Many major hospital chains in Texas require their physicians to sign non-compete agreements. Despite all the talk about how the federal government is going to
Often, the first step in enforcing a non-compete agreement is obtaining a temporary restraining order in court. However, if such order does not contain the right language, it may have no legal effect.
With all this talk about how the federal government is about to ban non-compete agreements, many might think they no longer need to worry about
Sixteen percent of Americans report earning money through an online gig platform. Gig work model started out with Uber, DoorDash, TaskRabbit and the likes in
Texas employees who refuse COVID-19 vaccine may be terminated. If they have a non-compete agreement with their employer, assuming the agreement meets the appropriate legal requirements, i.e., among other things, is reasonable, has geographic, scope, and term restrictions, and is supported by consideration, the fact that the employee was terminated or quit over the COVID-19 vaccine requirement, is not going to make the agreement invalid.
The the hallmark of enforcement of non-compete agreements in Texas is whether or not the covenants are reasonable. Generally, a reasonable area for in a covenant not to compete is considered to be the territory in which the employee worked. Furthermore, noncompete agreements barring an employee from working for a competitor in any capacity are invalid.