For example, in the legal proceedings Phoenix Restorations Limited v. Brownlee 2010 BCSC 1749, Phoenix sued a court publication ban to impose a no-debauchery clause. For a company, its employees and customers are important. Companies use no-debauchery agreements to prevent former employees from recruiting customers or employees. The agreement has two main objectives: thank you for reading the CFI guide on debauchery bans. To promote your financial education, the following CFI resources may be helpful. 2. The employee agrees that the clauses contained in this agreement are appropriate and necessary to protect the commercial interests and good business of the company. Non-competition and the ban on debauchery are often seen as the same thing. Non-debauchery clauses in employment contracts are sometimes referred to as “non-competition”. However, there are marked differences between a non-competition clause and a ban on debauchery. A non-compete clause is used to prevent a former employee from working for another company in the same sector as the one that would be a competitor of the worker`s former employer, while a no-poofing agreement is used to prevent the former worker from advertising to customers or employees of a former employer. PandaTip: It is important to explain that the no-pocher agreement is not considered invalid if only one article of the agreement is held by a court to be unenforceable or non-binding.

This proposal makes it clear that the validity of this agreement does not depend on the validity of a particular article. Before hiring John, he had to sign an employment contract containing a no-debauchery clause. PandaTip: Your debauchery ban agreement should have a clearly defined duration, which begins when the employer and worker separate. Most debauchery bans last 24-36 months, but you can adjust this pattern with your company`s preferred duration. A no-pocher agreement for employees often includes a non-compete clause. The waiver or omission of either party to exercise in any way any right under this Agreement shall not be deemed a waiver of any other rights or remedies to which the party is entitled. Note: Before using our free poofing clause below on this page, it is essential to read our additional policies and legal information about restrictive agreements: Essentially, a no-poofing agreement is used to protect a company`s income and, in particular, prevent employees from recruiting customers or employees from their previous employer. This checklist is available to inform you of this document in question and to help you establish it. Prohibitions on debauchery are particularly important for sales jobs where vendors, such as bees, can float from one employer to another and take away important business, to the detriment of the former employer. In addition, many new employers will recruit new employees mainly for their “old” business book, which in this case is your account list. In the example above, the agreement is used to prevent former employees from recruiting customers and removing them from the company the employee previously worked for.

Note: In clause 6c of our prohibition of debauchery agreement above, we intend to change (less broadly) the scope of the restriction. If the agreement is ambiguous or contains unfair terms, it is unenforceable before the courts. There must be a legitimate business reason for an employee to sign a no-pocher agreement.