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Drafts an execution-ready agreement protecting company proprietary information, trade secrets, and digital assets while establishing employee security obligations and post-employment restrictions.
Checkpoint A: Pre-Draft Intake (Mandatory)
Ask every time unless user says "use defaults." Gather:
Governing jurisdiction — state law for restrictive covenants, trade secret protections, consideration requirements
Company documents — existing confidentiality agreements, handbooks, security policies
Employee role — position, access level, exposure to sensitive systems/data
Industry context — regulated industries (healthcare, finance, defense) need sector-specific provisions
Existing restrictive covenants — prior agreements that must be harmonized
If user doesn't respond, apply and label defaults: at-will employment state; general staff access level; 3-year non-trade-secret duration; 1-year non-solicitation; governing law per company's home state.
Are the confidential information categories appropriate for this employee's role and access level?
Are the non-solicitation durations acceptable given the governing jurisdiction?
Is additional consideration needed for post-hire execution?
Should BYOD or remote-work provisions be included or expanded?
If user doesn't answer, recommend confirming non-solicitation scope and post-hire consideration (highest-risk decisions) and proceed if authorized.
Quality Audit
Before finalizing, verify:
DTSA whistleblower immunity notice included per 18 U.S.C. § 1833(b) [VERIFY]
NLRA § 7 savings clause present — no overbroad restrictions on wage/conditions discussions
Protected activity carve-out covers government reporting and attorney disclosures
Trade secret duration = indefinite; other confidential info = [3–5] years
Non-solicitation scope reasonable for governing jurisdiction [VERIFY]
Post-hire consideration specified if agreement executed after onboarding
Blue-pencil/reformation doctrine matches governing state [VERIFY]
Return-of-property checklist complete with certification requirement
Incident reporting timeline and protocol specified
No non-compete provisions unless specifically requested and confirmed enforceable [VERIFY]
All bracketed business terms filled or flagged
Compelled disclosure carve-out with notice + protective order cooperation
Guidelines
Jurisdiction calibration is critical — non-compete/non-solicitation enforceability varies by state; CA, CO, MN, OK, ND broadly restrict or ban non-competes [VERIFY current status]
Consideration requirement — many jurisdictions require independent consideration beyond continued employment for post-hire agreements [VERIFY]
Blue-pencil vs. reformation — know whether the jurisdiction modifies overbroad restrictions or voids them entirely
DTSA notice — employers must provide DTSA whistleblower immunity notice in any trade secret agreement (18 U.S.C. § 1833(b)) [VERIFY]
NLRA compliance — confidentiality provisions must not chill Section 7 rights
Role-based customization — adjust categories, security requirements, and restriction durations to employee access level and seniority
Do NOT include non-compete provisions unless specifically requested and confirmed enforceable
Do not fabricate statutory citations, case law, or enforceability standards
All outputs require attorney review in the governing jurisdiction
