This office lease form relates to any capital improvement that is made during any comparison year in compliance with any requirements regulation enacted after the date hereof, any modifications, amendments replacements or reinterpretations of any federal, state or local law or governmental regulation enacted prior to the date hereof, or lease years during the term, which shall not be included as expenses.
Indiana Preexisting Noncompliance
Category:
State:
Multi-State
Control #:
US-OL13042
Format:
Word;
PDF
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How to fill out Preexisting Noncompliance?
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FAQ
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.
An Indiana Standard Clause limiting an employee's solicitation of employees and customers during the term of the employee's employment and for a specified period of time after the employment relationship ends.
Generally, Indiana courts don't look favorably on non-compete contracts. The employer has the burden of proof, meaning they must show the court that the agreement is enforceable. The court may find a contract to be completely void or may hold both parties to a modified version.
Finally, while your HOA can't place restrictive covenants that violate state or federal laws, they can still limit your rights within reason.
Indiana courts do not usually look favorably on non-compete agreements or restrictive covenants. The burden of proof is on your employer to show the contract you signed is valid. However, you still might face limitations in your employment after moving on from a company.
Unreasonable terms Indiana courts will not enforce a non-compete unless its restrictions are reasonable in scope as to time, activity, and geographic area restricted. Depending on the language of your non-compete agreement, you may be able to challenge the reasonableness of the terms.
Generally, Indiana courts don't look favorably on non-compete contracts. The employer has the burden of proof, meaning they must show the court that the agreement is enforceable. The court may find a contract to be completely void or may hold both parties to a modified version.
