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X EMPLOYEE PROBLEM
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Ken
    We use your employment agreement for all of our employees. (We have our people sign a nondisclosure and non solicit agreement as well.) About 6 months ago we changed our pay plan for our technicians, where the net / net was the same, but we calculated the wages differently. (From piece rate to production based hourly). We even offered a true up period where we compared the two plans and paid the greater of the two calculations. 
    We had one employee quit because of this (and other reasons), and he has now has seemingly made it his life mission to make us miserable. He has filed unemployment claims, lost wage claims and has been contacting our employees telling them that we are stealing from them and there is a pending lawsuit to shut us down. Most recently he sent all of our technicians and email (I haven't seen the email, but was relayed to me from another employee) with a phone number for the technicians to call and find out how to join the "pending" lawsuit. 
    To add salt to our wounds, he has started his own business (outside of our service area) and posted pictures of jobs he installed while working for us as his "company's" work. 
    What can we do to counter his actions or just get him to leave us alone?
Signed Anonymous
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RESPONSE
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    I can't comment on how you computed wages because I don't really understand your methodology,  I thought you have to pay based on hours worked, not productivity .  But once you're over minimum wage perhaps you can fashion a pay rate that factors productivity.
    The Standard Form Employment Agreement contains non disclosure and non compete provisions, so your additional papers are unnecessary.  The Employment Agreement also contains a non solicitation provision so you could seek injunctive relieve if you want to and you can pursue damages as well.  That Agreement may also permit you to select the arbitration forum where you can get a quick decision.  
    Alternatively you can treat the former employee as a minor annoyance, ignore him and hope it all goes away.
    All of your employees should sign the Standard Employment Agreement.  All of your outside sales, 1099 personnel, should sign an Independent Sales Affiliate Agreement.
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