Morale at work has been super low for the past few years, ever since the CEO/President bragged about how well they did in 2021 “record profits, over and beyond anything we ever expected” and 2022 “we barely made more than we did last year”, but none of that success trickled down to the people responsible for that success. I’m surrounded by people actively looking for work elsewhere. So, to keep people from quitting, the company forced everyone to sign the agreement in the Imgur link I’ve attached. Of course it gives all power to the company, and of course we had to sign it under penalty of losing our jobs immediately.
This of course is in addition to Top Management blaming the Bottom Management for the morale issue, and rebranding poor morale as an “engagement issue”. They’re also forcing the workers to come up with solutions for the “engagement issue”, going so far as to put it on our annual reviews. Part of our “goals for the upcoming year” is to deal with “low engagement”. That’s right, if we don’t come up with solutions for our own morale problem, it will look poorly on our reviews.
I have worked for some brain-dead companies before, but I’ve never seen such myopia in Leadership. At least previously I knew I was getting fucked on purpose. Right now I’m not sure if it’s an accident.
Due to being overbroad, these kinds of boilerplate agreements are largely unenforceable of challenged.
However most folks can’t afford the lawyer.
It’s not even necessary to challenge it. You quit, go work for a competitor, they send you an angry lawyers letter threatening you, you ignore it and the company backs down. Unless you are legitimately stealing their customers, it’s not even worth the cost of filing a lawsuit for an employer to go after an employee for violating a non-compete, so they just stop at the angry lawyers letter.
Most are not in a position to afford such a risk. Council may be able to give advice aligned with your suggestion, but access remains a barrier.
Liberal systems are framed as giving freedom to everyone, but in fact they simply support the preexisting conditions of social stratification and marginalization. Unfortunately, unless workers support each other directly, the few will remain powerful and many more will remain disenfranchised.
These are “non-enforcable” in some states.
Michigan is just passed rules about these and that’s the state listed.
I’m not complete opposed to non -competes. I think they should have to pay you the whole time.
I was typing up a long reply basically saying this, but you summed it up. In most cases, it’s pure nonsense. Unless you’re actively sharing legitimate trade secrets that you were especially privy to, which could reasonably tank the company’s position or competitive advantage based on your actions, it’s trash talk. Change roles to your biggest competitor and tell your CEO/president to eat a side of juicy cockroaches alongside their breakfast of profits while your new employer values your particularly meaningful “suggestions”.
I don’t see how this is legal in any way to force you to sign an agreement like that. I’d be searching for a new job the second a company even consideres forcing me to sign. Also, I’d probably be petty enough to “accidentally” leak classified information that multiple others know of on some forum on TOR just to spite this kind of behavior.
IANAL but wouldn’t making employees sign this after they are hired and have been working for the company be seen as coercion or signing under duress (threatened about losing your income if you don’t sign) and make it null and void if challenged later?
Probably not. Employers can fire employees at any time for any reason at all.
I don’t doubt they could be fired for not signing, I’m saying that even if they do sign they probably don’t have to obey the contract since it was signed under duress. Then they can sign to keep their job, quit once they find another job and not worry about the non-compete.
That definitely seems like a case where a consultation with an employment lawyer is necessary. The non-compete is super broad and vaguely defined making it potentially unenforcable. They didn’t even define what a “reasonable amount of time” is. It could just be 1-2 months. And if you were forced to sign it then and there or lose your job, that opens up even more possibilities to have this thrown out.
But local laws on non-competes vary a lot making any advice from the internet pointless. You might also have to take some actions rather soon after signing it or it will stick. So spending $200 on a short consultation could pay off in the long run. If you shop around for a bit you might even find a free consultation.
In several countries they are outright illegal unless the person is paid for the non-compete period.
In the US, however…
From what I’ve read and been presented as long as you can prove they stop you from being gainfully employed they are barely worth the paper printed on. I could be very wrong though.
In any " At Will" state. A few states might have some ridiculous shit going on.
That’s a very different and far less employee friendly situation.
In your case an ex-employee can still be stopped from taking certain better paying jobs (because he or she can still find what the Law deems as “gainful employment” even if paying less) all the while the ex-employer pays nothing for limiting the freedom of that person, plus the onus of proof if fighting the non-compete is on the ex-employee, not on the ex-employer.
Meanwhile in those other countries the ex-employee has to pay the ex-employer for the non-compete (and if it’s taken to court prove that they were paying for it) or the non-compete simply gets thrown out by the court, with no need for the ex-employer to prove anything.
Your is not a good and fair situation because an entity can still leverage its position of power to obtain benefits (quite possibly very significant ones) from a person after the period of a contract is over without having to pay for it, it’s simply not as extremelly bad as becoming unable to feed yourself (by not being able to find “gainful employment”). Sure you’re not completelly totally fucked, just very fucked.
That’s not at all comparable with the situation were by law they have to pay an ex-employee for it and it has to be set in stone contractually from the start (i.e. if they don’t used it it’s their problem) - in your case the ex-employee starts from having his or her post-employement choices limited at no cost for the ex-employer and having to dig his or her way out of it whilst in less shitty countries the ex-employer has to have a proper contract with actual monetary compensation to obtain that benefit of an ex-employee refraining from taking certain jobs, even it ends up being useless.
I’m actually shocked so many people seem to think what you described is a good thing, when it’s clearly a “the employee is still fucked at no cost for an employer, just not so totally fucked they end up homeless and starving to death”.
Where are you getting all this. The employee doesn’t have to do anything. The employer would have to sue them for breach, at the employers cost. You present it like a no cost to the employer thing. Of course never sign one of these anyway. They can’t fire you instantly for it. Tell them your lawyer will read it and you will get back to them. Should buy you a week or two to look for a new job.
