Dallas Employment Contract Attorney
The Dallas employment contract lawyers at Roquemore Skierski PLLC draft, review, and enforce employment agreements for businesses across North Texas, and litigate the disputes those agreements are built to prevent. Texas is an at-will employment state, but almost nothing about a modern business’s key employment relationships is left to at-will defaults: compensation structures, commission plans, confidentiality obligations, non-compete and non-solicitation covenants, and separation terms all live in contracts, and those contracts determine what happens when a key employee leaves for a competitor, disputes a commission, or takes the customer list on the way out. For a privately held company, employment agreements are asset protection documents.
The Employment Agreements That Protect a Business
Roquemore Skierski PLLC prepares and negotiates the full set of employment-related contracts a growing company needs: executive and key-employee employment agreements; commission and bonus plans; confidentiality and non-disclosure agreements; non-compete and non-solicitation covenants; independent contractor agreements; and separation and release agreements. Each is drafted against the disputes seen in litigation, because an agreement’s value is measured by how it performs when the relationship ends.
Texas imposes specific requirements on restrictive covenants: a covenant not to compete must be ancillary to an otherwise enforceable agreement and reasonable in time, geographic area, and scope of activity restrained. See Tex. Bus. & Com. Code §§ 15.50–15.52. Covenants drafted without attention to those requirements are the ones courts decline to enforce as written, or reform, often at the moment the employer needs them most.
Where Employment Contract Disputes Come From
The litigation docket at Roquemore Skierski PLLC shows where these agreements fail. A departing salesperson disputes the commission owed on pipeline deals; an executive terminated for cause contests the cause definition; a former employee joins a competitor in apparent violation of a non-compete; a contractor claims employee status; an employer discovers a departing employee downloaded customer data protected by a confidentiality agreement. Each of these is a contract dispute first, and frequently a business tort and trade secret matter as well. (Internal links: trade secret litigation page; non-compete litigation practice area.)
Roquemore Skierski PLLC handles both sides of the employer’s position: enforcing the company’s agreements against former employees and the competitors who hire them, and defending the company when a former employee sues for breach.
Enforcing an Employment Contract: Moving Quickly When It Matters
When a former employee is actively soliciting customers or a competitor is using misappropriated information, the remedy that matters is the one available this week. The employment contract attorneys at Roquemore Skierski PLLC pursue temporary restraining orders and temporary injunctions under Tex. R. Civ. P. 680–689 to address ongoing violations of non-compete, non-solicitation, and confidentiality covenants while the underlying case proceeds. Injunction practice is procedural and evidentiary work done under time pressure, and experience in the specific courts hearing the application is a genuine advantage.
Where the harm is complete rather than ongoing, Roquemore Skierski PLLC pursues damages: lost profits from diverted business; disgorgement where fiduciaries are involved; and, for an enforceable non-compete, the recovery of costs and reasonable attorney’s fees a court may award under Tex. Bus. & Com. Code § 15.51.
Reviewing and Rebuilding Employment Contract Programs
Many companies operate on employment documents assembled over years from templates, prior counsel, and internet forms. Roquemore Skierski PLLC reviews existing agreement sets for enforceability gaps, inconsistent terms across the workforce, and covenants that no longer match the business’s footprint, then rebuilds the documents into a coherent program. The exercise costs a fraction of a single enforcement suit built on a defective covenant.
Why North Texas Employers Choose Roquemore Skierski PLLC
The employment contract attorneys at Roquemore Skierski PLLC bring decades of Texas practice, and their agreement work is grounded in that courtroom experience: agreements are drafted by lawyers who litigate them. Roquemore Skierski PLLC represents privately held companies, emerging enterprises, and owner-operated businesses in industries including professional services, medical practices, technology, transportation and logistics, manufacturing, retail, and hospitality. Matters stay with Roquemore Skierski PLLC from drafting through enforcement; the employment agreement attorney who papers the covenant is the one who stands up in court to enforce it.
Employment Agreements Built for Enforcement
The test of an employment contract is not the day it is signed but the day it is broken. The Dallas employment contract attorneys at Roquemore Skierski PLLC combine decades of Texas litigation experience with practical drafting to give North Texas businesses agreements that hold, and courtroom representation when they are challenged. To discuss your company’s employment agreements or a dispute with a current or former employee, contact Roquemore Skierski PLLC to arrange a consultation.
How our team resolves business disputes, from start to finish.
We review the governing documents, build a factual timeline, gather key evidence, confirm deadlines, and align the legal approach with the client's business objectives.
We send a strategic demand letter identifying the dispute, proposing solutions, and setting a deadline. When assets or trade secrets are at risk, we seek immediate court relief to prevent further harm.
We pursue negotiation or mediation where productive, while continuing to preserve evidence and develop the case so leverage remains intact if settlement efforts do not succeed.
If a resolution is not reached, we file suit, use focused motions and discovery to narrow the dispute, present the case at trial, and enforce any favorable judgment.
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Frequently Asked Questions About Employment Contracts
Yes, when they satisfy the statutory requirements, including reasonable limits on time, geographic area, and scope of activity restrained under Tex. Bus. & Com. Code § 15.50. Enforceability is decided covenant by covenant, which is why drafting precision matters more than template language.
At-will status governs only the duration of employment. Confidentiality, invention assignment, commission terms, and post-employment covenants require written agreements regardless of at-will status, and the absence of those writings is what turns departures into disputes.
Employers frequently focus on preserving the employee’s devices and accounts, locating the signed agreements, and reviewing what the employee accessed before departure, often with counsel, before any demand is sent. The evidence available at that stage can affect whether injunctive relief is a realistic option.