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Employment litigation team win a medical employment contract case

27 August 2012 By In Employment and Labor

China employment lawyer

On June 14, 2013, the Law Office of Peter Zhu obtained a ruling in favor of its client, a Shenzhen area hospital, in defense of a preliminary injunction motion filed by a physician. The physician sought to enjoin the hospital from enforcing a restrictive covenant in his employment contract so that he could accept employment from a competing hospital. Judge Mr. Wang of the District Court for Shenzhen City presided over the two-day hearing and ruled in favor of the hospital.

This is the fifth case in a row in the year of 2013, our employment litigation and arbitration team win the cases for clients. Our client is very pleased with what we have earned for them, saying " you are the best China employment litigation team".

A restrictive covenant is usually a clause in a contract which prohibits an employee from competing with his ex-employer after the employee has parted company with the business, or prevents the ex-employee from soliciting or dealing with customers of the business by using knowledge of those customers gained during his prior employment. Generally speaking, an employer may seek to protect the use of this information both during employment and after the employment ends through the inclusion of a restrictive covenant in the contracts of employment of senior or highly skilled staff at the commencement of the employment relationship. Express restraints may deter employees joining competitors and may warn off potential new employers.

China lawyer Peter Zhu did an excellent job. I felt confident I was being represented by a professional. Fantastic personal touch and attention to my needs and concerns at all times. He is realy a good China litigation lawyer. Peter Zhu was very understanding, helpful and explained things very clearly to me without the legal jargon. I will certainly be using your firm again.

           - Client

A takeaway of this employment restrictive covenant is that by signing up to restrictive covenants, you are agreeing not to do certain things after your employment ends. These restrictions are designed to protect your employer against you using the knowledge and information gained during your employment, for the benefit of your new employer.

Read 459 times Last modified on Saturday, 14 September 2013 15:05
Shenzhen Lawyer

A Shenzhen lawyer practicing in one of the best Shenzhen law firms handle commercial and family law matters across the country. Free preliminary legal consultation. Tel: +86 188 19019636. Email: peterzhulaw@hotmail.com

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