Are they legal? Can you implement them for current employees or only for new ones? What are the rules in force? How long can you prevent the employee from working for a competitor? By ensuring a transfer of the case, the former employer probably saved his agreements from an expected finding of inapplicability by the Nebraska court. If a Nebraska court finds that the non-compete clause was limited to customers with whom the worker actually did business, it will consider whether the time and geographic areas are sufficiently limited to protect the employer from unfair competition and not from ordinary competition. Competition bans can be an effective instrument to help an employer protect access to its customers during the transition between employees who have dealt with that customer. However, it is important not to « overflow », both in time and magnitude. The narrower the agreement and the more limited the actual customers with whom the worker has dealt, and for the shortest period of time to allow the employer to obtain a new employee on site, it is more likely to be acceptable and enforceable. A blaze could not lead to protection! Practitioners, especially those who advise their corporate colleagues on mergers and acquisitions, often re-execute employment contracts that contain choice of law provisions in Delaware. . . .