If you’re an employee in Texas and you’re bound by a non-compete agreement, you may wonder if you can argue that the agreement is “unfair” and win. The answer is yes, at least in some cases. In a recent case, a Texas Court of Appeals found that it would be unfair to enforce a 1-year non-compete agreement against an employee who only worked for his employer less than 5 months and was let go without cause.
Employers should follow three rules when firing: fire quickly, document reasons, have paperwork and witnesses ready.
The organizations that oppose a non-compete ban in the United States include US Chamber of Commerce, American Medical Association, the Restaurant Law Center, members of US Senate, and the Antitrust Law Section of the American Bar Association.
A cease-and-desist letter typically demands that an employee or a business stop doing something. The letter often threatens a legal action if the recipient does
While some states automatically make non-compete agreements invalid if a worker is terminated “without cause,” laid off, or is part of a reduction in force, many others do not. Even if a lay off does not automatically invalidate an employee’s non-compete agreement, other circumstances may render the non-compete agreement invalid.
A non-compete agreement or a non-compete clause prohibits employees from working for their employers’ competitors within a certain geographic area, for a certain period of
