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Noncompete Clauses Coming for Janitorial Workers

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After a behemoth cleaning company started to pursue a former hourly janitor for taking a job in the same building she had been cleaning in, but for a different firm, insiders ask themselves how far can the noncompete reach in the cleaning industry? Read more

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6 comments

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Comment Link Tuesday, 04 December 2018 18:03 posted by Summerlin
Don't forget the hight cost of insurance and workmans comp. As owners of cleaning companies, we often take all of the risk and liability when securing contracts and generating business. An employee should never attempt to steal your clients. Those are people we don't want working for us.
Comment Link Monday, 29 October 2018 21:45 posted by Ron
The real issue here is that if I am the contractor and I spend money advertising for a janitor, doing phone interviews, in person interviews, paying for profiles, drug testing, background checks, orientations, and training I would have a significant investment in the employee. Going after the employee is not the solution, the solution is to have contracts with your customers that state that if they hire any of your employees within 365 days of terminating the contract they must pay you 30% of the annual salary of each employee that they hire. One of 2 things will happen, they will pay the fee, or they will hire someone other than your employees. Good employees are hard to find and we will always find a home for them.