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.
Today, the Federal Trade Commission (“FTC”) issued a proposed rule that would ban non-compete agreements between employers and workers, including both employees and independent contractors.
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.
Many non-compete agreements in Texas often include employee non-solicitation restraints, which prohibit departing employees from soliciting their co-workers to leave with them. Whereas non-competition restraints
Trade secrets are a form of intellectual property. Their theft can lead to civil litigation against the alleged thief, as well as criminal prosecution by
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
