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      • Performance Improvement Plan (PIP) Template
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      • Outplacement Services Guide Template
      • Internal Reorganization Announcement Template
      • External Stakeholder Communications Announcement Template
      • Final Warning Letter Template
      • Exit Interview Template
      • Termination Checklist
  • Prohibited Interview Questions
    • Prohibited Interview Questions - United States
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  • Salary Bands
    • Guide to Developing Salary Bands
  • Strategy
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      • Guide to Developing Salary Bands
      • Detecting AI-Generated Candidates and Fake Interviews
      • European Salaries (Big Tech vs. Startups)
      • Technical Role Seniority: Expectations Across Career Levels
      • Ghost Jobs - What you need to know
      • Full-Time Employees vs. Contractors
      • Salary Negotiation Guidelines
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      • Supporting International Hires who Relocate
      • Respecting Privacy Across Cultures
      • Candidates Transitioning From Government to Private Sector
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      • Is Management Right for You?
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      • Resume Screening in 2 minutes or less
      • Hiring your first engineers without a recruiter
    • Recruiter Strategies
      • How to read a technical resume
      • Understanding Technical Roles
      • Global Tech Hubs
      • European Salaries (Big Tech vs. Startups)
      • Probation Period Policies Around the World
      • Comprehensive Guide for Becoming a Great Recruiter
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      • Writing Inclusive Job Descriptions
      • How to Write Boolean Searches Effectively
      • ATS Optimization Best Practices
      • AI Interview Cheating: A Guide for Recruiters and Hiring Managers
      • Why "Overqualified" Candidates Deserve a Second Look
      • University Pedigree Bias in Hiring
      • Recruiter's & Scheduler's Recovery Guide - When Mistakes Happen
      • Diversity and Inclusion
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      • Reference Check Guide
      • Recruiting Across Experience Levels - Expectations
      • Applicant Tracking System (ATS) Selection
      • Resume Screening in 2 minutes or less
      • Cost of Living Comparison Calculator
      • Why scheduling with more than a few people is so difficult
    • Candidate Strategies
      • Interview Accommodations for Neurodivergent Candidates
      • Navigating Age Bias
      • Showcasing Self-Management Skills
      • Converting from Freelance into Full-Time Job Qualifications
      • Leveraging Community Contributions When You Lack 'Official' Experience
      • Negotiating Beyond Salary: Benefits That Matter for Career Transitions
      • When to Accept a Title Downgrade for Long-term Growth
      • Assessing Job Offers Objectively
      • Equity Compensation
      • Addressing Career Gaps Confidently: Framing Time Away as an Asset
      • Storytelling in Interviews: Crafting Compelling Career Narratives
      • Counter-Offer Considerations: When to Stay and When to Go
      • Tools to Streamline Applying
      • Beginner's Guide to Getting an Internship
      • 1 on 1 Guidance to Improve Your Resume
      • Providing Feedback on Poor Interview Experiences
    • Employee Strategies
      • Leaving the Company
        • How to Exit Gracefully (Without Burning Bridges or Regret)
        • Negotiating a Retention Package
        • What to do if you feel you have been wrongly terminated
        • Tech Employee Rights After Termination
      • Personal Development
        • Is a Management Path Right for You?
        • Influence and How to Be Heard
        • Career Advancement for Specialists: Growing Without Management Tracks
        • How to Partner with Product Without Becoming a Yes-Person
        • Startups vs. Mid-Size vs. Large Corporations
        • Skill Development Roadmap
        • Effective Code Review Best Practices
        • Building an Engineering Portfolio
        • Transitioning from Engineer to Manager
        • Work-Life Balance for Engineers [placeholder]
        • Communication Skills for Technical Professionals [placeholder]
        • Open Source Contribution
        • Time Management and Deep Work for Engineers [placeholder]
        • Building a Technical Personal Brand [placeholder]
        • Mentorship in Engineering [placeholder]
        • How to tell if a management path is right for you [placeholder]
      • Dealing with Managers
        • Managing Up
        • Self-directed Professional Development
        • Giving Feedback to Your Manager Without it Backfiring
        • Engineering Upward: How to Get Good Work Assigned to You
        • What to Do When Your Manager Isn't Technical Enough
        • Navigating the Return to Office When You Don't Want to Go Back
      • Compensation & Equity
        • Stock Vesting and Equity Guide
        • Early Exercise and 83(b) Elections: Opportunities and Risks
        • Equity Compensation
        • Golden Handcuffs: Navigating Career Decisions with Stock Options
        • Secondary Markets and Liquidity Options for Startup Equity
        • Understanding 409A Valuations and Fair Market Value
        • When Your Stock Options are Underwater
        • RSU Vesting and Wash Sales
  • Interviewer Strategies
    • Template for ATS Feedback
  • Problem & Solution (WIP)
    • Interviewers are Ill-equipped for how to interview
  • Interview Training is Infrequent, Boring and a Waste of Time
  • Interview
    • What questions should I ask candidates in an interview?
    • What does a good, ok, or poor response to an interview question look like?
    • Page 1
    • What questions are illegal to ask in interviews?
    • Are my interview questions good?
  • Hiring Costs
    • Not sure how much it really costs to hire a candidate
    • Getting Accurate Hiring Costs is Difficult, Expensive and/or Time Consuming
    • Page
    • Page 2
  • Interview Time
  • Salary & Budget
    • Is there a gender pay gap in my team?
    • Are some employees getting paid more than others for the same work?
    • What is the true cost to hire someone (relocation, temporary housing, etc.)?
    • What is the risk an employee might quit based on their salary?
  • Preparing for an Interview is Time Consuming
  • Using Yogen (WIP)
    • Intake Meeting
  • Auditing Your Current Hiring Process
  • Hiring Decision Matrix
  • Candidate Evaluation and Alignment
  • Video Training Courses
    • Interview Preparation
    • Candidate Preparation
    • Unconscious Bias
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On this page
  • Confidentiality and Restrictive Covenant Reminder Letter
  • Confidentiality and Non-Disclosure Obligations
  • Non-Competition Restrictions
  • Non-Solicitation Restrictions
  • Intellectual Property
  • Consequences of Violation
  • Agreement Copy
  1. Layoff / Firing / Employee Quitting Guidance
  2. General Information and Templates

Non-Disclosure / Non-Compete Reminder Template

Confidentiality and Restrictive Covenant Reminder Letter

[Company Letterhead]

[Date]

[Employee Name] [Employee Address] [City, State ZIP]

RE: Reminder of Continuing Obligations Under Employment Agreements

Dear [Employee Name],

As your employment with [Company Name] ends effective [Termination Date], we want to remind you of your continuing obligations under the agreements you signed during your employment. This letter serves as a reminder of these ongoing obligations and is not intended to create any new obligations beyond those in your original agreements.

Confidentiality and Non-Disclosure Obligations

During your employment with [Company Name], you had access to confidential and proprietary information. As outlined in the [Confidentiality Agreement/Employee Handbook/Employment Agreement] you signed on [Date], you have an ongoing obligation to:

  1. Maintain confidentiality of all proprietary information, trade secrets, and confidential business information, including but not limited to:

    • Customer/client lists and information

    • Pricing strategies and formulas

    • Financial information

    • Business plans and strategies

    • Product development information

    • Marketing plans and strategies

    • Technical information and know-how

    • Vendor relationships and agreements

  2. Return all company property including documents, files, electronic data, and any materials containing confidential information.

  3. Not disclose or use any confidential information for your benefit or the benefit of any other person or entity.

These confidentiality obligations continue indefinitely, even after your employment has ended.

Non-Competition Restrictions

In accordance with the [Non-Compete Agreement/Employment Agreement] you signed on [Date], you agreed that for a period of [time period, e.g., one year] following your employment, you will not:

  1. Directly or indirectly engage in competing business within [geographic scope] in any capacity that is the same as or similar to the business conducted by [Company Name].

  2. Accept employment with or provide services to any competing business within [geographic scope] where such employment or services would involve you in a business activity that competes with [Company Name].

This restriction is in effect from [Termination Date] until [End Date of Restriction].

Non-Solicitation Restrictions

As outlined in your [Non-Solicitation Agreement/Employment Agreement], for a period of [time period, e.g., one year] following your employment, you agreed not to:

  1. Solicit any customers or clients of [Company Name] with whom you had contact during the last [time period, e.g., two years] of your employment for the purpose of selling products or services competitive with those offered by [Company Name].

  2. Solicit any employees, contractors, or consultants of [Company Name] to terminate their relationship with the company.

This restriction is in effect from [Termination Date] until [End Date of Restriction].

Intellectual Property

Any inventions, discoveries, improvements, or creative works developed during your employment that relate to the company's business remain the property of [Company Name]. You have an ongoing obligation to cooperate with [Company Name] in securing and protecting the rights to such intellectual property.

Consequences of Violation

We trust that you will honor these obligations. However, please be aware that violations of these agreements may result in legal action, including but not limited to:

  • Injunctive relief

  • Monetary damages

  • Recovery of attorneys' fees and costs

Agreement Copy

For your reference, we have enclosed a copy of the agreement(s) you signed. Please review them carefully to ensure full compliance with your ongoing obligations.

If you have any questions regarding these continuing obligations, please contact [HR Contact] at [Phone Number] or [Email Address].

We appreciate your service to [Company Name] and wish you success in your future endeavors.

Sincerely,

[Name] [Title] [Company Name]

Enclosures:

  • Copy of Confidentiality Agreement

  • Copy of Non-Compete Agreement

  • Copy of Non-Solicitation Agreement

  • [Any other relevant agreements]


Acknowledgment of Receipt

I acknowledge receipt of this reminder letter and understand my continuing obligations to [Company Name] as outlined above.

Employee Signature: __________________________ Date: __________

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