Lifetime prohibitions in a particular area of work have been maintained in unique circumstances, but in general, courts analyze the „protectable interest“ that the employer has and will not maintain time restrictions that go far beyond the employer`s „protectable interest.“ For more information on the employer`s protectable interest, see the following question. Did the employer provide you with additional compensation or benefits in exchange for obtaining your consent to sign the non-compete obligation? As we saw in the previous question, the duration deemed appropriate is usually analyzed in conjunction with the other factors. For example, if the non-compete obligation is intended to protect valuable information, reasonable duration is the time during which the information has value. Source: MyLawyer.com , www.hrlawinfo.com/lawguide/Termination/agreements_not_to_compete.asp. The applicability of such agreements depends on the law of the State concerned. As a general rule, however, with the exception of invention assignment contracts, they are subject to the same analysis as other CNCs.  If the agreement is part of the hiring process, the position itself is the consideration. All state courts that recognize non-compete obligations agree that the performance of a contract when the employee begins is sufficient consideration, as is a big change in the work such as the promise of a raise or promotion. If the company implements the agreement after hiring (because its policies or employees` responsibilities change), an increase or promotion is likely to be considered a sufficient consideration.
But some state courts (Utah and Virginia, for example) may consider that maintaining employment is sufficient if the employer can prove that it fired the employee for not signing the agreement. Non-compete obligations are applied in Massachusetts in appropriate circumstances.  There are few situations in which an appropriate non-compete obligation can apply in California. In contract law, a non-compete clause (often NCC) or a non-compete obligation (NCC) is a clause under which a party (usually an employee) agrees not to enter or commence a similar profession or to compete against another party (usually the employer). Some courts refer to them as „restrictive agreements.“ As a contractual provision, a CNC is bound by traditional contractual requirements, including the doctrine of consideration. An otherwise valid NQF, like other contracts, must be supported by a counterparty. As a result, the Supreme Court has ruled that a CNC must be „incidental.“ an existing employment relationship or employment contract“ or any other „permitted transaction …“.  However, consideration may exist regardless of whether the ACSB is entered into at the beginning of the employment relationship, during the period of employment or even at the end of an employment relationship.  When selling a business, it is typical for a buyer to include in a contract of sale the requirement that the seller in a certain geographic area not carry out the same type of activity for a certain period of time […].