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NOTE: Chapman Law Group DOES NOT represent licensed healthcare professionals in employment law matters such as Family Medical Leave Act (FMLA), retaliation/wrongful discharge, workplace harassment, wage/hour, employment discrimination, and Americans with Disabilities Act (ADA). These are matters for which we recommend you contact a labor and employment law attorney.
Non-compete agreements, also called restrictive covenants, are an increasingly common requirement for employment in many sectors, including health care. Sometimes non-compete agreements appear as a clause within a contract. Other times, they are separate contracts in and of themselves. Though common, the terms of non-compete agreements vary greatly.
When presented with these agreements, many people simply sign and return them to their employers without really understanding exactly what commitment they are making. It is only after they leave that position and seek other employment do they realize how much a bind they’re in due to restrictions on their ability to work within a certain area, within a certain period of time, and/or within their particular field of work.
Covenants not to compete are permissible under MCL § 445.774a in Michigan and in Florida under sections 542.33 & 542.335. However, these non-compete agreements are only enforceable when they are reasonable.
Generally, noncompete clauses or agreements place restrictions on a person’s ability to work in three different ways:
Geographical restrictions sometimes are minimal, restricting a former employee from working for a competitor within a 50-mile radius. Other times, the restrictions can be nationwide or even international in limited cases.
Similarly, time restrictions may be short and restrict a former employee from competing within a six-month time frame — or they could restrict one’s employment options for years. Line of business clauses likewise can be narrow or broad.
The best approach when presented with a noncompete agreement or with an employment contract that includes a covenant not to compete is to retain an experienced attorney to review the proposed terms before you sign.
If you are a physician, having a health care law attorney who is well-versed in business law there to review the agreement for you has two potential benefits:
This will enable you to plan accordingly and make appropriate decisions.
Often, the non-compete terms presented to you will be reasonable. In those cases, your lawyer can reassure you that your employer is being fair and that you are making a commitment that is reasonable. In other cases, certain terms will be red flags. In those situations, you will have some decisions to make, and your attorney will ensure that you make informed choices at each step of the way.
Many times, however, people realize that they need legal assistance only after they leave their employment and are bound by a non-compete agreement. In these cases, having an experienced attorney is even more important. Your attorney will explain to you what the terms of the non-compete agreement are, whether they are reasonable, and how likely or unlikely it is that a court will enforce those terms. This will allow you to make calculated decisions based upon the risks and benefits associated with various courses of action.
Other times, people seek an attorney because they find themselves facing a lawsuit for breach of a noncompete agreement. In those situations, retaining savvy legal counsel is most critical. Your attorney will explain to you what the claims in the lawsuit are, how strong your defenses are, and the different strategies for approaching litigation. Even at this stage, your attorneys will present you with various options that will allow you to make decisions based upon your individualized situation and needs.
The attorneys at Chapman Law Group have 35 years of experience in reviewing and interpreting non-compete agreements and clauses. We are familiar with the applicable legal standards for determining whether the terms of such covenants are reasonable under state law.
In hiring Chapman Law Group to review your healthcare business or healthcare employment non-compete agreement, you can be sure that your attorney will perform a timely and thorough review which considers all of the latest legal developments. You also can be certain your attorney will answer all of your questions and equip you with all of the information you need to handle your unique situation.
Our experienced healthcare employment attorneys at Chapman Law Group have worked with many physician practices, pain care management clinics, dentist and ophthalmologist practices, regulated facilities, and other healthcare practitioners on their noncompete-related matters for contacts. With four national offices — Detroit; Sarasota, Florida; Miami; and Los Angeles/Southern California — we’re here to help with your healthcare employment contracts.
REMINDER: The attorneys at Chapman Law Group DO NOT represent licensed health care professionals for standard employment law matters such as retaliation/wrongful discharge, workplace harassment, Family Medical Leave Act (FMLA), Americans with Disabilities Act (ADA), employment discrimination, and wage/hour disputes. If your case involves any of these, you will need to contact a different attorney or law firm whose focus is solely on employment.
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