Dear Folks,
Your Ex employees are not your enemy, but they are your Brand bearers.
One day everybody has to leave any given organisation.
i am surprise to see the suggestion on the very critical situation.
one Senior is suggesting negative BGR, imposting fake allegations of harasement.
are they really HR professional or some kind of frustrated Goons who want "Revenge" from Ex employee.
I prey to God bless them to think like Human first before be a Human Resource Proffesional.
Anki
From India , Delhi
5Your Ex employees are not your enemy, but they are your Brand bearers.
One day everybody has to leave any given organisation.
i am surprise to see the suggestion on the very critical situation.
one Senior is suggesting negative BGR, imposting fake allegations of harasement.
are they really HR professional or some kind of frustrated Goons who want "Revenge" from Ex employee.
I prey to God bless them to think like Human first before be a Human Resource Proffesional.
Anki
From India , Delhi
An employer may have some options to deter an employee from leaving the organization and joining a competitor, but it's important to note that these options are not always legal or enforceable. Here are a few possibilities:
1) Reminding the employee of their non-compete clause: The employer may remind the employee of the non-compete clause in their employment agreement and the potential legal consequences of violating it.
2) Offering a counter-offer: The employer may try to retain the employee by offering them a counter-offer, such as a raise, promotion, or other incentives.
3) Seeking an injunction: In some cases, the employer may seek an injunction from the court to prevent the employee from working for a competitor.
4) Damages: If the employee does leave and join a competitor, the employer may seek damages for any losses suffered as a result of the employee's actions.
It's important to note that non-compete clauses are generally not enforceable under the laws of many countries and courts may not enforce such agreements that are overly restrictive in scope or duration, or if they are not reasonable with respect to the circumstances under which they have been implemented. An employer should consult with legal counsel before taking any action to enforce a non-compete clause.
From India, Mumbai
1) Reminding the employee of their non-compete clause: The employer may remind the employee of the non-compete clause in their employment agreement and the potential legal consequences of violating it.
2) Offering a counter-offer: The employer may try to retain the employee by offering them a counter-offer, such as a raise, promotion, or other incentives.
3) Seeking an injunction: In some cases, the employer may seek an injunction from the court to prevent the employee from working for a competitor.
4) Damages: If the employee does leave and join a competitor, the employer may seek damages for any losses suffered as a result of the employee's actions.
It's important to note that non-compete clauses are generally not enforceable under the laws of many countries and courts may not enforce such agreements that are overly restrictive in scope or duration, or if they are not reasonable with respect to the circumstances under which they have been implemented. An employer should consult with legal counsel before taking any action to enforce a non-compete clause.
From India, Mumbai
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Non-compete clause in service contracts.pdf
Non-compete Clause of Infy.jpg
Non compete.doc