Under Texas law, “a non-compete obligation is enforceable if it is an enforceable agreement at the time of entering into the contract or as part of an enforceable agreement to the extent that it contains limitations in terms of time, geographic area, and scope of activity to be limited, proportionate and not imposing a greater restriction than to protect good-business or other commercial activities.” the promise is necessary.  Physicians are subject to specific rules, including that it is not possible to prohibit a physician “from providing ongoing care and treatment to a patient or patient in the event of an acute illness, even after the termination of the contract or employment.”  There is also a strong argument that a worker dismissed for refusing to sign an inappropriate obligation of non-accompaniment could be entitled to dismissal from the employer contrary to this public policy of the State. The results of these “public policies” vary from state to state. Staff subject to the presumption of competition shall be limited to the employer`s management, senior technicians and other members of staff with an obligation of confidentiality. The scope, scope and duration of the non-competition clause are agreed upon by both the employer and the worker and must not violate laws and regulations. It is necessary to take into account a confederation that goes to the collaborator. Accepting a job after hiring is a sufficient consideration to support an employee`s restrictive agreement. However, if the only counterpart to the agreement is the employment itself, the courts consider the need to sign, before the start of employment, an enforceable agreement limiting competition after the employment relationship. Do I have to accept a non-competition clause? Second, to enforce the CNC, a complainant must prove that he or she is not limiting the worker`s ability to earn a living too harshly or oppressively. . . .