Weekend Employment Legal Guidelines

I have a question in regards to what I'm able to do outside of work on weekends when I do not work my full-time job it's a matter of confidentiality and being able to create income or make income outside of my work hours without using any proprietary information from my job may I paste in some information from the employee handbook?

To begin:

OUTSIDE EMPLOYMENT Employees may hold outside jobs so long as they meet the performance standards of their job with the Company. All employees will be judged by the same performance standards and will be subject to scheduling demands, regardless of any existing outside work requirements. If it is determined that an employee’s outside work conflicts or interferes with performance, safety or the ability to meet the requirements of the Company as they are modified from time to time, the employee may be asked to terminate the outside employment if he desires to remain with the Company. Outside employment that constitutes a conflict of interest is prohibited. Employees also may not receive any income or material gain from individuals outside the Company for materials produced or services rendered while performing their jobs with the Company.

Staff Training, my current role is "Director of Training and Development"

No, our secondary business is Hospitality Staffing. The company I'm looking to train is a restaurant and banquet space inside of a hotel.

Here's more on the matter: NON-COMPETITION AND NON-SOLICITATION (*) “Competitor” is defined hereunder as any third party engaged in or about to become engaged in the production, licensing, sale or marketing of any product or service or planned business of the Client Company or any of its affiliates or subsidiaries which is similar to or directly competitive with the existing or developing products or services of the Client Company or any of its affiliates or subsidiaries, with which the employee has been directly involved, has had reasonable access to, or has reason to know about, as a result of his/her employment by the Client Company or receiving any Confidential Information as described above. (*) During the Term and for twelve (*) months thereafter, the employee shall neither, without the Client Company’s prior written consent, (i) directly or indirectly, solicit, divert or take away any existing, past or prospective customers, clients, suppliers, affiliates or subsidiaries of the Client Company, or provide services to, or assist in any manner, any * Competitor, or otherwise compete with the Client Company (or any of its affiliates or subsidiaries) in the production, licensing, sale or marketing of any products or services competitive with the Client Company’s (or any of its affiliates or subsidiaries) products and services existing or developing at the time of the termination of employment; nor (ii) solicit, induce, attempt to hire, or hire any person who was an employee or contractor of the Client Company or any of its affiliates or subsidiaries during the term of employment or the subsequent twelve-month period; nor (iii) assist or encourage such person to terminate his/her position with the Client Company or any of its affiliates or subsidiaries. (*) Injunctive Relief and Governing Law. Employee specifically acknowledges that his/her obligations regarding non-competition, non-solicitation, Confidential Information and any intellectual property rights specified in this Handbook and any other policies and procedures have a unique, very substantial and immeasurable value to the Client Company, and breach of such obligations would cause irreparable harm and unascertainable damages to the Client Company, entitling it to seek, in addition to any monetary relief as may be recoverable by law, injunctive relief and any other available remedies, including reasonable attorney’s fees and costs, without posting a bond or security or proving any actual damages. Except for the Client Company seeking injunctive relief in any court having jurisdiction, the employee irrevocably submits to the jurisdiction of the State of New York for purposes of any controversy, claim or dispute arising out of or related to this Handbook or his/her employment, and waives any defense of an inconvenient forum and any right of jurisdiction on account of the place of residence or domicile.

Does this prevent me from searching for employment with a Client for a permanenet position?

There is a company that uses our services to hire temp staff, but I'm the director of training and I do not have anything to do with booking. I also live in NY, which employeer can't stop me from getting employment in my expertise, is this true? Please elaborate

Although there's a anti-harassment clause in the manual as it relates to protective classes sex etc., what about creating a toxic work environment with anger confusion as well as a boss who is a grandiose narcissist, talks of a people behind their backs without talking to them directly throws other people under the bus in order to make themselves look better

Looking at situation's within the New York tri-state area are there instances where although it wasn't a protected class that it still created toxic work environment where there's yelling and screaming and potentially creating confusion or lying which creates a stressful and toxic work environment have employees won these cases

what if you can prove physcholoical abuse that is consistent, and what type of evidence will one need to prove? is there a laywers check list or a document for a client to keep track of?

what are the laws with recording instances if I'm the only one privey to the recording>

how can I become a protected class? Can I simply say that I'm gay?

clients that have one classes and lawsuits from toxic work environments, typically what is the max? or limit dollar amount?