Extract to table

Nevada Law Analysis — Enforceability of Post-Employment Restrictive Covenants The enforceability of the proposed non-competition provisions must be assessed under Nevada's statutory framework governing post-employment restrictive covenants, as well as applicable case law interpreting that framework

Second, a non-compete agreement must be "reasonable" in that it is limited in scope and duration to what is reasonably necessary to protect the employer's legitimate business interests

Third, a non-compete agreement must not impose undue hardship on the employee or be injurious to the public

195(2) provides that if a court finds a non-compete agreement to be unreasonable in scope, duration, or geographic reach, the court "shall revise the covenant to the extent necessary and enforce the covenant as revised

The definition includes a standard procedural framework: the Executive must provide written notice to the Company within thirty (30) days of the occurrence of the triggering event, specifying the nature of the Good Reason condition

If the Company fails to cure the condition within the thirty-day cure period, the Executive must resign within sixty (60) days after the expiration of the cure period for the resignation to constitute a resignation for Good Reason