For example, customer lists, underlying technologies, or information about products under development. Competition bans are also common in the information technology sector, where employees are often subject to proprietary information that can be considered valuable to a company. Other places where these agreements are found are the financial industry, the corporate world and manufacturing. Competition bans are commonplace in the media. A TV channel may legitimately worry that a popular meteorologist might take viewers if she started working for a rival channel in the same area. In most legal systems, this would be considered a reasonable reason to sign a non-competition clause. Some of the contractual conditions may include the duration of the employee`s engagement to the non-compete clause, geographic location and/or market. These agreements can also be described as a `non-competition pact` or a `restrictive pact`. Garden leave describes the practice of ordering an employee who leaves a job after being fired or dismissed not to work during the notice period, while remaining on the payroll list.  This is used when an employee position is no longer required during the notice period. In order to maintain the worker`s non-compete clause, this practice is often used to prevent an employee from carrying up-to-date (and possibly sensitive) information when they leave their current employer, especially when they most likely leave to join a competitor.
 This term is often used in the banking and other financial sectors in the UK, Australia and New Zealand. Sometimes the practice is used to avoid a lack of work or sabotage by a dissatisfied or dissatisfied employee. In the United States, the legal status of non-competition is a matter of state jurisdiction. States are very different in the application and recognition of non-competition rules and many national legislators have recently had debates and updated the legislation on non-competition rules. A non-competition clause is a contract in which a worker promises not to compete with an employer at the end of the employment period. These agreements also prohibit the employee from disclosing proprietary information or secrets to other parties during or after employment. These agreements contain specific clauses that stipulate that once the employee`s employment is over, he or she will not work for a competitor, regardless of whether the employee is fired or resigns. Employees are also prevented from working for a competitor, even if the new job would not involve the disclosure of trade secrets. Competition bans cannot be enforced in North Dakota and Oklahoma. California does not recognize competition obligations at all, and an employer that binds an employee to an employee after the end of their employment can be sued. .