Some Texas employers enter into noncompete or nonsolicitation agreements with senior executives, high-ranking employees, and employees in sales and customer relations departments. These agreements prohibit the employees from competing against the employer or from soliciting the employer’s clients after the employment relationship ends. While many employers customize an agreement for each employee, some employers include standard clauses in those agreements. Updating the language in these standard agreements may be necessary. Texas noncompete lawyer Keith Clouse explains.
Texas noncompete law changes rapidly. As each court decision is released, the law shifts. Those changes affect the enforceability of noncompete agreements. In addition, changes to the job duties associated with a particular position, an employee’s actual job duties, the clients the employee services, and the scope of the employer’s business may also impact a noncompete agreement’s enforceability. And, most notably, Texas recently enacted the Texas Uniform Trade Secrets Act. This new law undoubtedly affects relationships between employers and their employees.
To learn more about drafting noncompete agreements or to find out whether your company needs to update its agreements, contact an employment lawyer in your area. This article is presented by the employment law attorneys at Clouse Dunn LLP. For inquiries, send an email to firstname.lastname@example.org or call (214) 239-2705.