HRM 546 Week 2 learning team .docx - Running head LEARNING TEAM DELIVERABLE Learning Team deliverable HRM\/546 June 9 2014 James Rambeau 1 LEARNIN TEAM

HRM 546 Week 2 learning team .docx - Running head LEARNING...

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Running head: LEARNING TEAM DELIVERABLE 1 Learning Team deliverable HRM/546 June 9, 2014 James Rambeau
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LEARNIN TEAM DELIVERABLE 2 Learning Team deliverable Employer and employee both make mistakes when it comes to who is liable for someone else’s work. It is important that the employer follow State and Federal regulations at all times to prevent vicarious liability of both parties. The relationship between employer and employee is still essentially contractual (Hartman & Bennett-Alexander) 2007. A non-compete agreement usually requires that an employee not disclose trade secrets, solicit other employees, or customers or enter into competition with the employer upon termination of the employment relationship. (Hartman & Bennett-Alexander) 2007. Team C will review, various liability, how and why reasonable restrictions, and how non-compete agreements differ from industry to industry. Most organizations will not permit their employees to work for another organization that is a competitor even after the employee is terminated. Companies fear that employees will sell their secrets and other confidential information to their competitor; therefore, most companies have their employees sign a non-compete contract which prevents them from working for their competitors. The NCA indicates that an employee should not work for a competitor for a certain amount of time span upon leaving or being terminated. Organization restrictions vary from
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  • Spring '13
  • The American, Health care provider, Trade secret, Non-compete clause

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