No Hire Agreement Texas

In recent times, the “No Poach” agreements, which generally restrict the right of an individual or company to hire or recruit employees of another party, have been subject to enhanced scrutiny by federal and regional law enforcement authorities. Whether defined in autonomous agreements, business acquisition contracts or employment contracts, these types of restrictive agreements have recently been the subject of a flood of state enforcement measures and private collective actions that warn companies against potential civil and criminal liability for agreements that result in reduced worker mobility or reduced wages. Educators are one of the most common occupations in Texas to use employment contracts. Similarly, employment contracts for educators are heavily regulated by Texas law. Chapter 21 of the Texas Education Code expressly states that all school districts employ every teacher, principal, librarian, nurse or school counsellor either on the basis of a trial contract (usually for new hires), a continuation contract (usually for experienced educators) or a fixed-term contract (term employment). Many of the provisions of these contracts are prescribed by national law, including the duration of certain contracts, the qualifications required, work obligations, etc. However, not all Educators in Texas are subject to these provisions. Educators who work for private institutions such as religious and charter schools are not subject to the same level of regulation and may therefore have more or less favourable employment contracts than state-employed educators. Keywords: non-competition clause, labour law, employment contract Companies considering a direct agreement with one competitor on the recruitment and recruitment of employees of the other should be cautious.

These agreements should describe the legitimate and common interest of competitors justifying the need for the agreement; to narrowly limit the non-prospecting provision to apply only to workers who may be directly involved in the joint venture; identify workers subject to the non-prospecting provision with appropriate specificity; and include a termination date or event to terminate the contract. These agreements should be carefully reviewed by lawyers and closely tailored so as not to attract the adverse attention of the Department of Justice. Provisions prohibiting the invitation of customers are considered non-competitive obligations (and must therefore meet the requirements applicable to all non-competition agreements). Unlike the disclosure of the employer`s confidential information (which is legally applicable even without the worker`s explicit consent that it will not), the recruitment of the employer`s clients constitutes fair competition (unless it is due to the theft of the employer`s trade secrets, a breach of the trust obligation, etc.) and is therefore not applicable. , unless a valid contract prohibits it. not to compete. Under Texas law, a provision to combat poaching must comply with the Texas Non-Competition Obligations Act, which means that it must be proportionate to an otherwise applicable agreement and in time and scope. The provision will seek to prevent an outgoing employer from recruiting a current or former employer (perhaps within a few months of the end) of the employer to work in a competing company.