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... |
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bama | An employee is working part time at my competitor, can I legally fire them.? |
They could share sources for product I paid good money to find over 15 years. |
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Lucky
|
Why not? |
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veronica l
 |
fire! but b4 u do, make sure he/ she is not in possession of anything that belongs to ur company. |
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jpm1207
 |
If you had them sign something stating that they cannot work for a competitor you have all rights, you should still be able to siting conflict of interest. If you live in an "at will" state then you can fire them without reason. Just an example is Indiana. You can be fired here without reason. |
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bhcky79
 |
why is he working there? You treat him like crap? |
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D
|
I would ask myself: why are they doing that?
If you don't have a contract with a non-compete clause, you are out of luck unless perhaps you are in media.
I would do this: I would offer them more hours or more money so they did not have to work part time to make ends meet, get that new "rate" locked in with a non-complete contract and stop worrying. Obviously they aren't making enough money working just one job. |
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Tom
 |
Yes, get rid of him/her immediately. My competitor sent one of his employees to work for me when I was hiring. She liked me so well she told me about it and stayed. I kept her on and she turned out to be a good employee. My scum bag competitor sent her over to me to learn how I made my product and then report back to him. The last laugh was on him. |
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Minister of Peace
|
It's called a conflict of interest and I'd bet you could fire them.
Call your legal department. |
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AMERICA ROCKS
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Do you have a written contract with said person stating that they will not work or share information or any other types of things that you may feel should not leave your place of business with your competitors? if you haven't any agreements or rules as a condition of employment, or copy rights on anything you manufacture. then I'd venture to say that you can't legally fire them, and you certainly can not control where they seek employment. You should consult your attorney,and possibly a prosecuting officer about the Employer/ Employee trust acts. |
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lonely_mike21
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that kind of gets a little trickey, if there is something in your store policy then yes, if not then it is one of those things that you have to use your best judgement on, if they are a good worker and understands that they can't share information between stores then i would say keep them, but if you don't feel like they are then fire him |
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