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The most common way to do this is through legal means, such as non-compete and non-disclosure agreements.
Canadian employees were required to sign a 12 month non-compete agreement.
The extent to which non-compete clauses are legally allowed varies per jurisdiction.
For this reason, non-compete agreements have been popular among companies with employees working in states where they are allowed.
The company announced that former employees would be released from non-compete clauses, allowing them to contact and continue to represent past clients.
About 45 employees left the company after refusing to sign a new employee agreement which contained a three years non-compete clause.
The sale agreement included a three year non-compete clause.
These regional affiliates felt that the new company would be violating non-compete agreements that the former companies had made with the affiliates.
Also, there would be a less restrictive non-compete clause: they would be compensated only for any revenue loss caused by improvements near the toll roads.
Some law firms build their law practice around these agreements and represent employees, employers and potential new employers of an employee currently bound by a non-compete agreement.
He signed a non-compete agreement with his former partners in exchange for their keeping quiet about the affair, effectively blackballing him out of his area of expertise.
It was accepted, and he received a 4.5 million-euro payout on his remaining contract, with another 1.5 million-euro payment at the end of a one-year non-compete agreement.
In order to protect trade secrets, companies may require employees to sign non-compete clauses which will impose limitations on an employee's interactions with stakeholders, and competitors.
For example, if a doctor had signed a non-compete clause with a clinic, the non-compete clause might prevent the doctor from earning a living if he left the clinic's employment.
Non-compete clauses are automatically void except for a small number of exceptions.