Texas non-compete law has changed very little over the last few years.  There have not been any seminal Texas Supreme Court cases construing the Texas non-compete statute and little instructive case law from our intermediate appellate courts providing guidance.  The reality is Texas trial judge are construing non-competes at the temporary restraining order/temporary injunction stages

                    

When you are courting that new employee, frequently you will present him or her with a rather lengthy employee agreement that contains all the bells and whistles.  Obviously this includes the standard pay/benefit information and maybe some post-employment covenants like a non-compete or non-solicit.  

Often times within the recitals there will also be

Any employee worth their salt usually will wait until after they’ve received their bonus compensation until making an employment change.  Often this coincides with year but not always.  Because of this employers need to anticipate some employment right about now.

So what should an employer do in anticipation of a small or large exodus –

                                            By Keith Allison from Owings Mills, USA

The world of sports always seems to have good examples of unfortunate employer/employee situations.  Maybe this is because of the combination of significant amounts of money and the media spotlight.  Two seasons ago

                          

 I’ve seen a few employee handbooks in my time, but nothing quite like the 1943 Disney handbook, which is filled with a number of illustrations as one might expect and some blatant sexism along the way.  It’s kind of like watching an episode of “Mad Men” where you can’t believe what was acceptable

                               Photo courtesy of K. Berberi.

The post from last week raised some interesting question regarding the employer monitoring of employee social media communications.  The takeaway – Do we need to rethink the sacrosanct division of our employment versus private lives? 

As social media use continues and increases, individuals are creating more and more online content. With more and more content

                                        

Another strategy employers use to prevent employees from walking away with customers, proprietary information, and trade secrets, is the use of a “garden leave” provision in the  employment agreement. Basically, the provision works like this: the employee agrees that they have to provide three weeks notice of their intent to go and work for

                                       

 In a recent entry in the Delaware Employment Law blog, Molly DiBanca recounts the story of a employee who gives two weeks notice of intent to resign and then proceeds to email confidential and proprietary information to his new employer from his work email account. Note to employers, lock down or at least seriously