An appeals decision in the Fifth District Court in Dallas, Texas shows that employees who have at-will status can still be subject to noncompete employment agreements. The appeals court decided in late May that a trial court had erroneously thrown out the case of the Jon Scott Salon, Inc. v. Jacalyn Garcia and Lindsey Gresham. Garcia and Gresham worked for the Jon Scott Salon and in their employment agreements had signed that they would not directly or inadvertently market to the salon\u2019s customers within a 10-mile radius for one year when they left the company.<\/p>\n
When these two hair stylists and cosmetologists terminated their employment on April 13, 2010, they started a new salon within the off-limit radius. Jon Scott allegedly started to get an extraordinary amount of no-show appointments and cancellations. At the original trial, Jon Scott claimed breach of contract, misappropriation of trade secrets and confidential information, theft, conversion, and (more…)<\/span><\/a><\/p>\n","protected":false},"excerpt":{"rendered":" An appeals decision in the Fifth District Court in Dallas, Texas shows that employees who have at-will status can still be subject to noncompete employment agreements. The appeals court decided in late May that a trial court had erroneously thrown…<\/span><\/p>\n