If on the business side, you may want to seek out “Brokers swipe back at Morgan Stanley in recruiting dispute” by Dan Shaw in FinancialPlanning from earlier this month. Short version is SCH going after $3M plus from two former brokers and MS.
Clients aren’t owned by the companies. If company A can’t compete then everyone should be free to go. In this case it appears MS and SCH show why no one should deal with either.
Just another way to suppress movement and keep wages down.
Tell us you work for HR or the EC. Serious shilling dude.
If you aren’t a shill, read last year’s NLRB memo on over broad non competes. Jennifer Abruzzo makes Section seven clear. But, as @bzl+1rjKkU1k pointed out, you didn’t read the article, which is far beyond a non compete agreement and individual employee.
Did you read the article? (No. No you did not.)
If you’re employed by a company and use their resources to get clients, then having internal knowledge of the clients agreements with your (now former) employer you solicit them to leave despite having signed a non-solicitation agreement, it’s understandable your employer would sue you.
It would happen with any industry. Something done with company resources or on company time, is the companies property. Internal information is the company’s and sharing with new employers or using it your private benefit is sometimes illegal or violates separation agreements.
You can say it’s to prevent movement, but you’re discounting the benefits a large firm provides. You might claim you did everything on your own and could’ve done it without the company, but I guarantee that’s not the case. If it was the case, you’d be out doing it on your own.