01/25/2015 // Dallas, Texas, United States // Attorney Keith Clouse // Keith Clouse // (press release)
Dallas non-compete lawyer Keith Clouse notes that some employees make critical, wrongful assumptions about non-compete agreements and their enforcement in Texas. Here, he examines three such assumptions that could adversely impact an individual’s professional career.
1. Assuming a court would declare a non-compete agreement too onerous to be enforced. In the past, courts required an employer to meet a high burden before enforcing a non-compete agreement. But, over time, these standards have lightened, and courts now routinely uphold these agreements.
2. Assuming “right to work” means something other than what it actually means. The phrase has nothing to do with non-compete agreements; it refers to the right to join a union. So, even though an employee has the right to work in Texas, he can still be bound by a non-compete agreement.
3. Assuming a new employer will cover litigation expenses and attorney fees for an enforcement action brought by a previous employer. Many employers do, but without a written agreement to that effect, an employee should plan to pay for these expenses himself.
This article is presented by the Dallas non-compete attorneys at Clouse Dunn LLP. To speak to an employment lawyer about a non-compete agreement, send an email to [email protected] or call (214) 239-2705.
Media Information:
Address: 1201 Elm Street Suite 5200 Dallas, Texas 75270 – 2142
Phone: 214.220.2722
Url: http://dallasemploymentlawyer.cdklawyers.com/dallas-non-compete-lawyer-three-critical-misassumptions_12863.html
