Veteran lawyer Jeremy Goldstein has committed and dedicated his career in employment law. He earned his law degree from the New York University School of Law. Before taking up his law degree, Jeremy took another high-level degree at the University of Chicago. He also graduated with flying colors from Cornwell University.
He worked as an associate lawyer in a large firm in New York City before establishing his own law firm. He handled many legal transactions for various large corporations such as mergers and acquisitions. Among these corporations include Phillips Petroleum Company, Miller Brewing Company, Duke Energy, MNBA Corporation, Verizon Wireless, Merck, and Dow Chemical Company among others.
While handling their legal aspects, Jeremy realized how common conflicts of interest and contract enforcement are. After conducting a series of research, Jeremy Goldstein founded his own firm and named it Jeremy L. Goldstein and Associates. The firm especially concentrates on employment law associated with executive compensation and corporate governance.
Spanning for more than a decade, the firm still continues to serve upper-level management teams and CEOs. Until now, Jeremy L. Goldstein and Associates remains dedicated to offering unparalleled legal counsel and representation for all matters associated with the employment niche. As a lawyer, Jeremy is passionate about making sure that the rights and interests of his clients are well-protected.
One of the specific areas that he offers legal counsel is that which involves non-compete agreements. These agreements are also known as restrictive covenants or non-compete covenants. This kind of agreement is intended to protect the rights of employers in particular situations. Unknown to many employers, they might be exposed to unnecessary risks if they do not execute tailor-fitted agreements based on their specific needs.
One of the crucial roles of a non-compete agreement is to specify the length of time your former employee must wait before applying for employment with your competitor or working in the same industry within a particular geographic location. Employers might have several reasons why they would want to restrict the effect of competition from previous employees. This could include employees access to patented formulae or strategies that they could use for their own personal gain or gain influence from direct competitors, which could result to lose to the business of his previous employer.
Courts, in general, however, may not at all enforce some non-compete agreements they feel are extremely restrictive that employees could feel they are coerced into staying with the company. This kind of agreement must be written in a way that it safeguards the interest of the business from using critical corporate information that would ultimately harm the business. Hiring a seasoned lawyer like Jeremy Goldstein to prepare the agreement so the court could deem it as reasonable to both parties is crucial.
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