Call Now 24/7
FREE 15 MIN CONSULTATION, CALL 24/7
Typically No Retainer - Easy Payments!*
No Retainer | Easy Payments*
Awesome Winning Percentage
"I hired Greg as my attorney for my Unemployment Appeal hearing when my former employer had denied me benefits and had wrongfully terminated me. I never would have won if I had tried to do it on my own."
Salt Lake City Office
111 E. 5600 S. #105
Murray, UT 84107
Salt Lake City Law Office Map
#1: Failing to call an attorney who's specifically trained how to handle these issues.
These areas of the law are extremely complex, and are also in a state of flux; thus, depending on when an attorney went to law school (and what he or she studied there), and what they have studied since then, they may not be up on the new laws and trends, which are very significant. Make sure the lawyer you speak to has handled these types of cases recently. Just examples of this: 1) many cases coming out of Massachusetts and the east coast right now may likely drastically change Utahs case law on some of these issues (and that case law is very PRO-EMPLOYEE!); 2) Utah's restrictive covenant law was changed in May of 2016.
#2: Expecting to hear a lawyer tell you something like this: "You can simply ignore everything that's on that stupid piece of paper you signed because it's utterly unenforceable!"
Frankly, most the people who call us expect to hear just that. Sadly, when we tell them otherwise, they just google attorneys until they find one that tells them what they want to hear. In other words, they really don't want to hire an attorney to FIX their problem; rather, they want an attorney to tell them there is NO PROBLEM TO FIX. Don't be that person!
#3: Failing to tell your new employer about the "restrictive covenants" you have with your your ex-employer before you are hired.
You may be seen as sneaky (or even dangerous) if don't come clean on this before you're hired. This is because the new employer does not want to get sued (for "aiding and abetting"), but he or she may also have their employees sign restrictive covenants, and may feel you need to honor the one you signed.
#4: Ignoring threats from your ex-employer that he or she will sue you. Employers usually make good on such threats. Once you get sued, they employer will typically seek a temporary restraining order ("TRO"), and just the first couple of weeks of litigation could cost you in excess of $10,000 quite easily.
#5: Trying to work it out with the employer yourself.
The employer is usually not an attorney. He or she thinks they have you dead to rights. In their mind, you signed the dotted line, and now you can live with it. Such conversations can turn ugly very quickly. When an employer gets a letter from us, they usually (if they are wise) quickly turn it over to their attorney. From there, a solution can usually be reached.
#6: Reading the law from other jurisdictions and thinking it applies to your Utah matter (and taking action based on that reading).
Utah has its own laws on these matters, but, Utah courts will look to other jurisdiction for guidance. After all, Utah has a tiny population, and case law from other states is much more robust. An experienced Utah attorney that practices in this area will know which sister states you can look to for help with your specific problem.
#7: Thinking you can blab a trade secret because you never agreed not to.
Here is what the American Law Reports says about employee duties when it comes to those: "The law is well settled that one of the implied terms of a contract of employment is that the employee will hold sacred any trade secrets or other confidential information which he acquires in the course of his employment, and that therefore an employee who has left his employment is under an implied obligation not to use trade secrets or other confidential information which he has acquired in the course of his employment, for his own benefit or that of a rival, and to the detriment of his former employer. 165 A.L.R. 1453 (Originally published in 1946). So, if you learned a trade secret, you may be under a very strict obligation not to share what you learned with another even if you never signed a thing.
#8: Failing to know this new Utah law:
"In addition to any requirements imposed under common law, for a post-employment restrictive covenant entered into on or after May 10, 2016, an employer and an employee may not enter into a post-employment restrictive covenant for a period of more than one year from the day on which the employee is no longer employed by the employer. A post-employment restrictive covenant that violates this section is void." Utah Code § 34-51-201.
#9: Thinking that because the employer has not sued others, he or she won't sue you.
#10: Thinking you can resolve this matter on your own, or that because you have dirt on your employer, he or she won't touch you.
Parts from the federal case law below (Scenic Aviation, Inc. v. Blick, (D. Utah Aug. 4, 2003)) should give you an idea as to some of the things Utah Courts consider (we say that because this case does not deal with a material change in the terms and conditions of employment). This was a federal case, which had to look to Utah law for direction. We list this as a bonus number 11.
#11: Not understanding the Utah Supreme Court case of Robbins v. Findlay, which the federal court in Utah has looked to.
(If you read the rest of this article, you will know more than 99% of most Utah attorneys know on this subject. Also, by reading these snippets, you will see why an experienced attorney in this area is so needed):
To discuss your case with our experienced Salt Lake City, Utah, law team, contact us online or call 801-651-1512. Our lawyers can help.
From the BestUtahLawyer.com blog: Wage & Hour Claims.
Videos by Greg Smith explaining your rights and recourse under the law:
Clients with disabilities or impairments
Access to our office is available to clients and their family members at all times. Special equipment and communication devices are available upon request for our clients with visual, hearing, speech and physical impairment. In addition, arrangements can be made for verbal or sign language interpreters if needed to communicate between our attorneys and the client and family. Please notify our law office if any additional accommodations related to your disability or impairment are necessary to make your consultation more comfortable.
The information you obtain at this site is not, nor is it intended to be, legal advice. You should consult an attorney for advice regarding your individual situation. We invite you to contact us and welcome your calls, letters and electronic mail. Contacting us does not create an attorney-client relationship. Please do not send any confidential information to us until such time as an attorney-client relationship has been established.
The user and reader of this information should beware because although we strive to keep the information timely and accurate, there will often be a delay between official publication of the materials and their appearance in or modification of this system, and every case must be looked at individually. Thus, we make no express or implied guarantees that the information on this site is correct, and it should not be relied upon. The Federal Register and the Code of Federal Regulations remain the official sources for regulatory information published by the Department of Labor, and before you do anything, you should consult an attorney, who can review the specifics of your matter. We will make every effort to correct errors brought to our attention, but laws and regulations are constantly changing, and we may at times even misinterpret them.×