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Limiting Solicitation of Employees in the Digital Age - Understanding The Impact of US v. Adobe
ExecSense, March 2011, Minutes: 60
“Limiting Solicitation of Employees in the Digital Age – Understanding The Impact of US v. Adobe” is a time efficient way to be in-the-know on the most up to date facts and ramifications of this Department of Justice settlement and take proactive steps on behalf of current and prospective clients it could impact the most. Take the 60 minutes to view this webinar (on your computer, mobile phone, iPad, Kindle or printed out) to make sure you have answers ready to key questions you are sure to be asked on the immediate ramifications of this settlement by colleagues and clients, as companies may no longer be able to enter, maintain or enforce agreements that prevent persons from soliciting, cold calling, recruiting, or otherwise competing for employees.
Upon ordering, ExecSense will email you a link to download the webinar files for viewing on your computer, mobile phone, iPod, iPad, Kindle or printed out. The downloaded files will include the PowerPoint presentation, audio narration and jpeg images of the slides (for watching on your mobile media device). Take advantage of your next commute, flight, business trip, lunch, or free hour in your schedule to view this webinar.
The webinar is led by an expert on the ramifications of this DOJ settlement and its implications for businesses’ recruiting and hiring practices, Gabriel Levine, Associate of Scherer, Smith & Kenny LLP, and focuses on:
- Everything you need to know in 60 minutes about the impact of the US v. Adobe case, including the subject agreements, allegations made by the US DOJ, and stipulations reached between the DOJ and defendants that impact businesses’ recruiting and hiring processes
- Proposals and discussion regarding how employers can legitimately prevent employee poaching, in the face of the Adobe Consent Decree and these other laws/restrictions.
- What to know about the consent decree reached between the United States Department of Justice and various technology companies invalidating agreements between those companies that severely restricted their ability to recruit from one another’s employee bases. Learn important lessons regarding how far you can go in attempting to secure your company’s or clients’ most valuable asset – their employees – in this age of ever-increasing employee mobility.
- Perspective on the impact of the DOJ’s settlement on the future legality of employee non-solicitation agreements, whether the DOJ’s condemnation of these agreements among technology companies also applies to any business that seeks to reach agreements with its competitors to limit the hiring of each other’s employees or their compensation levels, whether the DOJ’s judgment will be binding in states that do not already prohibit contracts restraining individuals “from engaging in any lawful profession, trade, or business,” what types of non-solicitation agreements will be considered “ancillary to legitimate pro-competitive collaborations” and therefore permissible, and how such permissible non-solicitation agreements must be worded and documented to pass muster
- The 10 questions being asked the most by labor and employment lawyers and their clients with respect to how this settlement will impact them and what proactive steps they should be taking right now to adequately review and adjust their recruiting and hiring processes
- Case studies of what other labor and employment lawyers are doing for their clients, now and in the future, based on this settlement
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