Common use of Other Detrimental Conduct Clause in Contracts

Other Detrimental Conduct. During the Restricted Period, an Employee may not take any actions that the Company reasonably deems detrimental to its interests or those of its Affiliates. To the extent practicable, the Company will request an Employee to cease and desist or rectify the conduct prior to seeking any legal remedies under this Appendix C and will only seek legal remedies if the Employee does not comply with such request. This Section C1(g) shall not be applied to conduct that is otherwise permitted by Section C1(a) through Section C1(f). For example, if an Employee leaves the Company’s employment to work for an Entity that is not a Competitor under Section C1(a), the Company will not claim that employment with that Entity violates Section C1(g). Notwithstanding anything in this Appendix C to the contrary, the prohibition on conduct described in this Section C1(g) shall not be applicable to an Employee from and after his or her last day of active employment, if his or her active employment terminates for any reason (other than for Misconduct) within two years following a Change in Control.

Other Detrimental Conduct. During the Restricted Period, an the Employee may not take any actions that the Company reasonably deems detrimental to its interests or those of its Affiliates. To the extent practicable, the Company will request an Employee to cease and desist or rectify the conduct prior to seeking any legal remedies under this Appendix C D and will only seek legal remedies if the Employee does not comply with such request. This Section C1(gD1(g) shall not be applied to conduct that is otherwise permitted by Section C1(aD1(a) through Section C1(fD1(f). For example, if an Employee leaves the Company’s employment to work for an Entity that is not a Competitor under Section C1(aD1(a), the Company will not claim that employment with that Entity violates Section C1(gD1(g). Notwithstanding anything in this Appendix C D to the contrary, the prohibition on conduct described in this Section C1(gD1(g) shall not be applicable to an Employee from and after his or her last day of active employment, if his or her active employment terminates for any reason (other than for Misconduct) within two years following a Change in Control. The restrictions in Sections C1(b), C1(c), C1(d), C1(f) and C1(g) apply regardless of whether the Employee is employed by, providing advice to or consulting for a Competitor.

Other Detrimental Conduct. During the Restricted Period, an the Employee may not take any actions that the Company reasonably deems detrimental to its interests or those of its Affiliates. To the extent practicable, the Company will request an Employee to cease and desist or rectify the conduct prior to seeking any legal remedies under this Appendix C and will only seek legal remedies if the Employee does not comply with such request. This Section C1(g) shall not be applied to conduct that is otherwise permitted by Section C1(a) through Section C1(f). For example, if an Employee leaves the Company’s employment to work for an Entity that is not a Competitor under Section C1(a), the Company will not claim that employment with that Entity violates Section C1(g). Notwithstanding anything in this Appendix C to the contrary, the prohibition on conduct described in this Section C1(g) shall not be applicable to an Employee from and after his or her last day of active employment, if his or her active employment terminates for any reason (other than for Misconduct) within two years following a Change in Control. The restrictions in Sections C1(b), C1(c), C1(d), C1(f) and C1(g) apply regardless of whether the Employee is employed by, providing advice to or consulting for a Competitor.

Other Detrimental Conduct. During the Restricted Period, an the Employee may not take any actions that the Company reasonably deems detrimental to its interests or those of its Affiliates. To the extent practicable, the Company will request an Employee to cease and desist or rectify the conduct prior to seeking any legal remedies under this Appendix C D and will only seek legal remedies if the Employee does not comply with such request. This Section C1(gD1(g) shall not be applied to conduct that is otherwise permitted by Section C1(aD1(a) through Section C1(fD1(f). For example, if an Employee leaves the Company’s employment to work for an Entity that is not a Competitor under Section C1(aD1(a), the Company will not claim that employment with that Entity violates Section C1(gD1(g). Notwithstanding anything in this Appendix C D to the contrary, the prohibition on conduct described in this Section C1(gD1(g) shall not be applicable to an Employee from and after his or her last day of active employment, if his or her active employment terminates for any reason (other than for Misconduct) within two years following a Change in Control.

Other Detrimental Conduct. During the Restricted Period, an the Employee may not take any actions that the Company reasonably deems detrimental to its interests or those of its Affiliates. To the extent practicable, the Company will request an Employee to cease and desist or rectify the conduct prior to seeking any legal remedies under this Appendix C D and will only seek legal remedies if the Employee does not comply with such request. This Section C1(gD1(g) shall not be applied to conduct that is otherwise permitted by Section C1(aD1(a) through Section C1(fD1(f). For example, if an Employee leaves the Company’s employment to work for an Entity that is not a Competitor under Section C1(aD1(a), the Company will not claim that employment with that Entity violates Section C1(gD1(g). Notwithstanding anything in this Appendix C D to the contrary, the prohibition on conduct described in this Section C1(gD1(g) shall not be applicable to an Employee from and after his or her last day of active employment, if his or her active employment terminates for any reason (other than for Misconduct) within two years following a Change in Control. The restrictions in Sections D1(b), D1(c), D1(d), D1(f) and D1(g) apply regardless of whether the Employee is employed by, providing advice to or consulting for a Competitor.