
                IsRss:
                • employment
                • client alerts

                Related professionals

                7 comments

                Leave a comment
                1. lospis espo | Jul 08, 2020
                2. rogerlagasca | Jul 06, 2020
                3. rogerlagasca | Jul 03, 2020
                4. rogerlagasca | Jul 02, 2020
                5. rogerlagasca | Jul 02, 2020
                6. rogerlagasca | Jul 01, 2020
                  Excellent information on your blog, thank you for taking the time to share with us. Amazing insight you have on this, it's nice to find a website that details so much information about different artists. buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours Excellent information on your blog, thank you for taking the time to share with us. Amazing insight you have on this, it's nice to find a website that details so much information about different artists.
                7. MATLAB Assignment Help | Jun 24, 2020
                  TreatAssignmentHelp is dedicated to provide online MATLAB Assignment Help for students who is perusing degree or diploma courses in universities. We have 24/7 Customer live support where you can discuss about your troubles with our specialized writers. We pioneer the custom writing industry due to the flair and subject expertise of our pool of writers who promise to deliver 100% plagiarism free papers.For more services : Best Assignment HelpTreat Assignment HelpBest Academic AssignmentBest Online AssignmentTreat Assignment HelpBest Assignment HelpBest Assignment HelpBest Assignment HelpBest Assignment HelpTreat Assignment HelpBest Academic ServicesBest Academic ServicesBest Assignment ServicesAssignment Writing ServicesBest Assignment HelpBest Assignment ServicesBest Academic ServicesAssignment Writing ServicesBest Assignment Services

                  Leave a comment

                  PRIVACY & CYBERSECURITY

                  Protecting Trade Secrets During the Pandemic

                  Apr 24, 2020, 16:05 PM
                  Publication Type(s):
                  Client Alerts
                  Exlcude on home page:
                  No

                  As more employees are furloughed and laid-off during the COVID-19 pandemic, now is the ideal time to update your trade secret protection program. After all, taking company information is easy for an insider: forward emails to a personal account, copy files from a company laptop to a USB drive, or use a smart phone to scan paper documents.

                  So how often does this happen? The Ponemon Institute surveyed nearly 1,000 Americans who left an employer during the 2007-08 financial crisis. The survey found that 59% took company data, 67% admitted to using their former employer’s confidential data to find a new job, and 68% intended to use company information on a new job. The current risks are much greater because entire workforces have transitioned to working from home.

                  What Employers Can Do About It: Effective Off-Boarding

                  As discussed in our April 10, 2020 Client Alert, there are a number of measures companies can take to reduce the risk that discharged employees will retain trade secrets. One of the most important aspects of a successful trade secret program is the exit interview. However, because of the pandemic, employers are facing unique challenges in conducting exit interviews remotely. Further complicating matters, employers may be forced to off-board many employees at once. It is critical to develop a simple and effective plan. Consider the following steps, easily remembered with the acronym P.A.I.D.

                  1. Prepare. Prior to the videoconference exit interview, identify which agreements are in place with the particular employee. If the employee executed a restrictive covenant agreement (such as a non-compete), review it during the exit interview and provide an electronic copy. Even when employees have no formal agreement, remind them of their obligations under laws such as the state Uniform Trade Secrets Act and the federal Defend Trade Secrets Act. Prepare an Exit Certification, which the employee must sign electronically, stating that he or she has returned all company information, documents, and other property.
                  2. Ask. Confirm the employee’s contact information and ask about his or her future plans, including the name of any new employer and the types of projects he or she will be handling. It may be necessary to send a reminder letter to the employee regarding his or her confidentiality obligations, or a cease and desist letter to the new employer.
                  3. Inventory. Take an inventory of any company property or information – physical and electronic – that the employee took off-site. During the exit interview, officially confirm this inventory with the employee and establish a plan for the return or destruction of company information. Send the employee pre-paid or flat rate shipping boxes or engage a courier service. Work with a computer forensic specialist to determine how to locate and permanently delete electronically saved information.
                  4. Disable. Immediately cut off the employee’s access. While IT departments have grown in sophistication in the last decade, an amazing 24% of workers in the Ponemon survey said that they still had access to the company’s computer network after leaving. Of that group, 20% still had network access over one week after their employment ended.

                  Finally, keep clear records. If an employee is dishonest during the off-boarding process, the company may be more successful when seeking an injunction. For example, in states that recognize the inevitable disclosure doctrine, some courts are more willing to restrain an ex-employee when they are not trustworthy.

                  Special Considerations for Furloughed Employees

                  Because furloughed personnel are technically still employees of the company, they present unique circumstances with respect to trade secrets and confidential information. However, companies should  still implement an off-boarding process for furloughed employees. At a minimum, furloughed employees should (1) be required to return confidential information and trade secret materials to the company; and (2) no longer have access to company systems. Executing these steps in advance will reduce the likelihood that furloughed employees improperly use confidential information during their furlough period – such as leveraging the material to obtain another job.

                  Review Applicable State Laws to Assess Enforceability of Covenants Not to Compete

                  Finally, as many employers make the tough decision to reduce the size of their workforce, this is a good time to revisit the enforceability of their restrictive covenant agreements. The United States has a patchwork of state laws that vary considerably in how and when they enforce restrictive covenants. Adding to the confusion, many states are passing new legislation governing non-compete agreements, including two during the pandemic: Virginia and Indiana. What does this mean for employers now? Do not automatically assume that your restrictive covenants prevent employees from working at competitors following a reduction in force, layoff, or position elimination. Rather, employers should consult with counsel to discuss the law in the states where they operate.
                  IsRss:
                  • employment
                  • client alerts

                  Related professionals

                  7 comments

                  Leave a comment
                  1. lospis espo | Jul 08, 2020
                  2. rogerlagasca | Jul 06, 2020
                  3. rogerlagasca | Jul 03, 2020
                  4. rogerlagasca | Jul 02, 2020
                  5. rogerlagasca | Jul 02, 2020
                  6. rogerlagasca | Jul 01, 2020
                    Excellent information on your blog, thank you for taking the time to share with us. Amazing insight you have on this, it's nice to find a website that details so much information about different artists. buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours Excellent information on your blog, thank you for taking the time to share with us. Amazing insight you have on this, it's nice to find a website that details so much information about different artists.
                  7. MATLAB Assignment Help | Jun 24, 2020
                    TreatAssignmentHelp is dedicated to provide online MATLAB Assignment Help for students who is perusing degree or diploma courses in universities. We have 24/7 Customer live support where you can discuss about your troubles with our specialized writers. We pioneer the custom writing industry due to the flair and subject expertise of our pool of writers who promise to deliver 100% plagiarism free papers.For more services : Best Assignment HelpTreat Assignment HelpBest Academic AssignmentBest Online AssignmentTreat Assignment HelpBest Assignment HelpBest Assignment HelpBest Assignment HelpBest Assignment HelpTreat Assignment HelpBest Academic ServicesBest Academic ServicesBest Assignment ServicesAssignment Writing ServicesBest Assignment HelpBest Assignment ServicesBest Academic ServicesAssignment Writing ServicesBest Assignment Services

                    Leave a comment

                    SECURITIES & CAPITAL MARKETS

                    Protecting Trade Secrets During the Pandemic

                    Apr 24, 2020, 16:05 PM
                    Publication Type(s):
                    Client Alerts
                    Exlcude on home page:
                    No

                    As more employees are furloughed and laid-off during the COVID-19 pandemic, now is the ideal time to update your trade secret protection program. After all, taking company information is easy for an insider: forward emails to a personal account, copy files from a company laptop to a USB drive, or use a smart phone to scan paper documents.

                    So how often does this happen? The Ponemon Institute surveyed nearly 1,000 Americans who left an employer during the 2007-08 financial crisis. The survey found that 59% took company data, 67% admitted to using their former employer’s confidential data to find a new job, and 68% intended to use company information on a new job. The current risks are much greater because entire workforces have transitioned to working from home.

                    What Employers Can Do About It: Effective Off-Boarding

                    As discussed in our April 10, 2020 Client Alert, there are a number of measures companies can take to reduce the risk that discharged employees will retain trade secrets. One of the most important aspects of a successful trade secret program is the exit interview. However, because of the pandemic, employers are facing unique challenges in conducting exit interviews remotely. Further complicating matters, employers may be forced to off-board many employees at once. It is critical to develop a simple and effective plan. Consider the following steps, easily remembered with the acronym P.A.I.D.

                    1. Prepare. Prior to the videoconference exit interview, identify which agreements are in place with the particular employee. If the employee executed a restrictive covenant agreement (such as a non-compete), review it during the exit interview and provide an electronic copy. Even when employees have no formal agreement, remind them of their obligations under laws such as the state Uniform Trade Secrets Act and the federal Defend Trade Secrets Act. Prepare an Exit Certification, which the employee must sign electronically, stating that he or she has returned all company information, documents, and other property.
                    2. Ask. Confirm the employee’s contact information and ask about his or her future plans, including the name of any new employer and the types of projects he or she will be handling. It may be necessary to send a reminder letter to the employee regarding his or her confidentiality obligations, or a cease and desist letter to the new employer.
                    3. Inventory. Take an inventory of any company property or information – physical and electronic – that the employee took off-site. During the exit interview, officially confirm this inventory with the employee and establish a plan for the return or destruction of company information. Send the employee pre-paid or flat rate shipping boxes or engage a courier service. Work with a computer forensic specialist to determine how to locate and permanently delete electronically saved information.
                    4. Disable. Immediately cut off the employee’s access. While IT departments have grown in sophistication in the last decade, an amazing 24% of workers in the Ponemon survey said that they still had access to the company’s computer network after leaving. Of that group, 20% still had network access over one week after their employment ended.

                    Finally, keep clear records. If an employee is dishonest during the off-boarding process, the company may be more successful when seeking an injunction. For example, in states that recognize the inevitable disclosure doctrine, some courts are more willing to restrain an ex-employee when they are not trustworthy.

                    Special Considerations for Furloughed Employees

                    Because furloughed personnel are technically still employees of the company, they present unique circumstances with respect to trade secrets and confidential information. However, companies should  still implement an off-boarding process for furloughed employees. At a minimum, furloughed employees should (1) be required to return confidential information and trade secret materials to the company; and (2) no longer have access to company systems. Executing these steps in advance will reduce the likelihood that furloughed employees improperly use confidential information during their furlough period – such as leveraging the material to obtain another job.

                    Review Applicable State Laws to Assess Enforceability of Covenants Not to Compete

                    Finally, as many employers make the tough decision to reduce the size of their workforce, this is a good time to revisit the enforceability of their restrictive covenant agreements. The United States has a patchwork of state laws that vary considerably in how and when they enforce restrictive covenants. Adding to the confusion, many states are passing new legislation governing non-compete agreements, including two during the pandemic: Virginia and Indiana. What does this mean for employers now? Do not automatically assume that your restrictive covenants prevent employees from working at competitors following a reduction in force, layoff, or position elimination. Rather, employers should consult with counsel to discuss the law in the states where they operate.
                    IsRss:
                    • employment
                    • client alerts

                    Related professionals

                    7 comments

                    Leave a comment
                    1. lospis espo | Jul 08, 2020
                    2. rogerlagasca | Jul 06, 2020
                    3. rogerlagasca | Jul 03, 2020
                    4. rogerlagasca | Jul 02, 2020
                    5. rogerlagasca | Jul 02, 2020
                    6. rogerlagasca | Jul 01, 2020
                      Excellent information on your blog, thank you for taking the time to share with us. Amazing insight you have on this, it's nice to find a website that details so much information about different artists. buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours Excellent information on your blog, thank you for taking the time to share with us. Amazing insight you have on this, it's nice to find a website that details so much information about different artists.
                    7. MATLAB Assignment Help | Jun 24, 2020
                      TreatAssignmentHelp is dedicated to provide online MATLAB Assignment Help for students who is perusing degree or diploma courses in universities. We have 24/7 Customer live support where you can discuss about your troubles with our specialized writers. We pioneer the custom writing industry due to the flair and subject expertise of our pool of writers who promise to deliver 100% plagiarism free papers.For more services : Best Assignment HelpTreat Assignment HelpBest Academic AssignmentBest Online AssignmentTreat Assignment HelpBest Assignment HelpBest Assignment HelpBest Assignment HelpBest Assignment HelpTreat Assignment HelpBest Academic ServicesBest Academic ServicesBest Assignment ServicesAssignment Writing ServicesBest Assignment HelpBest Assignment ServicesBest Academic ServicesAssignment Writing ServicesBest Assignment Services

                      Leave a comment

                      EUROPE

                      Protecting Trade Secrets During the Pandemic

                      Apr 24, 2020, 16:05 PM
                      Publication Type(s):
                      Client Alerts
                      Exlcude on home page:
                      No

                      As more employees are furloughed and laid-off during the COVID-19 pandemic, now is the ideal time to update your trade secret protection program. After all, taking company information is easy for an insider: forward emails to a personal account, copy files from a company laptop to a USB drive, or use a smart phone to scan paper documents.

                      So how often does this happen? The Ponemon Institute surveyed nearly 1,000 Americans who left an employer during the 2007-08 financial crisis. The survey found that 59% took company data, 67% admitted to using their former employer’s confidential data to find a new job, and 68% intended to use company information on a new job. The current risks are much greater because entire workforces have transitioned to working from home.

                      What Employers Can Do About It: Effective Off-Boarding

                      As discussed in our April 10, 2020 Client Alert, there are a number of measures companies can take to reduce the risk that discharged employees will retain trade secrets. One of the most important aspects of a successful trade secret program is the exit interview. However, because of the pandemic, employers are facing unique challenges in conducting exit interviews remotely. Further complicating matters, employers may be forced to off-board many employees at once. It is critical to develop a simple and effective plan. Consider the following steps, easily remembered with the acronym P.A.I.D.

                      1. Prepare. Prior to the videoconference exit interview, identify which agreements are in place with the particular employee. If the employee executed a restrictive covenant agreement (such as a non-compete), review it during the exit interview and provide an electronic copy. Even when employees have no formal agreement, remind them of their obligations under laws such as the state Uniform Trade Secrets Act and the federal Defend Trade Secrets Act. Prepare an Exit Certification, which the employee must sign electronically, stating that he or she has returned all company information, documents, and other property.
                      2. Ask. Confirm the employee’s contact information and ask about his or her future plans, including the name of any new employer and the types of projects he or she will be handling. It may be necessary to send a reminder letter to the employee regarding his or her confidentiality obligations, or a cease and desist letter to the new employer.
                      3. Inventory. Take an inventory of any company property or information – physical and electronic – that the employee took off-site. During the exit interview, officially confirm this inventory with the employee and establish a plan for the return or destruction of company information. Send the employee pre-paid or flat rate shipping boxes or engage a courier service. Work with a computer forensic specialist to determine how to locate and permanently delete electronically saved information.
                      4. Disable. Immediately cut off the employee’s access. While IT departments have grown in sophistication in the last decade, an amazing 24% of workers in the Ponemon survey said that they still had access to the company’s computer network after leaving. Of that group, 20% still had network access over one week after their employment ended.

                      Finally, keep clear records. If an employee is dishonest during the off-boarding process, the company may be more successful when seeking an injunction. For example, in states that recognize the inevitable disclosure doctrine, some courts are more willing to restrain an ex-employee when they are not trustworthy.

                      Special Considerations for Furloughed Employees

                      Because furloughed personnel are technically still employees of the company, they present unique circumstances with respect to trade secrets and confidential information. However, companies should  still implement an off-boarding process for furloughed employees. At a minimum, furloughed employees should (1) be required to return confidential information and trade secret materials to the company; and (2) no longer have access to company systems. Executing these steps in advance will reduce the likelihood that furloughed employees improperly use confidential information during their furlough period – such as leveraging the material to obtain another job.

                      Review Applicable State Laws to Assess Enforceability of Covenants Not to Compete

                      Finally, as many employers make the tough decision to reduce the size of their workforce, this is a good time to revisit the enforceability of their restrictive covenant agreements. The United States has a patchwork of state laws that vary considerably in how and when they enforce restrictive covenants. Adding to the confusion, many states are passing new legislation governing non-compete agreements, including two during the pandemic: Virginia and Indiana. What does this mean for employers now? Do not automatically assume that your restrictive covenants prevent employees from working at competitors following a reduction in force, layoff, or position elimination. Rather, employers should consult with counsel to discuss the law in the states where they operate.
                      IsRss:
                      • employment
                      • client alerts

                      Related professionals

                      7 comments

                      Leave a comment
                      1. lospis espo | Jul 08, 2020
                      2. rogerlagasca | Jul 06, 2020
                      3. rogerlagasca | Jul 03, 2020
                      4. rogerlagasca | Jul 02, 2020
                      5. rogerlagasca | Jul 02, 2020
                      6. rogerlagasca | Jul 01, 2020
                        Excellent information on your blog, thank you for taking the time to share with us. Amazing insight you have on this, it's nice to find a website that details so much information about different artists. buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours Excellent information on your blog, thank you for taking the time to share with us. Amazing insight you have on this, it's nice to find a website that details so much information about different artists.
                      7. MATLAB Assignment Help | Jun 24, 2020
                        TreatAssignmentHelp is dedicated to provide online MATLAB Assignment Help for students who is perusing degree or diploma courses in universities. We have 24/7 Customer live support where you can discuss about your troubles with our specialized writers. We pioneer the custom writing industry due to the flair and subject expertise of our pool of writers who promise to deliver 100% plagiarism free papers.For more services : Best Assignment HelpTreat Assignment HelpBest Academic AssignmentBest Online AssignmentTreat Assignment HelpBest Assignment HelpBest Assignment HelpBest Assignment HelpBest Assignment HelpTreat Assignment HelpBest Academic ServicesBest Academic ServicesBest Assignment ServicesAssignment Writing ServicesBest Assignment HelpBest Assignment ServicesBest Academic ServicesAssignment Writing ServicesBest Assignment Services

                        Leave a comment

                        LATIN AMERICA

                        Protecting Trade Secrets During the Pandemic

                        Apr 24, 2020, 16:05 PM
                        Publication Type(s):
                        Client Alerts
                        Exlcude on home page:
                        No

                        As more employees are furloughed and laid-off during the COVID-19 pandemic, now is the ideal time to update your trade secret protection program. After all, taking company information is easy for an insider: forward emails to a personal account, copy files from a company laptop to a USB drive, or use a smart phone to scan paper documents.

                        So how often does this happen? The Ponemon Institute surveyed nearly 1,000 Americans who left an employer during the 2007-08 financial crisis. The survey found that 59% took company data, 67% admitted to using their former employer’s confidential data to find a new job, and 68% intended to use company information on a new job. The current risks are much greater because entire workforces have transitioned to working from home.

                        What Employers Can Do About It: Effective Off-Boarding

                        As discussed in our April 10, 2020 Client Alert, there are a number of measures companies can take to reduce the risk that discharged employees will retain trade secrets. One of the most important aspects of a successful trade secret program is the exit interview. However, because of the pandemic, employers are facing unique challenges in conducting exit interviews remotely. Further complicating matters, employers may be forced to off-board many employees at once. It is critical to develop a simple and effective plan. Consider the following steps, easily remembered with the acronym P.A.I.D.

                        1. Prepare. Prior to the videoconference exit interview, identify which agreements are in place with the particular employee. If the employee executed a restrictive covenant agreement (such as a non-compete), review it during the exit interview and provide an electronic copy. Even when employees have no formal agreement, remind them of their obligations under laws such as the state Uniform Trade Secrets Act and the federal Defend Trade Secrets Act. Prepare an Exit Certification, which the employee must sign electronically, stating that he or she has returned all company information, documents, and other property.
                        2. Ask. Confirm the employee’s contact information and ask about his or her future plans, including the name of any new employer and the types of projects he or she will be handling. It may be necessary to send a reminder letter to the employee regarding his or her confidentiality obligations, or a cease and desist letter to the new employer.
                        3. Inventory. Take an inventory of any company property or information – physical and electronic – that the employee took off-site. During the exit interview, officially confirm this inventory with the employee and establish a plan for the return or destruction of company information. Send the employee pre-paid or flat rate shipping boxes or engage a courier service. Work with a computer forensic specialist to determine how to locate and permanently delete electronically saved information.
                        4. Disable. Immediately cut off the employee’s access. While IT departments have grown in sophistication in the last decade, an amazing 24% of workers in the Ponemon survey said that they still had access to the company’s computer network after leaving. Of that group, 20% still had network access over one week after their employment ended.

                        Finally, keep clear records. If an employee is dishonest during the off-boarding process, the company may be more successful when seeking an injunction. For example, in states that recognize the inevitable disclosure doctrine, some courts are more willing to restrain an ex-employee when they are not trustworthy.

                        Special Considerations for Furloughed Employees

                        Because furloughed personnel are technically still employees of the company, they present unique circumstances with respect to trade secrets and confidential information. However, companies should  still implement an off-boarding process for furloughed employees. At a minimum, furloughed employees should (1) be required to return confidential information and trade secret materials to the company; and (2) no longer have access to company systems. Executing these steps in advance will reduce the likelihood that furloughed employees improperly use confidential information during their furlough period – such as leveraging the material to obtain another job.

                        Review Applicable State Laws to Assess Enforceability of Covenants Not to Compete

                        Finally, as many employers make the tough decision to reduce the size of their workforce, this is a good time to revisit the enforceability of their restrictive covenant agreements. The United States has a patchwork of state laws that vary considerably in how and when they enforce restrictive covenants. Adding to the confusion, many states are passing new legislation governing non-compete agreements, including two during the pandemic: Virginia and Indiana. What does this mean for employers now? Do not automatically assume that your restrictive covenants prevent employees from working at competitors following a reduction in force, layoff, or position elimination. Rather, employers should consult with counsel to discuss the law in the states where they operate.
                        IsRss:
                        • employment
                        • client alerts

                        Related professionals

                        7 comments

                        Leave a comment
                        1. lospis espo | Jul 08, 2020
                        2. rogerlagasca | Jul 06, 2020
                        3. rogerlagasca | Jul 03, 2020
                        4. rogerlagasca | Jul 02, 2020
                        5. rogerlagasca | Jul 02, 2020
                        6. rogerlagasca | Jul 01, 2020
                          Excellent information on your blog, thank you for taking the time to share with us. Amazing insight you have on this, it's nice to find a website that details so much information about different artists. buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours Excellent information on your blog, thank you for taking the time to share with us. Amazing insight you have on this, it's nice to find a website that details so much information about different artists.
                        7. MATLAB Assignment Help | Jun 24, 2020
                          TreatAssignmentHelp is dedicated to provide online MATLAB Assignment Help for students who is perusing degree or diploma courses in universities. We have 24/7 Customer live support where you can discuss about your troubles with our specialized writers. We pioneer the custom writing industry due to the flair and subject expertise of our pool of writers who promise to deliver 100% plagiarism free papers.For more services : Best Assignment HelpTreat Assignment HelpBest Academic AssignmentBest Online AssignmentTreat Assignment HelpBest Assignment HelpBest Assignment HelpBest Assignment HelpBest Assignment HelpTreat Assignment HelpBest Academic ServicesBest Academic ServicesBest Assignment ServicesAssignment Writing ServicesBest Assignment HelpBest Assignment ServicesBest Academic ServicesAssignment Writing ServicesBest Assignment Services

                          Leave a comment

                           

                          KEY INSIGHTS

                          Protecting Trade Secrets During the Pandemic

                          Apr 24, 2020, 16:05 PM
                          Publication Type(s):
                          Client Alerts
                          Exlcude on home page:
                          No

                          As more employees are furloughed and laid-off during the COVID-19 pandemic, now is the ideal time to update your trade secret protection program. After all, taking company information is easy for an insider: forward emails to a personal account, copy files from a company laptop to a USB drive, or use a smart phone to scan paper documents.

                          So how often does this happen? The Ponemon Institute surveyed nearly 1,000 Americans who left an employer during the 2007-08 financial crisis. The survey found that 59% took company data, 67% admitted to using their former employer’s confidential data to find a new job, and 68% intended to use company information on a new job. The current risks are much greater because entire workforces have transitioned to working from home.

                          What Employers Can Do About It: Effective Off-Boarding

                          As discussed in our April 10, 2020 Client Alert, there are a number of measures companies can take to reduce the risk that discharged employees will retain trade secrets. One of the most important aspects of a successful trade secret program is the exit interview. However, because of the pandemic, employers are facing unique challenges in conducting exit interviews remotely. Further complicating matters, employers may be forced to off-board many employees at once. It is critical to develop a simple and effective plan. Consider the following steps, easily remembered with the acronym P.A.I.D.

                          1. Prepare. Prior to the videoconference exit interview, identify which agreements are in place with the particular employee. If the employee executed a restrictive covenant agreement (such as a non-compete), review it during the exit interview and provide an electronic copy. Even when employees have no formal agreement, remind them of their obligations under laws such as the state Uniform Trade Secrets Act and the federal Defend Trade Secrets Act. Prepare an Exit Certification, which the employee must sign electronically, stating that he or she has returned all company information, documents, and other property.
                          2. Ask. Confirm the employee’s contact information and ask about his or her future plans, including the name of any new employer and the types of projects he or she will be handling. It may be necessary to send a reminder letter to the employee regarding his or her confidentiality obligations, or a cease and desist letter to the new employer.
                          3. Inventory. Take an inventory of any company property or information – physical and electronic – that the employee took off-site. During the exit interview, officially confirm this inventory with the employee and establish a plan for the return or destruction of company information. Send the employee pre-paid or flat rate shipping boxes or engage a courier service. Work with a computer forensic specialist to determine how to locate and permanently delete electronically saved information.
                          4. Disable. Immediately cut off the employee’s access. While IT departments have grown in sophistication in the last decade, an amazing 24% of workers in the Ponemon survey said that they still had access to the company’s computer network after leaving. Of that group, 20% still had network access over one week after their employment ended.

                          Finally, keep clear records. If an employee is dishonest during the off-boarding process, the company may be more successful when seeking an injunction. For example, in states that recognize the inevitable disclosure doctrine, some courts are more willing to restrain an ex-employee when they are not trustworthy.

                          Special Considerations for Furloughed Employees

                          Because furloughed personnel are technically still employees of the company, they present unique circumstances with respect to trade secrets and confidential information. However, companies should  still implement an off-boarding process for furloughed employees. At a minimum, furloughed employees should (1) be required to return confidential information and trade secret materials to the company; and (2) no longer have access to company systems. Executing these steps in advance will reduce the likelihood that furloughed employees improperly use confidential information during their furlough period – such as leveraging the material to obtain another job.

                          Review Applicable State Laws to Assess Enforceability of Covenants Not to Compete

                          Finally, as many employers make the tough decision to reduce the size of their workforce, this is a good time to revisit the enforceability of their restrictive covenant agreements. The United States has a patchwork of state laws that vary considerably in how and when they enforce restrictive covenants. Adding to the confusion, many states are passing new legislation governing non-compete agreements, including two during the pandemic: Virginia and Indiana. What does this mean for employers now? Do not automatically assume that your restrictive covenants prevent employees from working at competitors following a reduction in force, layoff, or position elimination. Rather, employers should consult with counsel to discuss the law in the states where they operate.
                          IsRss:
                          • employment
                          • client alerts

                          Related professionals

                          7 comments

                          Leave a comment
                          1. lospis espo | Jul 08, 2020
                          2. rogerlagasca | Jul 06, 2020
                          3. rogerlagasca | Jul 03, 2020
                          4. rogerlagasca | Jul 02, 2020
                          5. rogerlagasca | Jul 02, 2020
                          6. rogerlagasca | Jul 01, 2020
                            Excellent information on your blog, thank you for taking the time to share with us. Amazing insight you have on this, it's nice to find a website that details so much information about different artists. buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours buy youtube watch hours Excellent information on your blog, thank you for taking the time to share with us. Amazing insight you have on this, it's nice to find a website that details so much information about different artists.
                          7. MATLAB Assignment Help | Jun 24, 2020
                            TreatAssignmentHelp is dedicated to provide online MATLAB Assignment Help for students who is perusing degree or diploma courses in universities. We have 24/7 Customer live support where you can discuss about your troubles with our specialized writers. We pioneer the custom writing industry due to the flair and subject expertise of our pool of writers who promise to deliver 100% plagiarism free papers.For more services : Best Assignment HelpTreat Assignment HelpBest Academic AssignmentBest Online AssignmentTreat Assignment HelpBest Assignment HelpBest Assignment HelpBest Assignment HelpBest Assignment HelpTreat Assignment HelpBest Academic ServicesBest Academic ServicesBest Assignment ServicesAssignment Writing ServicesBest Assignment HelpBest Assignment ServicesBest Academic ServicesAssignment Writing ServicesBest Assignment Services

                            Leave a comment

                            KEY CONTACTS