Ready. Fire. Aim.
That’s often the approach companies take when they learn that a former employee with restrictive covenants like a noncompetition or nonsolicitation agreement has gone to work for a direct competitor.
Many rush into court demanding that a judge enter a temporary restraining order or preliminary injunction to stop the employee from violating their agreement. A party seeking this equitable relief must convince the court that they will likely win and irreparable harm could result without the requested relief.
Sometimes, the former employer has the evidence to back it up. But here is an example,