In general, yes, a non compete is still enforceable even when it is your employer who is the moving party for a termination. Washington will enforce valid non compete clauses. Some issues which might make a non compete NOT valid include requiring you to sign the clause mid employment without separate consideration for signing; not having the kind of position or access to information that reasonably requires protection from competition.
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I cannot think of any way this would be legal, unless you work in the health care industry and have direct contact with patients or possibly if you work with any other population with compromised immunity. The nature of this rule appears to be completely arbitrary and has no purpose that would put it under the protection of any law for the employer. It looks like an invasion of privacy and potentially violates laws regulating individual's medical records.
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