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on company servers or centralized systems. This not only supports transparency but also protects business data and ensures continuity across teams. Equally important is setting measurable performance expectations. Defining what success looks like in a remote setting, be it project timelines, responsiveness, or quality standards, helps prevent misunderstandings and keeps both employers and employees working toward the same goals. By putting thoughtful structures in place, businesses can maintain productivity, uphold legal compliance, and create a work environment that supports flexibility without sacrificing accountability. Non-Compete Agreements and Employee Retention Non-compete agreements are a valuable tool for protecting a company’s competitive edge, but to be effective and, more importantly, enforceable, they must be drafted with great care. At The Campbell Law Group, we work with employers to make sure these agreements are both legally sound and strategically suited to their specific business needs. A strong non-compete begins with clearly defined terms. This includes specifying the geographic area in which the employee is restricted from working, the duration of the restriction, and the types of competitive activities that are prohibited. It’s also critical to align the scope of the agreement with the employee’s actual role. Overly broad restrictions, such as preventing someone from working in unrelated sectors of your business, can weaken the agreement and increase the risk of it being struck down in court. We also recommend incorporating related provisions, such as non-disclosure agreements (NDAs), non-solicitation clauses, and confidentiality terms. These offer additional layers of protection, particularly around sensitive information, client relationships, and business opportunities. In Florida, non-competes are governed by Fla. Stat. §542, which requires all restrictions to be reasonable in terms of time, geography, and business interest. Our goal is to help clients find the right balance—enough protection to safeguard their interests, without overreaching to the point of legal vulnerability. Florida’s “Right-to-Work” Reality Florida’s status as a “right-to-work” state means that most employment relationships are at-will. In practical terms, this allows employers to terminate employees at any time, with or without cause, so long as the reason isn’t discriminatory or otherwise unlawful under federal, state, or local laws. This flexibility extends to employees as well, who may resign at any time without providing notice, often leaving employers with limited or no recourse. While this arrangement offers adaptability for both parties, it also underscores the need for strong HR practices.