Illinois recently passed a new law that protects «low-wage workers» from the trend. That employers lift competition bans (defined above) to prevent these workers from moving and getting new jobs in their professional sectors – which has often had the objective and effect of keeping wages low because these workers were less able to leave their jobs and go to the market to get new jobs that used their most marketable skills (the skills they had acquired). In general, there are two categories of potentially defensible «legitimate commercial interests» that may support an attempt to impose a restrictive pact by an employer (against a former worker) in an employment contract. In this context, there may be such a legitimate commercial interest: (a) when former employees have acquired confidential information through employment and then attempted to use it for their own benefit; or (b) where the employer has a near-permanent relationship with customers and where, but for their employment, the former employees would not have had contact with the customers concerned. If both parties have read this documentation containing the information documented in it, each party must provide proof of compliance. This is done by signature on the execution date. «13th full agreement,» the conclusion of this document and the execution date must be indicated in the last sentence in the form of three separate components (double-digit calendar day, name of the month and double digit) in their respective premises. Many employment contracts/restrictive agreements provide that when a worker has to assert a right against the employer, the worker must be the subject of arbitration proceedings, with the written contract/contract often providing that the worker must go through the American Arbitration Association («AAA»). Many of these contracts also provide that arbitration fees are distributed equitably between the employer and the worker. Since such fees can reach thousands of dollars (and sometimes tens of thousands), this can be a very real barrier for an employee who pursues his or her legitimate rights in arbitration proceedings. In Illinois, non-competition prohibitions apply only if they protect legitimate business interests.