Confidentiality Security Agreement

Employee Confidentiality and Security Agreement

Drafts an execution-ready agreement protecting company proprietary information, trade secrets, and digital assets while establishing employee security obligations and post-employment restrictions.

Checkpoint A: Pre-Draft Intake (Mandatory)

Ask every time unless user says "use defaults." Gather:

1. Governing jurisdiction — state law for restrictive covenants, trade secret protections, consideration requirements
2. Company documents — existing confidentiality agreements, handbooks, security policies
3. Employee role — position, access level, exposure to sensitive systems/data
4. Industry context — regulated industries (healthcare, finance, defense) need sector-specific provisions
5. Existing restrictive covenants — prior agreements that must be harmonized

If user doesn't respond, apply and label defaults: at-will employment state; general staff access level; 3-year non-trade-secret duration; 1-year non-solicitation; governing law per company's home state.

Intake Table

Pre-Drafting Research

Step 1: Draft Confidential Information Provisions

Definition — Layered Category Approach

• Cover all formats: written, oral, electronic, visual
• Include derivative works (analyses, compilations, summaries)
• Protection applies regardless of whether marked "confidential"

Standard Exceptions

Employee bears burden of proof (clear and convincing evidence):

1. Already public at disclosure (not through employee's breach)
2. Lawfully in employee's possession pre-disclosure (documented)
3. Received from third party without restriction
4. Independently developed without reference to Confidential Information (contemporaneous documentation required)

Obligations

• Non-disclosure without prior written authorization from authorized officer
• Duration: indefinite for trade secrets; [3–5] years for other Confidential Information
• Use limited to assigned duties within employment scope
• Standard of care: at least reasonable care, no less than employee's own
• Need-to-know restriction; internal sharing only to authorized personnel under equivalent obligations
• Secure storage: encryption (electronic), locked storage (physical), secure disposal
• Immediate incident notification to security officer/legal

Compelled Disclosure Carve-Out

Immediate notice to legal on receipt of subpoena/court order → cooperate with protective order efforts → disclose only what is legally required.

Protected Activity Savings Clause (REQUIRED)

• DTSA immunity for disclosures to attorneys/government officials in confidence
• Whistleblower cooperation protections
• NLRA § 7 rights preserved (wages, working conditions)

Step 2: Draft Security Responsibilities

Password and Access Control

• Personal credentials; never shared
• Minimum: 12+ characters, mixed case/numbers/symbols, unique per system
• No plaintext storage; company-approved password managers only
• MFA required on all available systems
• Lock workstations when unattended; log out of sessions
• Report compromised credentials immediately
• All access terminates upon separation

Acceptable Use

• BYOD (if applicable): company MDM required, remote wipe consent, security software mandatory
• Remote access: approved VPN only; adequate privacy at remote locations
• No expectation of privacy on company systems — monitoring may occur without notice

Incident Reporting Protocol

Reportable: data breaches, unauthorized access, malware, phishing, lost/stolen devices, inadvertent disclosure, suspicious behavior, physical security breaches.

1. Report to IT security + direct supervisor within [2–4] hours of discovery
2. Preserve all evidence — no deletion, alteration, or destruction
3. Document: what happened, when discovered, systems/data affected, actions taken
4. Maintain incident confidentiality; share only with authorized personnel
5. Follow incident response team instructions

Non-retaliation: Good faith reporting carries no negative consequences, even if incident resulted from employee's error.

Step 3: Draft Termination and Post-Employment Provisions

Return of Property (immediately upon termination or earlier upon request)

• All company-issued equipment (laptops, phones, tablets, tokens, keys, cards)
• All physical documents containing Confidential Information
• Delete company data from personal devices, cloud accounts, personal email
• Written certification of compliance (specify devices/systems wiped)
• Certification required before release of final compensation

Company rights: inspect workspace/devices, remotely wipe MDM-enrolled devices, pursue legal remedies.

Survival of Obligations

• Non-solicitation = active solicitation only; does not bar accepting competitor employment or responding to unsolicited inquiries
• Employee must notify prospective employers of continuing obligations
• Employee must notify company of new employment (employer, general responsibilities)
• Cooperation: respond to legal process, assist with litigation/investigations, provide truthful testimony (reasonable compensation for time)

Step 4: Draft Legal Framework

Acknowledgments (employee confirms)

• Read and understood; opportunity to consult counsel
• Voluntary execution without duress
• Restrictions reasonable in scope, duration, and geography
• Confidential Information is valuable; unauthorized disclosure = irreparable harm
• Adequate consideration received
• For post-hire execution: specify additional consideration (promotion, raise, bonus, or continued employment per jurisdiction) [VERIFY]

Protected Rights Acknowledgment (REQUIRED)

• DTSA immunity per 18 U.S.C. § 1833(b) [VERIFY]
• Whistleblower protections: unrestricted government agency reporting
• NLRA § 7: right to discuss wages and working conditions

Enforcement Provisions

• Governing law: [state], no conflicts-of-law principles
• Exclusive venue: state and federal courts in [county/state]
• Equitable relief available without bond or proof of actual damages
• Prevailing party: reasonable attorneys' fees, costs, expert fees
• Severability with reformation to minimum enforceable scope
• Integration clause; supersedes prior understandings on subject matter
• Amendment: written, signed by both parties; no oral modifications
• Assignment: company may assign (merger/acquisition/sale); employee may not
• Supplements (does not replace) other confidentiality/IP agreements — most protective provision controls

Signature Block

Employee signature, printed name, date; authorized company representative signature, title, date. Separate acknowledgment page optional.

Step 5: Assemble Agreement in Section Order

1. Parties, Recitals, and Effective Date
2. Confidential Information — definitions, categories, exceptions, obligations, compelled disclosure carve-out, protected activity savings clause
3. Security Responsibilities — access control, acceptable use, incident reporting, non-retaliation
4. Termination and Post-Employment — property return, survival of obligations, non-solicitation, cooperation
5. Legal Framework — acknowledgments, protected rights, enforcement, severability, integration
6. Signatures

Checkpoint B: Post-Draft Alignment (Mandatory)

After delivering the initial draft, ask:

1. Are the confidential information categories appropriate for this employee's role and access level?
2. Are the non-solicitation durations acceptable given the governing jurisdiction?
3. Is additional consideration needed for post-hire execution?
4. Should BYOD or remote-work provisions be included or expanded?

If user doesn't answer, recommend confirming non-solicitation scope and post-hire consideration (highest-risk decisions) and proceed if authorized.

Quality Audit

Before finalizing, verify:

• DTSA whistleblower immunity notice included per 18 U.S.C. § 1833(b) [VERIFY]
• NLRA § 7 savings clause present — no overbroad restrictions on wage/conditions discussions
• Protected activity carve-out covers government reporting and attorney disclosures
• Trade secret duration = indefinite; other confidential info = [3–5] years
• Non-solicitation scope reasonable for governing jurisdiction [VERIFY]
• Post-hire consideration specified if agreement executed after onboarding
• Blue-pencil/reformation doctrine matches governing state [VERIFY]
• Return-of-property checklist complete with certification requirement
• Incident reporting timeline and protocol specified
• No non-compete provisions unless specifically requested and confirmed enforceable [VERIFY]
• All bracketed business terms filled or flagged
• Compelled disclosure carve-out with notice + protective order cooperation

Guidelines

• Jurisdiction calibration is critical — non-compete/non-solicitation enforceability varies by state; CA, CO, MN, OK, ND broadly restrict or ban non-competes [VERIFY current status]
• Consideration requirement — many jurisdictions require independent consideration beyond continued employment for post-hire agreements [VERIFY]
• Blue-pencil vs. reformation — know whether the jurisdiction modifies overbroad restrictions or voids them entirely
• DTSA notice — employers must provide DTSA whistleblower immunity notice in any trade secret agreement (18 U.S.C. § 1833(b)) [VERIFY]
• NLRA compliance — confidentiality provisions must not chill Section 7 rights
• Role-based customization — adjust categories, security requirements, and restriction durations to employee access level and seniority
• Do NOT include non-compete provisions unless specifically requested and confirmed enforceable
• Do not fabricate statutory citations, case law, or enforceability standards
• All outputs require attorney review in the governing jurisdiction