In case of enforcement issues, they usually result from the discount: however, if the industry is aware that a particular company requires all employees to sign the agreement, you will have a hard time getting hired by the next company. If restrictive agreements are formulated appropriately and supported by appropriate considerations, they can have a significant impact and not just on the personnel who sign the agreement. After learning about a recruit`s obligations to their former company, employers should be careful. From a defensive point of view, drivers should take into account the consequences of hiring a worker subject to an ongoing risk of competition vis-à-vis a former employer. This reflection should include an analysis of the possibility of using the potential employee effectively, given that he is limited by ongoing agreements, as well as the costs and distractions when involved in a possible non-competition action. On appeal, the Eight Circuit found that TransAm induced crst drivers „by offering better conditions”. Id. at 504. In this finding, the court found that TransAm acted with the knowledge that its driver agreements had a higher rate of pay and that CRST-trained drivers were less expensive to employ because they did not claim reimbursement of the costs of obtaining a CDL.