Confidentiality Agreements | Employment and Labor Law

Employment and Labor Law | Why are confidentiality agreements important? Business owners and managers who want to keep sensitive information about the company contained should understand the role that confidentiality agreements play in this process. If you are hiring or managing employees or contractors who will deal directly with this private information, the best way to protect that information is through the use of a confidentiality agreement.

A confidentiality agreement protects proprietary information ranging from business plans to unique ideas for new products. These agreements specifically apply to information that has not been made public, and the idea or plan related to the confidentiality agreement must be original. If your business deals with confidential information that must be kept private to protect the company, you can discuss the need for privacy during an interview or when employees are going through orientation.

Employment and labor laws generally allow you to require employees to sign a confidentiality agreement when doing so is warranted. A legal professional can help you draft the agreement to ensure that all necessary information is included. At minimum, the agreement should name all relevant parties, outline the reasons that the agreement is needed, list the information that should be kept private and inform employees about the consequences of breaking the agreement. If you draft an agreement on your own, be sure to have a lawyer review it before you present it to employees to be read and signed.

If you are concerned about complying with employment and labor laws, you need an experienced law firm on your side to guide you through complex situations like confidentiality agreements. Young Wooldridge, LLP offers a skilled team of legal professionals who have extensive experience in employment and labor law issues. Before having your employees sign any documents you have drafted or sourced from third parties, contact the employment law department at Young Wooldridge, LLP for a consultation.

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