A former employer may threaten suit or seek an order intended to prevent someone from joining a new employer. We have represented people defending those claims and can evaluate the agreement, the allegations, and any request for urgent court relief.
Review the actual restriction
The review should distinguish restrictions on competition, customer contact, employee solicitation, and confidential information. The label on an agreement does not replace analysis of what it says and what conduct is alleged.
Respond to a demand or hearing
Bring the signed agreement, amendments, demand letters, and court papers. We examine the evidence and discuss a response to the claims, including whether a temporary order is being sought.
Issues for review
- Former-employer demands affecting a new position
- Disputed customer or employee-solicitation allegations
- Seeking or opposing temporary relief within the accepted scope
Questions about this dispute
Are all Texas noncompetes enforceable?
No blanket answer is appropriate. Texas statutory requirements, the agreement, and the restrictions imposed must be evaluated.
Does the firm handle every industry’s restrictions?
The engagement must be confirmed. Healthcare agreements can raise additional statutory requirements and should not be assumed to receive the same analysis as every other contract.
Texas law references
General information. The application of these authorities depends on the dispute.