Preventing a “Raid” on Employees by Attorney Keith Clouse
// Dallas, Texas, United States // Attorney Keith Clouse // Keith Clouse
Dallas employment law attorney Keith Clouse discusses steps an employer can take to make a corporate “raid” on its employees less likely.
First of all, an employer can improve the corporate culture so that employees are content and invested in the business; satisfied, engaged employees are far less likely to leave than disgruntled employees. An employer should be alert to times when raiding seems most likely. For example, an employer that pays yearly bonuses must realize that employees are more inclined to leave immediately after they receive their bonus money. An employer should also be alert during times of change, such as during layoffs, takeovers, restructurings, and the departure of important executives. To help counter the uneasiness employees feel during these times, an employer should communicate openly about the changes.
An employer may also implement measures designed to make movement less attractive. For example, an employer could require key employees to sign non-compete agreements that would limit their employment options. An employer could also require key employees to sign non-solicitation ("no raid") agreements; an individual would violate the contract if he left and solicited his former coworkers to join him at his new company. Finally, an employer can show that it is invested in its employees by countering a competitor’s offer.
This article is presented by the Dallas employment attorneys at Clouse Dunn LLP. To speak to an employment law attorney about workplace issues, send an email to debra@clousedunn.com or call (214) 239-2705.
Contact Keith Clouse
KEITH A. CLOUSE
Clouse Dunn LLP
214.220.2722 214.220.3833 ( fax) keith@clousedunn.com
Legal Disclaimer:
EIN Presswire provides this news content "as is" without warranty of any kind. We do not accept any responsibility or liability for the accuracy, content, images, videos, licenses, completeness, legality, or reliability of the information contained in this article. If you have any complaints or copyright issues related to this article, kindly contact the author above.
