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District Court Sets Aside FTC’s Rule Banning Non-Compete Agreements
From the Court's ruling: "For the reasons enumerated above, it is ORDERED that Ryan and Plaintiff-Intervenors’ Motions for Summary Judgment are GRANTED. (ECF Nos. 166, 168). Additionally, for the reasons the Court grants Plaintiffs’ Motions for Summary Judgment, the Court DENIES the FTC’s Motion for Summary Judgment. (ECF No. 184). The Non-Compete Rule, 16 C.F.R. § 910.1–.6, is hereby SET ASIDE and shall not be enforced or otherwise take effect on September 4, 2024, or thereafter."
Employment Non-Competes: State of Play
While 2022 featured many new state laws and court decisions concerning covenants not to compete in employment contracts, the state of non-competes in Texas saw no change. However, 2023 brought non-competes to the headlines nationally and created a lot of questions for business owners and employees regarding the continued enforceability of non-competes. As of the date of this article, non-competes are still enforceable in Texas. However, employers with employees in other states need to pay close attention to the state of play for non-competes in the state in which their employees reside. In addition, national assaults on non-competes have arisen from the proposed rule making by the Federal Trade Commission and the National Labor Relations Board. This article summarizes the factors to ensure anon-compete is enforceable in Texas and then discusses recent federal actions: the Federal Trade Commission proposed rule and the National Labor Relations Board memorandum.
Drafting the Bullet Proof Non-Compete
The basic principle of non-compete law is reasonableness, and that’s a pretty fuzzy concept. That means there will almost always be some argument that no matter how well the non-compete is drafted, it is unreasonable. Still, there are ways to draft a non-compete to maximize the chance that a court will enforce it later. So here are the key questions that come up when you’re drafting a typical Texas non-compete.