As an employee, you may be invited to sign an NDA as a condition of employment, as part of a compensation package, as part of a transaction contract or in a personal context. To date, there are two completely different rules governing the applicability of restrictive alliances in Georgia. It may take several years for important case law to develop under the new legislation, as it will take some time for agreements to be developed, concluded, violated and then prosecuted. Despite the current lack of judicial guidelines, the status itself is sufficiently clear in its face that an experienced practitioner will be better able to enter into employment contracts with restrictive agreements, providing employers with the necessary and remaining protection applicable without changing the law under the new standards. Litigation under the new act will not resemble previous litigation, as the primary concern has shifted from a purely legal standard to a primary factual investigation, and each case will depend on the facts of each situation. While it is not known what the impact of the law will be on the willingness of employers and workers to argue over such agreements and what this dispute will be, all employers will have to consider the new law before entering into restrictive agreements from today. The document that your employee signs for the secrecy of trade secrets is the confidentiality agreement, an NDA or a confidentiality agreement. This document allows you to firmly contain your company`s confidential information. The Georgian Confidentiality Agreement is a document that allows a company or organization to protect its trade secrets.
The following form can be signed by one (1) or two (2) parties and can be used to define a unilateral agreement, i.e. a party has the information or a reciprocal agreement, i.e. both parties hold the information. In the event of a unilateral agreement, the second part is prevented from disclosing confidential information before or after its association with the first part. On the other hand, reciprocal agreements prevent both individuals/organisations from transmitting the data to third parties. Bills pending in legislatures across the country, including California, New York and Pennsylvania, would prohibit employers from requiring employees to sign agreements that prevent them from detecting alleged sexual harassment in the workplace.