Out of curiosity, how do these non-competes work with remote work situations? Are they applicable to the state the business is in or the state the worker is in? Is this one of the reasons so many software companies are pushing to get coders back in the office, just to get rid of these little legal questions?
Good question. Seems like it could get hairy. I would have assumed the employee’s state of residence takes precedence, but then there is this case where CA courts upheld a non compete that was entered into in MI before the employee moved to CA:
