Protecting Rights in the Workplace — and in Court
Employment disputes are among the most disruptive legal matters a business or individual can face. For employers, a poorly handled employment claim can result in significant liability, regulatory scrutiny, and reputational harm. For employees, a wrongful termination or harassment claim can affect their livelihood and career. SilverCain provides experienced, strategic representation to both employers and employees across the full spectrum of employment litigation.
Employment Matters We Handle
Non-Compete and Trade Secret Litigation
One of our core employment litigation strengths is the enforcement and defense of non-compete, non-solicitation, and confidentiality agreements, and trade secret misappropriation claims. These cases move fast — often requiring emergency injunctive relief — and demand counsel with both the courtroom experience to handle an emergency hearing and the technical knowledge to understand what the employer is actually trying to protect. SilverCain handles these matters regularly for both employers and the employees they pursue.
Contact SilverCain
Phone: +1-602-726-1244| Email: info@silvercain.com | 3101 N. Central Avenue, Suite 1410, Phoenix, AZ 85012
Arizona generally enforces non-compete agreements if they are reasonable in scope, duration, and geographic area, and if they protect a legitimate business interest such as trade secrets, confidential information, or specialized training. Courts will not enforce agreements that are overbroad, but they may modify (or 'blue pencil') an unreasonable agreement rather than void it entirely. Arizona law changed in 2023 to limit non-competes for certain lower-wage workers, so the enforceability analysis depends significantly on the specific agreement and the employee's role.
Act quickly. If a departing employee has signed a non-compete, non-solicitation, or confidentiality agreement, the window for seeking injunctive relief is short — delay can undermine the case for emergency relief. Employers should immediately preserve evidence of the employee's activities and communications, assess what confidential information the employee had access to, review the applicable agreements, and consult experienced employment litigation counsel before making contact with the departing employee.
No. Arizona law prohibits retaliation against employees who report violations of law, participate in legal proceedings, or exercise rights protected by specific statutes. Federal law provides additional protections for employees who report certain types of fraud, safety violations, or securities violations. If you have been terminated or demoted after reporting misconduct, you may have a retaliation claim.
For claims under federal law (Title VII, ADA, ADEA), an employee generally must file a charge with the EEOC within 300 days of the discriminatory act before filing suit in federal court. For Arizona Civil Rights Act claims, the filing deadline with the Arizona Civil Rights Division is generally 180 days. These deadlines are strict — missing them typically bars the claim entirely. Employees should consult counsel as soon as possible after a discriminatory act occurs.
Yes. We represent both employers defending employment claims and employees pursuing them, though not in the same matter. Our experience on both sides of employment disputes gives us a practical understanding of how these cases are evaluated, settled, and tried.
