Douglas A. Albritton

Douglas A. Albritton

An experienced trial lawyer and strategist who has first chaired a dozen cases, Doug Albritton serves as lead counsel for clients in commercial litigation and arbitration matters throughout the United States. Clients turn to Doug for matters ranging from real-estate acquisition disputes, investor, and securities litigation, to breach of contract, trademark law, eminent domain, and non-compete disputes. He works with a variety of sectors, including software, packaging, food, biotechnology, service contract, hospitality, private equity and venture capital (including portfolio companies), as well as entrepreneurs and investors.

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Illinois Restrictive Covenants: July 2016 Update

Heads up, Illinois employers with post-employment restrictive covenants:  three new cases may impact your enforcement efforts. One continues the split between state and federal courts as to whether continued employment is sufficient consideration, another demonstrates the strict scrutiny courts can place on employers’ stated legitimate business interests, and a third makes clear that attorneys’ fees need not bear a rational … Continue Reading

Illinois Restrictive Covenants: Special Rules Apply To Non-Compete and Non-Solicit Agreements

All employers doing business in Illinois must be aware of a special rule regarding the enforceability of covenants not to compete, which may apply, depending on where their business is located. In Fifield v. Premier Dealer Servs., 2013 IL App (1st) 120327, the Illinois First District, which covers Cook County (including Chicago), held that an employee must generally remain … Continue Reading

Illinois Restrictive Covenants: The “Gray” Bright Line Regarding Sufficient Consideration

Illinois non-compete law continues to wend a circuitous path through the employment landscape, making it occasionally difficult for employers and employees alike to predict outcomes in these cases.

One issue that has arisen with some frequency concerns the matter of consideration for a restrictive covenant with an employee where the only consideration provided is employment: namely, is mere employment sufficient, … Continue Reading

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