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.
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What is a “Reasonable” Non-Competition Agreement?
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.
How to avoid a non-compete lawsuit?
Many employees assume that if they were let go their non-compete agreement automatically becomes null and void. This is not true, however, in a lot of states, and this assumption can turn out to be very costly for an employee. It is much better to plan ahead and make sure that the departure from the former employer is as smooth as possible, and to avoid doing some of the things described above that often trigger a non-compete lawsuit.
Accepting Non-Compete Agreements Online – The New Norm?
An increasing number of companies are asking their employees to fill out and accept employment paperwork online through portals set up by employers precisely for
New Local Rules in the Northern District of Texas
The United Stated District Court for the Northern District of Texas has recently amended its local civil rules. The amended rules become effective September 1, 2019
Breaking News: Texas and 20 States Sue the Department of Labor Over the Overtime Rules
A group of 21 states, including Texas, filed a lawsuit today in the Eastern District of Texas challenging the U.S. Department of Labor’s new overtime exemption rules