·Read the article below about how to deal with employees with trade secrets.·Choose the best word to fill each gap from A, B, C or D on the opposite page.·For each question 21-30, mark one letter (A, B, C or D ) on your Answer Sheet.What if You’re on the Receiving EndFor most employers, the principal concern is the employee who takes trade secrets to a new job -- but what about the employer who unwittingly hires someone who has stolen trade secrets An employer is going to be liable if he knew or he should have known that this employee was (21) with trade secrets. Thus, it’s important to do an entrance interview (22) on trade secrets, ask him outright if he signed a nondisclosure agreement. If so, review it. Show the employee the (23) provisions of the Economic Espionage Act and have him sign a statement (24) that he understand what the potential liability is and he’s not bringing any trade secrets with him.There’s a "very fine line" between hiring an employee for "general knowledge, skills and experience" and hiring an employee to gain (25) to a competitor’s trade secrets. But, if the (26) employer has not specified to the worker what information is secret and what information is not, you will be well insulated if you have the worker sign a one-page form in which he or she agrees not to (27) company policy against disclosing or using the trade secret of former employer.But once an employer is on (28) that an employee is using someone else’s trade secrets, the employer must (29) action: even then, the employer may not be able to avoid liability entirely.Firing an offending employee as soon as the misappropriation is discovered may not (30) the employer of liability, but it goes a long way toward showing a judge or jury that the company limited the damage to the extent that they could.