Contact your former manager and HR and stress to them that you are at risk of losing your new job if the letter doesn't go out. Don't threaten, just explain and ask for their cooperation. Bear in mind, they are under no obligation to release you from the non-compete, no matter how vague it is. Even if it is unenforceable, a prospective employer could well see it as a source of potential litigation and pass on you to avoid the hassle. Good luck.
My colleagues are correct that you are now on file in the criminal justice system. Depending on the type of background check your potential employer conducts, this could show up. You need to check with your criminal attorney to make sure just what it was you pleaded guilty to so that ou can answer the question accurately. A false answer to an application question can always be grounds for termination.
The statute of limitations for cases such as this is two years from the date a reasonable person would realize that he had been the victim of malpractice. The fact that the dentist closed his office should not be much of an impdiment to suit since the Board of Dental Examiners keeps current addresses on file. The bigger question is whether he has malpractice insurance.
Contact the bar's disciplinary committee immediately. This behavior is unexcusable. Second, demand your file from her and take it elsewhere for a second opinion to determine whether this attorney committed malpractice. (Always bear in mind that a an ethical breach, by itself, does not ordinarily amount to malpractice.) Be prepared to pay for this review. I am not licensed in Illinois and my comments should not be taken as legal advice.
My colleagues have provided useful responses to this question, but let me add a little more insight. A big part of a decision to take a case is the impression a potential client makes and my assessment of how that will play in front of a jury. For example, if the potential client has face tats and visible piercings, I can almost guarantee that I won't take the case, no matter how strong the facts are, because most jurors will be turned off. My feel for how the client and I will get along for...
Based on the limited information you supplied, you may have a claim under the Fair Housing Act and possible under the New Jersey Law Against Discrimination. I suggest you invest in a consultation with an attorney who is experienced in discrimination claims. An employment lawyer may be your best bet because most claims of discrimination arise in the employment setting. Good luck.
Yes, you can say no. Your employee can terminate you on the spot if you do, though. What you might want to consider is telling them you will sign it if they make it financially worth your while. Good luck.
New Jersey looks on non-competes with disfavor, but will enforce them if they are reasonable as to geographic scope, duration and subject matter, that is, the type of business. A perpetual bar would be unreasonble and no court would enforce that. New Jersey, hoever, will blue pencil such an agreement and make a time limit tht is reasonable if the balance of the document is enforceable. For review of such a document, you don't need a nearby atorney. I routinely review contracts sent to me via...
For at will employees such as you appear to be, there is no legal requirement to be paid severance. Some companies provide severance as a matter of policy or through contract, but that is a private matter, not one of law. Likewise, the company is under no obligation to agree to let you work out the notice period, unless there was some agreement in place beforehand. As to unemployment, file for it and explain how you came to be unemployed. Make it clear you did not quit. You may qualify. Good luck.
There's no painless way out of a lawsuit once it is filed. Expect to spend at least two years in litigation before your case is called to trial, so expect legal costs to mount dramatically. From your sparse set of facts, I cannot state that your attorney is doing anything unreasonable. If you want a second opinion, my office is in Woodbury and I have experience in libel/slander cases.