Why he made the list of the top 5: This case shows that Texas Covenants Not to Compete Act applies to any trade restriction, not just simple vanilla non-compete and non-demand agreements in the context of employment or business sales. The court also stated that it rejected the injunction because „[the company] violated part of the [employment] agreement that was favourable to [the employee]; [the company] cannot then attempt to obtain the application of the part of the [employment] agreement that is favourable to [the company] through an injunction. [ JUMP TO: Click here to answer questions about setting me up to help with your Texas non-compete problem, and click here to read the real customer reviews.] In general, yes, they can. The acquisition of an authorization in Texas allows an employer to terminate a worker for a reason that is not illegal and otherwise does not constitute a breach of an employment contract between the employer and the worker. And note that an employment contract is a special thing – most workers do not have an employment contract, even if they have received a letter of offer or a staff manual. However, in this situation, the non-competition clause may not be applicable. It depends on the facts of the situation. But that`s another question than whether the employer can fire you if you don`t sign. If you need help verifying a non-competitive or commercial agreement or are fighting an employer coming after you, call the law firm O`Brien NOW at (512) 410-1960 and ask the receptionist to set you up for a free 15-minute consultation with a staff lawyer, or provide free telephone advice using this online planning form. , or fill out the form below so we can get to know you and your situation. Your information is confidential and the form will be submitted directly to attorney Kerry O`Brien for verification.
Over time, unlimited competition restrictions are clearly illegal. It is not possible to give a certain number of months or years of courts as an appropriate duration for non-competition agreements. It depends on the sector in which the company is located, the role of the employee in the company, the market in which the company operates and other factors. Non-competition prohibitions do not necessarily have to be specified, but in the current circumstances, the courts will only enforce these agreements for a reasonable period of time. It goes without saying that if an employer is not contractually required to pay a certain salary or other benefits to a worker, the employer`s modification of those benefits would not constitute a breach of an employment contract. This is the case, in most cases, of all-you-can-eat staff, whose salaries and conditions of employment can be changed at any time. If a worker remains with the employer after the employer unilaterally changes wages or benefits in violation of an employment contract, the result may be a waiver of the violation by the worker.