You can agree with us that, at times, getting the right legal representation and finding a good attorney feels like trying to catch a fish while running away from a twenty-foot-high tide, especially when time and money are of the essence and the pressure of getting results before you move too far down the rabbit hole is building up. Certainly, only when you desperately need reliable legal representation, probably not from the types of Saul Goodman, will you understand the importance of having the right attorney by your side. So, are you looking for legal representation? Do you need an attorney with the skills and legal expertise that match your needs? How much do you value your time and hard-earned money? Then look no further because whenever you require legal representation, the Law Offices of Vincent Miletti, Esq., the Strongest Name in Law, got your six.

We are the authoritative force in Employment & Labor Law, providing diverse legal services in both a traditional and online, web-based environment, whether be it for small businesses or large-scale businesses on a panel or a case-by-case basis. Hitherto, serving as primary counsel or cumis counsel, we are not only taking over the industry when it comes to Employment Defense and Employment Practices, but also in Intellectual Property Defense (Trademark, Copyright, and Proprietary Information), Management Side Defense, Regulatory and Compliance, Business Law & Corporate Law, and Professional Liability, among others. Whether serving directly or on behalf of a third party (EPLI, D&O, E&O), we stay unusually motivated® to take on all your needs!

Operating in Brooklyn, New York, the larger New York City, and New York State, as well as in the firm’s new office located in Astoria Queens, your life-changing encounter with Vinny Miletti Esq., the founder and owner of Miletti Law®, whose legal expertise, knowledge, and experience has grown immensely over time since the firm first opened its doors is just an email and/or a call.

Still, in addition to providing legal services, you can concur with us that information is power, and, as such, we have diligently committed ourselves to creating a range of authoritative, trustworthy, and engaging content available on our website and social media platforms. In this regard, feel free to visit and follow us on Facebook, Instagram, Twitter, Yelp, and LinkedIn via the website, as well as subscribe to our Blog, YouTube Channel, and News Letter through https://milettilaw.com/blog and https://www.youtube.com/@MilettiLaw, and https://milettilaw.com/#7665b240-0790-4562-ac0f-9444f9f5165a, respectively, to enjoy such content aimed to keep our unusually motivated® readers informed about how diverse legal issues affect them and/or their businesses.

In this regard, this blog is Part XXII of our series, “Key Employment Law Issues for Businesses & Companies in New York.” In Part XXI, we offered insight into things employers should consider when it comes to notice and posting requisites in regard to new hires and mentioned that the law requires employees to be provided with notices of the employer’s policies on working hours, holidays, personal leave, vacation, and sick leave. We also added that employers in New York are required to create and provide employees with postings with information including, but not limited to, equal pay, sexual harassment, workers’ compensation, unemployment insurance, discrimination, and minimum wage.

To move this discussion forward, this blog is titled “New York Labor Laws on Executing Restrictive Covenants during New Employee Hiring & Onboarding” and is a review of why an employer should consider executing restrictive covenants during the process of new employee hiring and onboarding.

New York Labor Laws on Executing Restrictive Covenants during New Employee Hiring & Onboarding

Today, most start-up and growing businesses use massive resources and incur very high costs building a base of customers, training their workforces, and developing intellectual property (such as copyrights, moral rights, trademarks, patents, and trade secrets). This goes without saying that all of these require to be guarded and protected from intrusion, theft, or misappropriation by unauthorized personnel.

In our blog titled “Fundamental Aspects of Restrictive Covenants!” and accessible at https://milettilaw.com/f/fundamental-aspects-of-restrictive-covenants, we mentioned that restrictive covenants are contractual devices that employers may utilize to safeguard their employee, client, and customer relationships, trade secret, proprietary or confidential information, and other competitive interests. This means that through such a covenant, an employee’s ability to solicit employees and/or clients of the employer, compete with their employer, and disclose or use the employer’s trade secrets or other confidential information after termination is limited.

Thus, to prevent them, following employment separation, from soliciting other employees to leave the business, soliciting clients/customers, misappropriating a company’s confidential information or trade secrets, or working for a competitor, employers need to execute restrictive covenants with new hires. Most importantly, they need to seek expert advice on how to draft restrictive covenants and the legal implications of doing the same.

In Part XXIII of the series, we will, in our blog titled “New Employee Hiring & Onboarding: Drafting Non-Compete Agreements,” hammer on what employers, particularly new ones, should be cognizant of and consider when it comes to drafting and executing non-compete agreements.

As usual, stay tuned for more legal guidance, training, and education. In the interim, if there are any questions or comments, please let us know at the Contact Us page!

Always Rising Above the Bar,

Isaac T.,

Legal Writer, Author, and Publisher.