I disagree. This would be handled by trade secrets. California doesn't stop you from requiring ex-employees to continue to guard trade secrets they learned or created under your employ
Right. And trade secret protections are enforceable forever, not just for the 1-2 years that a non-compete might cover. And they almost certainly would not get thrown out even if (large) parts of an employment agreement did; in fact, often quant firms will make IP agreements separate from employment agreements.
surfacing_vol|2 years ago