Did you work for Oracle, NVIDIA, or Gilead in California?
Employment contracts at these companies may contain restraints on your rights that California law does not permit — noncompete, non-solicitation, or similar restrictions on what you can do after you leave.
If you were employed within the past year, current and former employees alike may have legal recourse.
Call (626) 808-4357Attorney Advertisement. Matthew B. Hayes, a California-licensed attorney at Hayes Pawlenko LLP in South Pasadena, is responsible for this advertisement. No result is guaranteed.
You may have a claim if:
- You worked for Oracle, NVIDIA, or Gilead Sciences in California within the past year.
- You signed an employment, offer, confidentiality, or separation agreement with that company.
- That agreement limited where you could work, who you could work for, or who you could contact after leaving.
- No one gave you written notice that such a restriction is void under California law.
Most post-employment restraints are void here
California Business and Professions Code section 16600 makes a contract that restrains someone from engaging in a lawful profession, trade, or business void, subject to narrow statutory exceptions. California courts have read it broadly, and it can reach an agreement even where the employee signed it in another state or the contract names another state’s law.
Recent legislation added employee protections
Effective January 1, 2024, California law makes it unlawful to include a void restraint in an employment contract or to attempt to enforce one, and required employers to give written notice to affected current and former employees. An employee may bring an action, and a prevailing employee may recover attorney’s fees and costs.
Whether any particular agreement contains an unlawful restraint depends on its specific terms and the facts of that person’s employment. The review is free and confidential, and there is no obligation.
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