It was 35 years ago this month that Bob Levin and Joe Ginsburg founded Levin Ginsburg. Their commitment then was to provide superior, cost effective legal services to businesses and individuals. It was their desire to build long-standing relationships with their clients, to learn and understand their clients’ businesses and their larger goals and to always be responsive to their clients. We are proud of that commitment to our clients, which remains as important to us today as it was 35 years ago, and look forward to continuing this tradition.
Although copyright infringement lawsuits in connection with the illegal download of movies, music, and other files through the internet have been around for many years, a program called BitTorrent, which provides a new way to share information through the internet, has been the basis of numerous recent copyright infringement lawsuits.
Postemployment restrictive covenants, including non-competition and non-solicitation agreements, are carefully scrutinized by Illinois courts because they are viewed as partial restrictions on trade. We have previously discussed the reasonableness requirements for enforcing a restrictive covenant in the employment law context (see LawGram Volume 12, No. 1). Illinois courts have routinely held that “substantial continued employment”—looking at a number of factors, including the length of employment—can be sufficient consideration to support restrictive covenants, including non-competition and non-solicitation provisions, in an employment agreement. Until recently, however, it was unclear what length of continued employment is considered “substantial continued employment” to support these restrictive covenants.