Federal Antitrust Laws: Sherman Antitrust Act, Clayton Act, and Federal Trade Commission Act must be considered to ensure the agreement doesn't create unfair competition or monopolistic practices
National Labor Relations Act: Federal law protecting employees' rights to organize and engage in collective bargaining, which may impact exclusivity terms
Fair Labor Standards Act: Federal law governing wages and working conditions that must be considered when establishing compensation for exclusive employment
State-Specific Employment Laws: Various state laws governing employment relationships, including state-specific antitrust regulations and labor codes
Non-Compete Regulations: State-specific rules governing restrictions on future employment and competition, which vary significantly by jurisdiction
Reasonableness Doctrine: Legal principle requiring that exclusivity terms must be reasonable in terms of duration, geographic scope, and scope of activities
Duration Requirements: Time limitations on exclusivity must be reasonable and clearly defined to avoid creating undue hardship on the employee
Geographic Scope: Territorial limitations must be reasonable and justified by the employer's legitimate business interests
Compensation Requirements: Legal requirements for adequate consideration and compliance with minimum wage laws in exchange for exclusivity
Scope of Restrictions: Limitations on the breadth of exclusivity terms to ensure they are narrowly tailored to protect legitimate business interests
Employee Rights Protection: Constitutional and statutory rights of employees to earn a living and seek alternative employment must be preserved
Public Policy Considerations: Overall public policy implications and restrictions on restraint of trade that may affect enforceability of exclusivity terms
