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@@ -18,7 +18,7 @@ In the United States, without an express agreement employers usually own [works
 
 Many employee IP agreements are very generous – to employers. To the extent [allowable by law](#in-what-jurisdictions-is-beipa-applicable), employers get control over everything employees create while employed, 24/7, over work created before their employment, and sometimes even to gain control over what former employees create through "non-compete" terms. For an overview, see _[The New Cognitive Property: Human Capital Law and the Reach of Intellectual Property](https://ssrn.com/abstract=2517604)_.
 
-BEIPA only claims control of what the employee creates during the period of employment, and only creations made for or relating to the company's business. There surely are many other approaches to relatively "balanced" employee IP policy. We encourage progressive companies and workers to share their [agreements and lessons](#what-are-some-other-relatively-balanced-approaches).
+BEIPA only claims _exclusive control_ of what the employee creates during the period of employment and within the scope of their job responsibilities, and _non-exclusive freedom to use_ other creations relating to the company's business. There surely are many other approaches to relatively "balanced" employee IP policy. We encourage progressive companies and workers to share their [agreements and lessons](#what-are-some-other-relatively-balanced-approaches).
 
 ### Why would an employer want to use BEIPA?