It was agreed that this agreement does not set out the terms of the contract and does not guarantee continued employment between the employer and the worker. Both parties understand that the worker`s relationship with the employer is “at will”, which is why either the employer or employee has the right to terminate the relationship with or without reason, or even notice. 2. The employee undertakes not to use confidential information or proprietary data for their personal benefit or for the benefit of others during his or her employment. When developing restrictive agreements and, in particular, the limitation period after termination of employment, employers should consider whether a garden leave clause would suffice instead; During the gardening holidays, the worker is isolated from his contacts, which allows the employer to re-raise and strengthen these relationships in an attempt to secure them and make it more difficult for the outgoing employee to harm the business. Management may not disclose, disclose or make available to another person, person, company, company or other organization without the prior written consent of the company, unless: (a) in the course of carrying out its duties under this agreement or (b) where a court requires it, a state agency that controls the activities of the company , be made public, disclosed or made available to another agency by an governing body or legislative body (including a committee). to inform them of the disclosure, disclosure or accessibility of this information. A confidentiality agreement is also known as a confidentiality agreement or “NOA.” Confidentiality agreements protect companies` private information, such as financial data, business strategies, customer lists, or products and services in progress or services in development, and prevent employees from disclosing or receiving sensitive information. Confidentiality agreements must provide for two periods: the period during which the disclosed information is determined and agreed and the period during which the information must be kept secret. If a period is not set, there is a greater chance of litigation and judicial review in order to make a fair and equitable decision. Therefore, when an employee drives or changes jobs within an organization, if transportation or secondary lanes move, the employer should consider whether to develop new restrictive agreements on that role.

If restrictive agreements are important to a particular worker, specific agreements should be reviewed and developed and incorporated into a new employment contract, reflecting the change of role in the same way as an outside recruit.