It is important to recognize that there are indeed some differences in the types of restrictions on the RIA employment contract. They`re not all the same. There are actually three types of cores that are used in most RIA employment contracts. ouch! My sympathy goes out to you, Alan, for this difficult situation, and the one I find more and more often in the RIA community. And unfortunately, I have to say that this brief answer sounds as if you really violated your employment contract with the company. Well, from the financial advisor`s point of view, this increase in RIA employment contracts with competition rules and non-solicits is a big challenge, because it means that when you start and build your career and build a customer base in a business and you decide to leave, you have to start all over again and leave their customers. Especially if it is a non-renewal agreement, as it is most often applicable in most countries, and almost by definition, it means that if you leave, you cannot ask customers to come with you. And while it is possible that some will follow you if you have a good relationship with them and it`s just a non-demand and not a non-acceptance as well, be prepared for the fact that the company will put a hard press on these customers to stay with the company when you go. No chords.
B-recruitment are displayed in a wide range of contexts, such as training agreements, personnel change agreements, staff manuals and account distribution agreements. A document signed as an intern may return decades later to follow you when you change companies (see Gag-Clauses, page 54). Following the discovery, the financial advisors sought summary judgment and argued, in a relevant part, that the competition/non-requirement section of their contract was excessive and legally unenforceable. While the consultants outlined a number of reasons that are not applicable, the tribunal found that the agreement prohibiting consultants not only from processing and recruiting former clients who were fired by the company, but essentially with anyone with whom the consultants were “judged” in the 12 months prior to their resignation. According to the Tribunal, this restriction is excessive and unenforceable. Moreover, since the excessive limitation was mentioned in the same paragraph (and in the same package) as other less severe restrictions, the Tribunal took all the restrictions of the contract.