Beginning in 2017, Illinois banned competition bans against employees earning less than $13 an hour.   However, competition prohibitions find a serious restriction on trade and a person`s ability to find employment or to find employment in order to earn a living. For this reason, there is a tendency to limit the applicability of such clauses. The applicability of these clauses varies considerably between jurisdictions and there may even be differences within a jurisdiction (for example, the rules vary from state to state in the United States). As a general rule, a non-competition clause is a contract between an employer and an employee under which the worker undertakes not to compete with the employer after the termination of the employment relationship. But be careful, not all states allow competition bans and those that recognize different levels of protection for employers. Indeed, in 2016, the White House issued a “call to action” for states to reform their restrictive federal laws. This is what several states across the country have done by proposing and passing laws that further protect workers, limiting or totally banning certain prohibitions on competition. (You can find a list of some states that have passed new laws or introduced new laws at the end of this article.) However, Ohio remains a state that recognizes that prohibitions on competition with self-employed workers or contractors are a valid and enforceable way for employers to protect their economic interests — but the agreement must be reasonable. To be enforceable, a non-competition clause must meet the requirements of contract law, in particular by taking adequate account of it, as well as the specific legal requirements and analyses of the State. For prohibitions of competition that are used in the context of outright employment, in many States employment or the maintenance of employment, including “by begärbebe”, are sufficiently taken into account when the non-competition clause is concluded at the beginning of the employment context. However, in some legal systems, staff must receive an additional benefit, for example. B an additional financial consideration (e.g.
B a signing or retention bonus), highly specialized training or a promotion or salary increase related to the imposition of non-competition. Other legal systems require the use of a threshold before a non-competition clause can be applied. In Ohio, a non-compete clause is appropriate if the agreement: (1) is not greater than what is necessary to protect a legitimate interest by the employer; (2) does not impose unreasonable harshness on the worker and (3) is not prejudicial to the public. . . .