The employee desires to be employed by the company in a capacity in which he/she may receive, contribute, or develop confidential and proprietary information. Such information is important to the future of the company and the company expects the employee to keep secret such proprietary and confidential information and not to compete with the company during his/her employment and for a reasonable period after employment.
Competition Non Competition For Resources In Cuyahoga
State:
Multi-State
County:
Cuyahoga
Control #:
US-00046
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Word;
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FAQ
Ohio is currently one of fewer than a dozen states without legislation on noncompetes, such as prohibiting them, requiring notice, limiting them to high-wage earners, or other similar limitations. Instead, the enforceability of noncompetes in Ohio remains governed by the 1975 Ohio Supreme Court case Raimonde v.
Working for a competitor company or competing individual. Starting a company that offers the same products or services. Developing competing products or providing competing services.
Yes, but it's rare. Most non compete agreements don't hold up under legal challenge, as a company cannot keep you from employment in your specialty. The only ones that hold up are VERY narrow in their focus, pertaining to highly confidential materials/intellectual property.
Non-competes ensure that the employee will not use information learned during employment to start a business and compete with the employer once work is over. It also ensures that the employer keeps its place in the market.
Competing company means any business, individual, partnership, firm, corporation or other entity which wholly or in any significant part engages in any business competing with the business.
The restrictive provisions of the non-compete agreement must be reasonable, and courts will only enforce non-compete agreements to the extent necessary to protect the employer's “legitimate business interests.” If this requires the court to reduce or otherwise edit or remove terms in the non-compete agreement, it will ...
Ohio Senators Introduce Bill to Ban Non-Compete Agreements. On January 22, 2025, Ohio state Senators Louis W. Blessing (R) and William P. DeMora (D) introduced Senate Bill 11, which, if enacted, would prohibit employers from entering into and/or enforcing a noncompete agreement with a “worker” or “prospective worker”.
Under Ohio law, noncompetition contracts are generally enforceable if they are reasonable. The question of what's reasonable is a very fact-specific one though. It depends on the particular circumstances of a given situation, and the Ohio Supreme Court has set out a legal test for courts to apply.
Although there are no Ohio Revised Code sections dealing with non-competes in Ohio, case law dictates that a non-compete agreement must be “reasonable” in order to protect the employee. A reasonable non-compete agreement in Ohio must: Be no greater than is required for the employer's protection of a legitimate interest.
For example, Ohio law recognizes that “continued employment” of an at-will employee is sufficient consideration for entering into a non- competition agreement with that employee, even after that employee has begun working for the company. B.J. Alan Co., supra, 2014-Ohio-2938, ¶ 30.