49+ sample non-disclosure agreement templates in pdf

ENTIRE AGREEMENT

8.1 This NDA constitutes the entire agreement between the Parties on confidentiality and non-disclosure and supersedes and extinguishes all previous discussions, correspondence, negotiations, drafts, agreements, promises, assurances, warranties, representations and understandings between them, whether written or oral, relating to its subject matter.

8.2 Each Party acknowledges that in entering into this NDA it does not rely on, and shall have no remedies in respect of, any statement, representation, assurance or warranty (whether made innocently or negligently) that is not set out in this NDA. Each Party agrees that it shall have no claim for innocent or negligent misrepresentation based on any statement in this NDA.

How to Make an Excellent Non-Disclosure Agreement

Step 1: Use the Appropriate Template

Have you checked our collection of sample non-disclosure agreement templates already? They are ready to download anytime. More so, you can edit the template’s features and content easily, so there is no need to begin from scratch. Your only concern is to explore all available templates and find the best example that suits your application. And with its fillable features, you can add what needs to complete the document—easy, right?

Step 2: Give a Clear Introduction

In your document, ensure to write a clear introduction. Although the title or purpose of the NDA would suffice, adding further background is necessary to clarify. Moreover, ensure that the parties are introduced, especially when they are part of the NDA’s important elements. Aside from the names, mentioning their contact details is crucial if anyone needs to contact each other.

Step 3: Insert the Rest of the NDA Elements

Do not simply check the NDA’s title and party info because there are still plenty of non-disclosure agreement elements, as discussed earlier. Ensure that the exclusions, instructions, schedule, etc. are present. Most importantly, there are standards in any agreement. Avoid adding or lacking aspects that invalidate the document.

Step 4: Specify How to Protect Confidential Info

Many contracts already know how to define what topic or secret should not be disclosed and the exclusions. But, some people fail to specify what must be done in protecting such confidential matters. Be instructive in mentioning every obligation to fulfill between parties. And if parties have lesser questions from your statements, the better.

Step 5: Be Strict with the Clauses and Provisions

It is no surprise that policies must be followed strictly, no matter what. But, are the clauses or provisions stated in the NDA worth following in the first place? Or to be more specific, are they strict enough? Aside from incorporating all the rules, mention what consequences the disobedient party would take if it so happens they commit a dispute. Should there be a contract termination, dispute fines, or any other arrangement? And once everything is all set, launch the agreement.

Confidentiality Agreement vs Non-Disclosure Agreement

The terms “confidentiality agreement” and “non-disclosure agreement” are used often in business and law and it is easy to be confused due to intermingling terminology.

Confidentiality and non-disclosure agreements address the same subject matter which, primarily, is the protection of information. Any nuanced differences between the usage of each term are subtle and have more to do with the parties to the agreement or the industry it is being used in than anything mandated by law.

It is OK to think of these references toward these documents as referring to the same resource, related protections and needs for them.

NDA в рамках гражданско-правовых отношений с контрагентами

Согласно пп. 4 пункта 1 статьи 10 Федерального закона от 29.07.2004 №98-ФЗ «О коммерческой тайне» (далее – Закон о коммерческой тайне) регулирование отношений по использованию информации, составляющей коммерческую тайну, осуществляется работниками на основании трудовых договоров и контрагентами на основании гражданско-правовых договоров.

В силу статьи 420 ГК РФ договором признается соглашение двух или нескольких лиц об установлении, изменении или прекращении гражданских прав и обязанностей.

При этом в силу статьи 421 ГК РФ граждане и юридические лица свободны в заключении договора.

Стороны могут заключить договор, как предусмотренный, так и не предусмотренный законом или иными правовыми актами.

В соответствии с пунктом 1 статьи 432 ГК РФ договор считается заключенным, если между сторонами, в требуемой в подлежащих случаях форме, достигнуто соглашение по всем существенным условиям договора. Существенными являются условия о предмете договора, условия, которые названы в законе или иных правовых актах как существенные или необходимые для договоров данного вида, а также все те условия, относительно которых по заявлению одной из сторон должно быть достигнуто соглашение.

Согласно положениям статьи 434 ГК РФ договор может быть заключен в любой форме, предусмотренной для совершения сделок, если законом для договоров данного вида не установлена определенная форма.

Если стороны договорились заключить договор в определенной форме, он считается заключенным после придания ему условленной формы, хотя бы законом для договоров данного вида такая форма не требовалась.

Как отмечено в Постановлении Суда по интеллектуальным правам от 31 октября 2018 г. по делу №А56-92673/2016, в рамках которого рассматривалась кассационная жалоба на решение Арбитражного суда города Санкт-Петербурга и Ленинградской области от 26.04.2018 по делу №А56-92673/2016 и постановление Тринадцатого арбитражного апелляционного суда от 11.07.2018 по тому же делу, по иску ООО «ВИАКАРД» к ООО «Терминал Сервис», при подписании Соглашения о неразглашении и согласовании всех существенных условий сторонами, данное Соглашение признается гражданско-правовым договором, влечет гражданско-правовые обязательства, а также санкции за его неисполнение. В данном случае, в рамках соглашения стороны гарантировали конфиденциальность информации, раскрытой Сторонами друг другу в течение всего период сотрудничества и в течение трех лет по его завершении, а также установили ответственность для стороны, раскрывшей конфиденциальную информацию в виде уплаты другой стороне штрафа в размере 400 000 рублей. Как было доказано нотариальным протоколом осмотра доказательств, в нарушение соглашения о неразглашении, ответчик (ООО «Терминал Сервис») предоставил доступ неограниченному кругу лиц к личному кабинету ответчика, созданному в системе истца. В связи с чем исковые требования о взыскании штрафа в размере 400 000 рублей подлежали удовлетворению, таким образом оставив решение Арбитражного суда города Санкт-Петербурга и Ленинградской области от 26.04.2018 по делу №А56-92673/2016 и постановление Тринадцатого арбитражного апелляционного суда от 11.07.2018 по тому же без изменения, кассационную жалобу ООО «Терминал Сервис» — без удовлетворения.

Таким образом, несмотря на отсутствие в гражданском законодательстве такого самостоятельно выделенного вида обязательств как «соглашение о конфиденциальности (NDA)» всё равно существуют правоотношения, в рамках которых его заключение является юридически необходимым элементом, что подтверждается данными судебной практики в РФ.

1. Before you share information

The best way to keep something confidential is not to disclose it in the first place. If you do need to share information you should use a non-disclosure agreement (NDA). This could happen when you speak to potential partners like:

• investors
• manufacturers
• stockists

You may have to tell people about your idea or your business to get advice. This could be from:

• accountants
• banks
• financial advisors
• insurance brokers
• business coaches
• or a marketing agency

It is important that you don’t assume conversations with advisors are automatically confidential.

An NDA is a legal contract. It sets out how you share information or ideas in confidence. Sometimes people call NDAs confidentiality agreements.

Your IP attorney or solicitor can advise on confidentiality and draw up an appropriate NDA for you to use.

When Do I Need an Employee Non-Disclosure Agreement?

It’s ideal to have an employee NDA signed upon hiring a new employee. In many cases, it is contained within a standard employment contract.

These contracts are enforceable because they meet set criteria:

• Terms of Contract: The terms of the contract are laid out so that the employee can clearly see what standards they are agreeing to uphold.
• Agreement of Contract: The employee clearly agrees to the terms of the contract.
• Payment or Considerations: Some form of value must be exchanged to make a contract binding. In the case of hiring a new employee, the position and salary serve as the consideration.

Some companies may not have all employees sign an NDA. In this case, the employee confidentiality agreement might be drawn up to be signed by employees when they are promoted to a position where one is deemed necessary. Payment should still be attached to these agreements, even when a current employee is asked to sign. Payment might include a raise or some form of bonus.

Templates for non-disclosure agreements

You can find a generic template for both a mutual and a one-sided Non-Disclosure Agreement here. The templates are free of charge. You just need to create a user account with Contractbook to access them. The user account will allow you to draft a Non-Disclosure Agreement, sign it with a digital signature and store it in the cloud.You can use the templates in connection with permanent employment, hiring consultants, engaging an internee or collaborating with another company. ‍Nonetheless, it is may be wise to seek a lawyer’s advice about the agreement. Particularly if your confidential information is highly valuable. The greater the value of the deal, the greater the importance of having a watertight Non-Disclosure Agreement.

Example of Breach of Non Disclosure Agreement

In 2003, Wall Street trader Lauren Brenner was inspired to start a physical fitness studio based on military boot camp-style programs. She visited Fort Knox on several occasions to learn and design materials she would use. After studying the program, she opened Pure Power Boot Camp in New York City. The studio used military colors and obstacles designed to fit an indoor space.

The studio employed a unique method of payment by clientele, in which no membership fee was charged, but clients were referred to as “recruits” who signed up for returning “tours of duty.” Brenner hired former marines as instructors to drill the recruits, two of which became her most trusted employees.

The studio was successful from the beginning, and Brenner planned to expand the operation. Her employees signed an employee agreement which contained non disclosure, non compete, and non solicitation provisions. After opening a second location in Manhattan, Brenner invited one of the two top marines to become a partner. He refused, claiming he did not have the money to invest.

In reality, the two instructors were planning to open their own boot camp gym with investments from their girlfriends. They leased a space 15 blocks from Brenner’s facility, and stole her Pure Power studio documents from her office, and destroyed their own employee agreements. The stolen documents included Pure Power Bootcamp business plan, its startup information, and its client list.

When Brenner learned the men had stolen her confidential information to form their own business, she filed a lawsuit seeking an injunction against the competing business. While the court denied her request for an injunction, finding that the non-compete agreement was not enforceable. The judge did order the men to return the stolen materials, and to alter their dress code for their clients.

The case was then taken to federal court where the parties eventually had a bench trial. This court found that the two men had clearly breached the non disclosure agreement portions of their employee contracts, and ordered the men to forfeit about $96,000 in salaries. It also awarded the men to pay punitive damages in the amount of $150,000 for their “egregious” betrayals of the plaintiff’s trust.

Cost to Have a Non-Disclosure Agreement Reviewed

You can get a non-disclosure template for free online, or download the one we’ve provided above as a starter document. But before using it, it’s best to have an attorney review it for the laws in your state. That may cost from $100 to $200 per hour (more if you’re seeking a specialist or doing business in a large city like New York). A legal expert should confirm that the language used in your agreement can stand up as valid.

Have someone review and finalize your NDA in a few ways:

• $100-$200 per hour: Hire an attorney by the hour to review and finalize your NDA.
• $39.95 – $49.95 per month: Use a service like Rocket Lawyer that provides legal advice on its templated documents.

Unless you’re an attorney yourself, creating your own NDA may be risky. For between $0 and $59.95, you can start with a template and have it reviewed by an expert, increasing the odds that your NDA will stand up in court.

Where to Store Your Non-Disclosure Agreement

For an employee confidentiality type of non-disclosure agreement to be most effective, consider adding it to your employee handbook to delineate your company policy on proprietary information.

This is because the employee handbook explains in plainer language what is expected to be protected by the agreement, serving as training on the agreement. It is also much easier to update the handbook quickly as your business expands (whereas the contract should be written in a way that rarely should need editing).

The employee handbook section elaborating on the importance of confidentiality should include the following elements:

• Labeling proprietary information as “secret and confidential,” like labeling hard drives or customer files as such.
• Limiting employee access to confidential information to a “need to know” basis by having passcode-required applications or files.
• Periodically searching employee lockers, desks, and computer files for unauthorized storage of information.
• Placing notices about the company’s policy near photocopy machines, printers, and fax machines.
• Requiring outside consultants and temporary employees to sign your NDA.

The business must then define in the handbook what constitutes a secret if the confidentiality agreement is to work.

Don’t forget to include an acknowledgment in employment termination notices that reminds employees of their continued obligation to not misuse corporate trade secrets, even after they’ve been released from employment.

If you need a place to store your NDAs and employment documents, consider using an all-in-one HR, benefits, and payroll vendor like Gusto. Gusto provides HR, payroll processing, benefits, and health insurance administration in addition to electronic signatures and online document storage. In addition, if you contact them about their Concierge package, you’ll have access to their legal experts to ensure your NDA is solid.

3. Types of NDAs

NDAs can be one way or mutual. Use a one-way NDA if only you are disclosing information and a mutual NDA if both parties are.

If the NDA is one-way only, it may need to be executed as a deed to make it enforceable. This is easy to do, so don’t make what should be a one-way agreement into an artificial mutual agreement.

If you and the other party to the NDA are not both in the same country, the NDA will need to state which law governs the agreement. Remember England and Wales have a different legal system to Scotland. It will also need to state in which courts it can be enforced. It is important that the courts of one country are not given exclusive jurisdiction. You may want to enforce the NDA in a different country if an unauthorised disclosure is made there.

What Should Be Included in an NDA Agreement for Employees

Your Employee NDA should include the following information:

• The Parties: The contract should specify the company and the employee entering into the contract.
• Information: The information which is protected by the NDA should be well defined.
• Time Frame: The duration that the contract is enforceable needs to be spelled out.
• Non-Compete Clause: This clause specifies an amount of time in which the employee cannot directly compete with your company after terminating the relationship.
• Non-Solicitation Clause: This clause dictates that employees cannot be solicited away from the company for another enterprise.
• Remedies: This section indicates remedies in the event that the contract is breached.
• Notice: Because you’re dealing with proprietary information, you should include a section indicating how notice should be made if the employee discovers a breach in information, e.g. if the employee’s computer was hacked.

It is important to note that courts are reluctant to enforce broad non-compete clauses in employment contracts. To increase the likelihood that it can be enforced, your non-compete clause should be very narrow and as specific as possible in regards to position, industry, and region.

An employee non-disclosure agreement works to protect your interests while clearly laying out the type of privacy your company information needs. These are becoming more and more standard in business and many employees routinely sign them as a term of employment.

Most Common Uses for an Employee NDA Form

In its basic form, an employee confidentiality agreement lets the employee know that they can’t discuss information learned through your business outside of the office. There are clauses that can be included in your NDA to make it more robust to protect your interests.

Some common considerations when drawing up this contract for employees to sign include:

• Setting the Parameters on the Type of Information: Your NDA can spell out exactly which types of information an employee should not expose outside of their work with your company. This section can be very detailed to verify that employees understand – one issue for employees is that they sometimes don’t realize how much information is included. This section can also be broadly written to allow for future types of data.
• Protects New Developments: If your company is working on a patent or other sensitive information, such as a publication through another entity, disclosure can effectively damage your ability to secure the deal. Having this contract in place can help you mitigate those circumstances and save your ability to continue with the patent or other type of development.

You might also include a Non-Compete clause in your NDA. This clause would list a time frame where current employees could not enter into direct competition with your company. Commonly, you would include a 1- or 2-year period where past employees could not work for a direct competitor through direct hire or contract. They also could not open their own company in direct competition with your own.

2. What to consider

You should decide what your NDA covers. It could protect only information which is recorded in some form and marked ‘confidential’. It can also protect information you share in meetings or presentations.

A good NDA restricts the use of the ideas and information to a specific permitted purpose. This could be the evaluation of your idea or the discussion of a joint venture. Specify that purpose in the NDA as precisely as you can. You can always widen the permitted purpose later. You won’t be able to narrow the restriction on the use of your ideas or information later.

You should be realistic. The person you are talking to might need to share your information with others. This could be their employees or professional advisors. They may also need to copy your information for this purpose. Make sure that these disclosures to employees and professional advisers are made in confidence.

Think about how long the confidentiality should last. It’s common to see it limited to 3 or 5 years. After that time they will be able to use and disclose your information. Once information is made public in anyway, an NDA can’t be enforced.

Some information could be kept confidential forever. Examples of these are:

• non-patentable know-how
• lists of customers
• personal information about the individuals involved in a project

Some companies or organisations could ask you to sign a document agreeing that they will not have a duty to keep your ideas or information confidential. If that is the case, you need to decide whether to risk disclosing your ideas to them.

CONFIDENTIALITY UNDERTAKINGS

2.1 The Parties undertake to each other that it shall:

2.1.1 keep the Confidential Information secret and confidential and shall take steps to preserve its confidentiality;

2.1.2 not disclose or make available any Confidential Information to any Person, except as permitted by this NDA; and

2.1.3 not use or exploit the Confidential Information in any way, except for the Permitted Purpose.

2.2 The Recipient further undertakes that it shall at all times comply with the Discloser’s general terms and conditions in force at the relevant time, as such terms and conditions are amended from time to time.

2.3 Each Party undertake to each other that it shall only make such Copies as are strictly necessary for the Permitted Purpose and shall:

2.3.1 clearly mark all Copies as confidential;

2.3.2 ensure that all Copies can be separately identified from its own information; and

2.3.3 ensure that all Copies within its control are protected against theft or unauthorised access.

2.4 Upon request from either Party, the other Party shall promptly:

2.4.1 destroy or return to the requesting Party all documents and materials containing, reflecting, incorporating, or based on any Confidential Information;

2.4.2 erase all Confidential Information from the computer and communications systems and devices used by it, including any systems and data storage services provided by third parties (to the extent technically practicable); and

2.4.3 certify in writing to the requesting Party that it has complied with its obligations under this clause.

2.5 Each Party shall immediately notify each other if any Party becomes aware of any suspected or actual unauthorised use, copying or disclosure of the Confidential Information by any Person and comply with any reasonable and relevant direction of the exposed Party regarding any suspected or actual breach of this NDA.

2.5.1 Each Party undertake to each other that it will provide reasonable assistance to the exposed Party as requested by the exposed Party in order to prevent any suspected or actual unauthorised use, copying or disclosure of the Confidential Information.

2.6 The undertakings and obligations in this NDA do not apply to any Confidential Information:

2.6.1 that is, or becomes, generally available to the public other than as a direct or indirect result of the information being disclosed in breach of this NDA; or

2.6.2 if a Party can prove that the relevant information was available to the said Party on a non-confidential basis before it was disclosed by the other Party or its Representatives: or

2.6.3 the Parties agrees in writing is not Confidential Information or may be disclosed (subject to any limitations or other terms specified by in the specific agreement regarding the method or recipient or such disclosure).

Related Legal Terms and Issues

• Civil lawsuit – A lawsuit brought about in court when one person claims to have suffered a loss due to the actions of another person.
• Contract – An agreement between two or more parties in which a promise is made to do or provide something in return for a valuable benefit.
• Damages – A monetary award in compensation for a financial loss, loss of or damage to personal or real property, or an injury.
• Defendant – A party against whom a lawsuit has been filed in civil court, or who has been accused of, or charged with, a crime or offense.
• Legally Binding – An agreement that is written and enforceable by law.
• Obligation – A promise or contract that is legally binding; the act of binding or obliging oneself, as in a contract.
• Plaintiff – A person who brings a legal action against another person or entity, such as in a civil lawsuit, or criminal proceedings.
• Punitive Damages – Money awarded to the injured party above and beyond their actual damages. Punitive damages may be awarded in cases where the defendant’s actions in regard to the case are malicious, or so reckless as to give a reasonable person pause. Punitive damages, also referred to as “exemplary damages,” are ordered for the purpose of punishing the wrongdoer for outrageous misconduct in a civil matter.

Что такое NDA?

NDA (от англ. Non-disclosure agreement, реже также используется понятие Confidentiality agreement) как правило представляет собой соглашение между сторонами о неразглашении конфиденциальной информации. Заключается NDA в виде письменного документа, которым устанавливается порядок передачи сведений, которые представляются существенными для вашего бизнеса или бизнеса вашего контрагента.

В ГК РФ нет статей, посвященных непосредственно NDA, поэтому этот документ принято относить к непоименованным видам договоров. Это означает, что такой договор не имеет специального правового регулирования, в отличие, например, от договоров купли-продажи (Глава 30 части 2 ГК РФ), подряда (Глава 37) или возмездного оказания услуг (Глава 39). В этом отношении NDA представляет собой замечательный пример реализации принципа свободы договора, в части, позволяющей участникам гражданского оборота заключать любые договоры, прямо не предусмотренные законом.

При этом важно помнить, что к NDA все еще применяются общие требования, касающиеся всех договоров (то есть договоров как сделок и договоров как юридических документов): требования к форме, требование о наличии предмета и так далее. Данное обстоятельство не должно отталкивать от заключения NDA

Хотя до сих пор существует скепсис по поводу их необходимости и действенности, практика показывает, что NDA в Российской Федерации является распространенным способом урегулирования отношений, когда предмет отношений неизбежно затрагивает важную информацию хотя бы одной из сторон. В случае нарушения вытекающих из NDA прав и обязанностей при верном оформлении они могут быть эффективно восстановлены при обращении в суд

Данное обстоятельство не должно отталкивать от заключения NDA. Хотя до сих пор существует скепсис по поводу их необходимости и действенности, практика показывает, что NDA в Российской Федерации является распространенным способом урегулирования отношений, когда предмет отношений неизбежно затрагивает важную информацию хотя бы одной из сторон. В случае нарушения вытекающих из NDA прав и обязанностей при верном оформлении они могут быть эффективно восстановлены при обращении в суд.

NDA представляет собой двусторонний либо многосторонний договор, но в некоторых случаях, NDA может представлять собой и локальный нормативный акт — положение, которое будет обязательным для работников компаний, в которых приняты данные положения, если условие о неразглашении конфиденциальной информации содержится в трудовых договорах с такими работниками (можно оформить дополнительными соглашениями). NDA в некоторых случаях можно инкорпорировать (включать) в другие договоры, упрощая взаимодействие и сводя количество встреч и договоров к минимуму.

Также можно столкнуться с NDA, которым защищается информация только одной из сторон договора, с чем другой стороне просто приходится соглашаться, чтобы вести бизнес. В целом в таких ситуациях нет ничего страшного, но, конечно, лучше, когда каждая из сторон может себя защитить с помощью NDA. Проблема заключается в том, что, хотя к NDA не предъявляется особых требований в Гражданском кодексе РФ, предметно такие соглашения регулируются отдельным законом, требования которого необходимо соблюсти, если вы хотите получить реальную защиту по такому соглашению.

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