3 ms·

Problematic bits might be "in the course of your duties for us" (need a lawyer to know what that means) and "by using knowledge made available through your empl

• bugsbugs 10y ago
  For me issue is "or by using materials, tools or knowledge made available through your employment" when you combine it with "whether during or after the termination of your employment" and "shall remain in full force and effect following any termination" So basically, let say I do not know Scala and I learn it there or I use GoDaddy to register domain, according to contract I will never be able to use those anywhere else, and if I do I will need to handover things I have done?!
  • siegel 10y ago
    The "materials, tools" part is fairly standard in the U.S. (I believe the OP is in the UK, though, correct?). The "knowledge" part is overbroad. If knowledge were replaced with "Company's confidential information," then that would make sense and is standard. Your employer has a legitimate interest in your not using their trade secrets and confidential information for your own use. But everyone gains "knowledge" working at a job. Whether it's learning a programming language, being introduced to a publicly available tool or service, we all learn things of general applicability at our jobs. Come on - why do employers ask for people with X years experience, other than the fact that they understand people learn things from their working experience? So, yes, this is unreasonable and I wouldn't sign it, unless amended.