Restrictive covenants in employment agreements can be very useful to companies on the leading edge of technology and business innovation. This document is a general checklist of factors employers should consider with respect to the use of such covenants.
Wyoming Employee Restrictive Covenants
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US-TC0916
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How to fill out Employee Restrictive Covenants?
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FAQ
Wyoming is a right-to-work state. Wyo. Stat. § 27-7-109.
Right-to-Work Laws Wyoming is a right-to-work state. Wyo. Stat. § 27-7-109.
To be enforceable, a Wyoming noncompete agreement must be (1) in writing; (2) part of a contract of employment; (3) based on reasonable consideration; (4) reasonable in duration and geographical limitations; and (5) not against public policy.
A "right-to-work" state is a state that has enacted legislation that guarantees that no individual can be forced as a condition of employment to join or pay dues or fees to a labor union.
Wyoming does not have any rules regarding overtime, but federal law requires employers to pay non-exempt employees an overtime rate of 1 ½ their regular rate for all hours worked in a workweek in excess of 40.
Apart from the "covenant hostile state" issue discussed above, the majority of jurisdictions within the US (either by statute or case law) will enforce restrictive covenants to the extent they are "reasonable" under the circumstances.
California does not have a ?right to work? law. In ?right to work? states, it is against the law to demand employees pay union dues or join a union. California has failed in its efforts to become a ?right to work? state.
?No employer shall discriminate, within the same establishment in which the employees are employed, between employees on the basis of gender by paying wages to employees at a rate less than the rate at which the employer pays wages to employees of the opposite gender for equal work on jobs the performance of which ...
