Hiring a Competitor's Employees: Minimizing Litigation Exposure, Defending Competitor Lawsuits
Recording of a 90-minute CLE webinar with Q&A
This CLE course will provide guidance to employment counsel on mitigating legal risks when hiring an employee from a competitor. The panel will explain best practices to decrease litigation exposure and also highlight key defenses to competitor lawsuits.
- Due diligence strategies before recruiting a competitor’s employees
- Best practices for employers during the hiring process and employment relationship
- Defending claims brought by the competitor
The panel will review these and other key issues:
- What risks are inherent in hiring key employees from a competitor?
- What special considerations come into play when a new employee is subject to a noncompete, nondisclosure or nonsolicitation agreement with a competitor?
- What are some best practices for employers to follow when hiring a competitor’s employee to protect the company and avoid litigation?
- What potential claims might the competitor bring against the new employer—and what are some effective defenses to those claims?
Stephen E. Baumann, II, Esq.
Mr. Baumann represents and advises employers of all sizes in complex litigation and employment law in a broad range of... | Read More
Mr. Baumann represents and advises employers of all sizes in complex litigation and employment law in a broad range of matters in federal and state courts nationwide. He has represented employers in litigation brought under trade secrets and unfair competition laws, Title VII of the Civil Rights Act, the Americans with Disabilities Act, and the Age Discrimination in Employment Act, among others.Close
Danielle L. Kitson
Ms. Kitson provides advice and counsel to a wide range of employers, representing their interests in a variety of... | Read More
Ms. Kitson provides advice and counsel to a wide range of employers, representing their interests in a variety of employment litigation matters in federal and state courts. She handles claims involving wrongful termination, wrongful denial of benefits, constructive discharge, sexual harassment, discrimination and retaliation, and wage and hour claims.Close