@open-agreements/open-agreements 0.6.2 → 0.7.2

package/content/templates/openagreements-restrictive-covenant-wyoming/practice-note.md

@@ -0,0 +1,103 @@
+---
+title: "Wyoming Non Compete Practice Note"
+generated_from: legal-context wiki-export
+topic: non_compete
+state: WY
+firm_count: 3
+last_updated: 2026-03-30
+disclaimer: >-
+  This practice note is provided for informational purposes only and does not
+  constitute legal advice. We encourage you to consult with qualified counsel
+  before relying on any provision. The firms whose analysis informed this note
+  are listed below and may be a good starting point for finding counsel
+  experienced in Wyoming restrictive covenant law.
+---
+
+# Wyoming Non Compete Practice Note
+
+**Based on analysis from 3 Am Law firms** | Last updated: 2026-03-30
+
+> This practice note is provided for informational purposes only and does not
+> constitute legal advice. We encourage you to consult with qualified counsel
+> before relying on any provision. The firms whose analysis informed this note
+> are listed below and may be a good starting point for finding counsel
+> experienced in Wyoming restrictive covenant law.
+
+## Key Statutes
+
+| Citation | Type | Firms Citing |
+|----------|------|-------------|
+| Wyo. Stat. § 33-26-102 | statute | 1 |
+| Wyo. Stat. § 27-1-115 | statute | 1 |
+
+## Firm Analysis
+
+### Fisher Phillips (2025-06-01)
+
+**[Employers in Wyoming Face New Restrictions on Non-Compete Agreements](https://www.fisherphillips.com/en/news-insights/new-law-voids-most-wyoming-non-compete-agreements.html?utm_source=usejunior.com)**
+
+> "For example, under the federal Fair Labor Standards Act, the managerial exemption requires that an employee must customarily and regularly direct the work of at least two or more other full-time employees or their equivalent."
+
+The firm analyzes the new Wyoming non-compete statute by comparing it to Colorado's prior law, noting that while Colorado case law may provide interpretive insights, Wyoming courts are not bound by it. The analysis highlights significant ambiguities in the new law, particularly regarding the definition of 'executive' and 'management' personnel and the scope of restrictive covenants covered.
+
+### Ogletree Deakins (2025-03-19)
+
+**[Wyoming Enacts Legislation Limiting Noncompete Agreements](https://ogletree.com/insights-resources/blog-posts/wyoming-enacts-law-to-restrict-the-use-of-noncompete-agreements/?utm_source=usejunior.com)**
+
+> "On March 19, 2025, Governor Mark Gordon signed Senate File 107 into law, which will significantly limit the enforceability of noncompete covenants in employment contracts."
+
+The firm analyzes the impact of Wyoming's new noncompete legislation, noting its prospective application and specific statutory exceptions. It highlights the risk that Wyoming courts will void noncompliant agreements in their entirety rather than modifying them.
+
+### Littler Mendelson (2025-03-19)
+
+**[Wyoming Bans Non-Compete Covenants with Some Exceptions](https://www.littler.com/publication-press/publication/wyoming-bans-non-compete-covenants-some-exceptions?utm_source=usejunior.com)**
+
+> "The statute incorporates the definition of “trade secrets” found in Wyoming’s statutory trade secret protection law (W.S. 6‑3‑501(a)(xi)), which provides a fairly broad definition of what can be protected as a trade secret."
+
+The article analyzes the impact of Wyoming's new non-compete law, highlighting its prospective application and specific statutory exceptions. It notes the ambiguity regarding non-solicitation clauses and the potential for future litigation concerning the scope of the trade secret and executive personnel exceptions.
+
+## Enforcement Assessment
+
+- **Intensity:** active
+- **Fines mentioned (Wyoming-specific):** None identified
+
+## Issues Flagged in Published Sources
+
+1. Conduct a comprehensive review of employment agreements to ensure they are appropriately tailored to legitimate business interests.
+2. Revisit noncompete practices on a regular basis to ensure compliance with fast-changing state laws.
+3. Consider using less-restrictive alternatives such as non-disclosure or non-solicitation agreements where appropriate.
+4. Ensure noncompetes are limited in time, geography, and scope to the employer's specific industry and the employee's role.
+5. Conduct a comprehensive review of employment agreements and non-compete covenants.
+6. Evaluate whether non-compete agreements serve a legitimate procompetitive purpose.
+7. Ensure non-compete agreements are appropriately tailored to achieve their purpose and comply with applicable state and federal law.
+8. Review employment agreements to ensure they are narrowly construed, particularly for health care employers.
+9. Monitor state-specific legislative developments regarding noncompete bans and restrictive covenant enforceability.
+10. Ensure noncompete agreements comply with new state-specific requirements regarding consideration, notice periods, and scope.
+
+## Non-Solicitation Uncertainty
+
+Practitioner sources flag uncertainty about whether Wyo. Stat. § 1-23-108
+could reach certain non-solicitation provisions depending on how they function.
+No separate Wyoming non-solicitation statute was identified in this review.
+
+## Forfeiture-for-Competition as Alternative
+
+Given Wyoming's near-ban on traditional non-competes, forfeiture-for-competition
+clauses (conditioning deferred compensation on non-competition) may serve as an
+alternative enforcement mechanism. The 7th Circuit (*LKQ Corp. v. Rutledge*, Jan. 2025)
+and Delaware Supreme Court (2024) have upheld such provisions without applying
+the reasonableness test used for traditional non-competes. However, no Wyoming
+authority was identified on this issue. Consult qualified counsel before using
+forfeiture-for-competition in a Wyoming context.
+
+## Firm Attribution
+
+The following firms published Wyoming-specific analysis relied upon in this note.
+These firms may be a good starting point for finding counsel experienced in
+Wyoming restrictive covenant law.
+
+| Firm | Article | Date |
+|------|---------|------|
+| Fisher Phillips | [Employers in Wyoming Face New Restrictions on Non-Compete Agreements](https://www.fisherphillips.com/en/news-insights/new-law-voids-most-wyoming-non-compete-agreements.html?utm_source=usejunior.com) | 2025-06-01 |
+| Ogletree Deakins | [Wyoming Enacts Legislation Limiting Noncompete Agreements](https://ogletree.com/insights-resources/blog-posts/wyoming-enacts-law-to-restrict-the-use-of-noncompete-agreements/?utm_source=usejunior.com) | 2025-03-19 |
+| Littler Mendelson | [Wyoming Bans Non-Compete Covenants with Some Exceptions](https://www.littler.com/publication-press/publication/wyoming-bans-non-compete-covenants-some-exceptions?utm_source=usejunior.com) | 2025-03-19 |

package/content/templates/openagreements-restrictive-covenant-wyoming/template.md

@@ -0,0 +1,154 @@
+# Employee Restrictive Covenant Agreement
+
+OpenAgreements Employee Restrictive Covenant (Wyoming) (v2.0). Free to use under CC BY 4.0.
+
+## Cover Terms
+
+The terms below are incorporated into and form part of this agreement.
+
+| Term | Value |
+|------|-------|
+| **Employer** | {employer_name} |
+| **Employee** | {employee_name} |
+| **Employee Title / Position** | {employee_title} |
+| **Effective Date** | {effective_date} |
+| **Governing Law** | {governing_law} |
+| **Confidentiality** | |
+| *Confidentiality — Trade Secrets Duration* | {confidentiality_trade_secret_duration} |
+| *Confidentiality — Other Confidential Information Duration* | {confidentiality_other_duration} |
+| **Employee Non-Solicitation** | |
+| *Employee Non-Solicitation — Duration* | {employee_nonsolicit_duration} |
+| **Customer Non-Solicitation** | |
+| *Customer Non-Solicitation — Duration* | {customer_nonsolicit_duration} |
+| **Non-Competition** | |
+| *Non-Competition — Duration* | {noncompete_duration} |
+| *Non-Competition — Restricted Territory* | {territory} |
+| *Non-Competition — Competitive Business* | {competitive_business_definition} |
+| *Non-Competition — Specified Competitors* | {specified_competitors} |
+| **No Business with Covered Customers** | |
+| *No Business with Covered Customers — Duration* | {nondealing_duration} |
+| **Non-Investment** | |
+| *Non-Investment — Duration* | {noninvestment_duration} |
+| **Non-Disparagement** | |
+| *Non-Disparagement — Duration* | {nondisparagement_duration} |
+
+## Standard Terms
+
+### 1. Defined Terms
+
+1.1 **"Competitive Business"** means the business activities described in Cover Terms under Competitive Business.
+
+1.2 **"Confidential Information"** means non-public information relating to Employer's business, including trade secrets, customer lists, pricing, business processes, technical data, and strategic plans, but excluding information that becomes public through no fault of Employee.
+
+1.3 **"Covered Customers"** means customers, vendors, referral sources, and business partners with whom Employee had material contact or for whom Employee had responsibility during the {covered_customer_period} before termination of employment.
+
+1.4 **"Covered Employees"** means employees with whom Employee worked or whom Employee managed during the {covered_employee_period} before termination of employment.
+
+1.5 **"Passive Public Holdings"** means ownership of securities of a publicly traded company representing less than {passive_public_holdings_threshold} of any class of such company’s securities, and interests in diversified mutual funds, index funds, and exchange-traded funds that may hold securities of a Competitive Business.
+
+1.6 **"Protected Interests"** means Employer's legitimate business interests in its Confidential Information, customer and business-partner relationships, workforce stability, and goodwill.
+
+1.7 **"Restricted Period"** means the duration specified in Cover Terms for each covenant, beginning on the date Employee's employment with Employer ends for any reason.
+
+1.8 **"Restricted Territory"** means the geographic area described in Cover Terms under Restricted Territory.
+
+1.9 **"Solicit"** means to directly or indirectly contact, approach, induce, encourage, or provide Confidential Information to any person or entity for the purpose of diverting business away from Employer, but does not include responding to general advertisements or unsolicited inquiries not initiated by Employee.
+
+1.10 **"Trade Secrets"** has the meaning given in Wyo. Stat. § 6-3-501(a)(xi).
+
+### 2. Timing and Employee Acknowledgements
+
+Employee acknowledges that the restrictions in this agreement are reasonable and necessary to protect Employer's Protected Interests. Employee acknowledges having had the opportunity to consult with independent legal counsel before signing this agreement. This agreement is effective as of the Effective Date listed in Cover Terms.
+
+### 3. Confidential Information and Trade Secret Protection
+
+Employee must treat all Confidential Information as strictly confidential. Employee must not use or disclose Confidential Information except as required to perform authorized job duties or with Employer's prior written consent. Employee's obligations regarding trade secrets continue in perpetuity. Employee's obligations regarding other Confidential Information continue for the period specified in Cover Terms. Trade secrets are protected under Wyoming law, including Wyo. Stat. § 6-3-501(a)(xi).
+
+### 4. Permitted Disclosures and Protected Conduct
+
+Nothing in this agreement prohibits Employee from: (a) reporting possible violations of law to any government agency, including the Securities and Exchange Commission, the Equal Employment Opportunity Commission, the Occupational Safety and Health Administration, or any other federal, state, or local agency; (b) making disclosures protected under whistleblower provisions of any law; (c) discussing wages, hours, or other terms and conditions of employment as protected by applicable law; (d) testifying truthfully in legal proceedings; or (e) filing a sealed complaint in court using Confidential Information without liability. Pursuant to the Defend Trade Secrets Act (18 U.S.C. § 1833(b)), Employee may not be held criminally or civilly liable for disclosing a trade secret in confidence to a government official or attorney solely for the purpose of reporting or investigating a suspected violation of law, or in a sealed court filing.
+
+### 5. Return, Deletion, and Certification of Company Property
+
+Upon termination of employment, Employee must promptly return to Employer all documents, devices, files, credentials, and other materials containing or relating to Confidential Information. Where permitted, Employee must permanently delete electronic copies of Confidential Information from personal devices and accounts. Employee must certify compliance with this section in writing upon Employer's request.
+
+### 6. Non-Solicitation of Employees
+
+During the Restricted Period, Employee must not Solicit, recruit, hire, or attempt to hire any Covered Employee. This restriction does not prohibit Employee from providing a professional reference upon request or from hiring a person who responds to a general advertisement not directed specifically at Employer's employees.
+
+### 7. Non-Solicitation of Customers, Vendors, Referral Sources, and Business Partners
+
+During the Restricted Period, Employee must not Solicit the business of any Covered Customer. Practitioner sources flag uncertainty about whether Wyo. Stat. § 1-23-108 could reach certain non-solicitation provisions depending on how they function.
+
+### 8. No Business with Covered Customers
+
+During the Restricted Period, Employee must not accept, service, or do business with any Covered Customer, regardless of whether Employee or the Covered Customer first initiated contact. This restriction is broader than non-solicitation because it applies even if the Covered Customer approaches Employee. If the Cover Terms indicate that this restriction applies, it requires a lawful restriction pathway under Wyo. Stat. § 1-23-108.
+
+### 9. Non-Competition
+
+During the Restricted Period, Employee must not engage in, be employed by, consult for, or have an active ownership interest in any Competitive Business within the Restricted Territory. This covenant is included only because the restriction pathway specified by Employer supports its enforceability under Wyo. Stat. § 1-23-108. Passive Public Holdings are permitted.
+
+### 10. Non-Investment
+
+During the Restricted Period, Employee must not acquire or hold any active ownership interest in, serve as a director, officer, manager, or advisor to, or have material economic participation in any Competitive Business. This restriction primarily targets active or material ownership in private competitors. Passive Public Holdings are permitted. This covenant requires a lawful restriction pathway under Wyo. Stat. § 1-23-108.
+
+### 11. Non-Disparagement
+
+During the Restricted Period specified in Cover Terms for Non-Disparagement, Employee must not make statements that are intended to or reasonably likely to disparage Employer, its officers, directors, employees, products, or services. This section does not restrict Employee from making truthful statements in legal proceedings, providing truthful testimony, making disclosures to government agencies, or exercising rights protected by law.
+
+### 12. Physician-Specific Rights and Notices
+
+If Employee is a physician, then notwithstanding any other provision of this agreement, Wyo. Stat. § 1-23-108(b) preserves other enforceable provisions of this agreement even if a non-compete provision is void. A physician Employee with patients diagnosed with rare disorders (as defined by the National Organization for Rare Disorders) may notify those patients of their new practice location without liability under this agreement.
+
+### 13. No Conflicting Obligations
+
+Employee represents that performing duties for Employer and complying with this agreement does not conflict with any prior agreement, court order, or legal obligation binding on Employee. Employee must promptly disclose to Employer any potential conflict that arises during employment.
+
+### 14. Notice to Future Employers and Other Third Parties
+
+Employer may disclose the existence and terms of this agreement to any prospective employer or business associate of Employee if Employer has a reasonable belief that Employee may breach this agreement. Employee consents to this disclosure.
+
+### 15. Tolling During Breach
+
+If Employee breaches any restrictive covenant in this agreement, the Restricted Period for that covenant is extended by one day for each day of the breach, so that the full duration of the restriction runs from the date the breach ends.
+
+### 16. Remedies
+
+Employee acknowledges that a breach of this agreement may cause Employer irreparable harm for which money damages would be inadequate. Employer may seek injunctive or other equitable relief in addition to any other remedies available at law. If Employer prevails in any action to enforce this agreement, Employee must reimburse Employer's reasonable attorney's fees and costs. Employer does not ask any court to modify, reform, or rewrite any provision of this agreement.
+
+### 17. Enforceability, Severability, and No Reformation Request
+
+If any provision of this agreement is found to be unenforceable, the remaining provisions remain in full force and effect. Consistent with Hassler v. Circle C Resources, 2022 WY 28, Employer acknowledges that Wyoming courts may decline to reform overbroad restrictive covenants and may instead void them entirely. Accordingly, this agreement does not include a reformation clause and does not request that any court rewrite its terms. Each restrictive covenant in this agreement is intended to be independently enforceable.
+
+### 18. Survival and Expiration of Each Covenant
+
+Each restrictive covenant in this agreement survives the termination of Employee's employment for the Restricted Period specified in Cover Terms. Obligations under the Confidential Information and Trade Secret Protection section survive indefinitely to the extent they relate to trade secrets. All other provisions survive to the extent necessary to enforce rights that arose during employment.
+
+### 19. Assignment and Successors
+
+Employee may not assign this agreement or any rights or obligations under it. Employer may assign this agreement to any affiliate, successor, or acquirer of all or substantially all of Employer's business or assets. This agreement is binding on and inures to the benefit of the parties and their respective heirs, successors, and permitted assigns.
+
+### 20. Governing Law, Venue, and Dispute Process
+
+This agreement is governed by the law listed in Cover Terms, including Wyo. Stat. § 1-23-108 for contracts entered into on or after July 1, 2025. Disputes will be resolved in the courts of the Governing Law state, subject to non-waivable rights under applicable law.
+
+### 21. Entire Agreement, Amendment, Waiver, and Electronic Signatures
+
+This agreement constitutes the entire agreement between the parties regarding its subject matter and supersedes all prior agreements, understandings, and negotiations on this subject. This agreement may be amended only in writing signed by both parties. A party's failure to enforce any provision does not waive that party's right to enforce it later. This agreement may be executed in counterparts, including by electronic signature, each of which is an original.
+
+## Signatures
+
+By signing this agreement, each party acknowledges and agrees to the restrictive covenant obligations above. Employee confirms having read and understood each provision, including the Cover Terms.
+
+**Employer**
+
+Signature: _______________
+Print Name: {employer_name}
+Title: _______________
+Date: _______________
+
+**Employee**
+
+Signature: _______________
+Print Name: {employee_name}
+Date: _______________

package/content/templates/working-group-list/metadata.yaml

@@ -1,4 +1,5 @@
 name: Working Group List
+category: other
 description: >-
   Standalone working group roster for a transaction. Tracks staffed deal team
   members and contact details outside the closing checklist document.

package/dist/commands/list.js

@@ -24,7 +24,8 @@ function runListJson(opts) {
             const meta = loadMetadata(dir);
             results.push({
                 name: id,
-                category: categoryFromId(id),
+                display_name: meta.name,
+                category: meta.category ?? categoryFromId(id),
                 description: meta.description ?? meta.name,
                 license: meta.license,
                 source_url: meta.source_url,
@@ -46,7 +47,8 @@ function runListJson(opts) {
                 const meta = loadExternalMetadata(dir);
                 results.push({
                     name: id,
-                    category: categoryFromId(id),
+                    display_name: meta.name,
+                    category: meta.category ?? categoryFromId(id),
                     description: meta.description ?? meta.name,
                     license: meta.license,
                     source_url: meta.source_url,
@@ -67,7 +69,8 @@ function runListJson(opts) {
                 const meta = loadRecipeMetadata(dir);
                 const item = {
                     name: id,
-                    category: categoryFromId(id),
+                    display_name: meta.name,
+                    category: meta.category ?? categoryFromId(id),
                     description: meta.description ?? meta.name,
                     license_note: meta.license_note,
                     source_url: meta.source_url,

package/dist/commands/list.js.map

@@ -1 +1 @@
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package/dist/core/employment/jurisdiction-rules.d.ts.map

@@ -1 +1 @@
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+{"version":3,"file":"jurisdiction-rules.d.ts","sourceRoot":"","sources":["../../../src/core/employment/jurisdiction-rules.ts"],"names":[],"mappings":"AAAA,MAAM,MAAM,cAAc,GAAG,KAAK,GAAG,QAAQ,GAAG,MAAM,CAAC;AAEvD,MAAM,WAAW,uBAAuB;IACtC,YAAY,CAAC,EAAE,MAAM,EAAE,CAAC;IACxB,YAAY,CAAC,EAAE,MAAM,CAAC,MAAM,EAAE,MAAM,CAAC,CAAC;IACtC,cAAc,CAAC,EAAE,MAAM,CAAC,MAAM,EAAE,MAAM,CAAC,CAAC;IACxC,YAAY,CAAC,EAAE,MAAM,CAAC,MAAM,EAAE,MAAM,EAAE,CAAC,CAAC;IACxC,WAAW,CAAC,EAAE,MAAM,EAAE,CAAC;CACxB;AAED,MAAM,WAAW,gBAAgB;IAC/B,OAAO,EAAE,MAAM,CAAC;IAChB,YAAY,EAAE,MAAM,CAAC;IACrB,QAAQ,EAAE,MAAM,CAAC;IACjB,OAAO,EAAE,uBAAuB,CAAC;IACjC,OAAO,EAAE,MAAM,CAAC;IAChB,gBAAgB,EAAE,MAAM,CAAC;IACzB,WAAW,EAAE,MAAM,CAAC;IACpB,UAAU,EAAE,cAAc,CAAC;CAC5B;AAED,eAAO,MAAM,6BAA6B,EAAE,gBAAgB,EAwI3D,CAAC"}

package/dist/core/employment/jurisdiction-rules.js

@@ -53,5 +53,74 @@ export const EMPLOYMENT_JURISDICTION_RULES = [
         source_date: '2024-01-01',
         confidence: 'medium',
     },
+    {
+        rule_id: 'emp-jur-wy-s1-23-108-scope-001',
+        jurisdiction: 'Wyoming',
+        category: 'restrictive_covenants',
+        trigger: {
+            template_ids: [
+                'openagreements-restrictive-covenant-wyoming',
+                'openagreements-employment-offer-letter',
+            ],
+            field_includes: {
+                governing_law: 'wyoming',
+            },
+        },
+        message: 'Wyoming Stat. section 1-23-108 (SF 107, effective July 1, 2025) voids most non-compete covenants except via specific statutory pathways: executive or management personnel, trade secret protection, sale of business, or training-expense recovery. Confirm applicability with licensed counsel.',
+        source_reference: 'Wyoming Statute section 1-23-108 (Senate File 107, 2025 Session).',
+        source_date: '2025-07-01',
+        confidence: 'high',
+    },
+    {
+        rule_id: 'emp-jur-wy-hassler-no-reform-001',
+        jurisdiction: 'Wyoming',
+        category: 'restrictive_covenants',
+        trigger: {
+            template_ids: [
+                'openagreements-restrictive-covenant-wyoming',
+            ],
+            field_includes: {
+                governing_law: 'wyoming',
+            },
+        },
+        message: 'Wyoming courts may void overbroad restrictive covenants entirely rather than reform them. Hassler v. Circle C Resources, 2022 WY 28. Ensure each covenant is narrowly tailored to avoid full invalidation.',
+        source_reference: 'Hassler v. Circle C Resources, 2022 WY 28 (Wyoming Supreme Court).',
+        source_date: '2022-02-25',
+        confidence: 'high',
+    },
+    {
+        rule_id: 'emp-jur-wy-pathway-none-noncompete-001',
+        jurisdiction: 'Wyoming',
+        category: 'restrictive_covenants',
+        trigger: {
+            template_ids: [
+                'openagreements-restrictive-covenant-wyoming',
+            ],
+            field_one_of: {
+                restriction_pathways: ['None', 'none'],
+            },
+        },
+        message: 'Restriction pathway is set to none, but non-compete-adjacent covenants (non-competition, non-dealing, or non-investment) may be included. Under Wyoming Stat. section 1-23-108, these provisions are likely void without a lawful statutory pathway.',
+        source_reference: 'Wyoming Statute section 1-23-108 (Senate File 107, 2025 Session).',
+        source_date: '2025-07-01',
+        confidence: 'high',
+    },
+    {
+        rule_id: 'emp-jur-wy-nonsolicitation-uncertainty-001',
+        jurisdiction: 'Wyoming',
+        category: 'restrictive_covenants',
+        trigger: {
+            template_ids: [
+                'openagreements-restrictive-covenant-wyoming',
+            ],
+            field_includes: {
+                governing_law: 'wyoming',
+            },
+        },
+        message: 'Practitioner sources flag uncertainty about whether Wyoming Stat. section 1-23-108 could reach certain non-solicitation provisions depending on how they function. No separate Wyoming non-solicitation statute was identified in this review. Confirm enforceability with licensed counsel.',
+        source_reference: 'Littler Mendelson analysis of Wyoming SF 107; Faegre Drinker analysis noting broad "any person" statutory phrasing.',
+        source_date: '2025-07-01',
+        confidence: 'medium',
+    },
 ];
 //# sourceMappingURL=jurisdiction-rules.js.map

package/dist/core/employment/jurisdiction-rules.js.map

@@ -1 +1 @@
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package/dist/core/employment/memo.d.ts.map

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package/dist/core/employment/memo.js

@@ -5,11 +5,13 @@ const EMPLOYMENT_TEMPLATE_IDS = new Set([
     'openagreements-employment-offer-letter',
     'openagreements-employee-ip-inventions-assignment',
     'openagreements-employment-confidentiality-acknowledgement',
+    'openagreements-restrictive-covenant-wyoming',
 ]);
 const TEMPLATE_SOURCE_DATES = {
     'openagreements-employment-offer-letter': '2026-02-10',
     'openagreements-employee-ip-inventions-assignment': '2026-02-10',
     'openagreements-employment-confidentiality-acknowledgement': '2026-02-10',
+    'openagreements-restrictive-covenant-wyoming': '2026-03-29',
 };
 const MEMO_VERSION = '1.0.0';
 export const EMPLOYMENT_MEMO_DISCLAIMER = 'This employment memo provides operational information about template fields and cited sources. It is not legal advice, does not recommend legal strategy, and does not predict legal outcomes. Consult a licensed attorney for legal advice.';
@@ -31,6 +33,46 @@ const ADVICE_BLOCK_PATTERNS = [
     /\bi advise\b/i,
     /\bthe right strategy\b/i,
 ];
+function parseDurationMonths(value) {
+    const normalized = value.toLowerCase().trim();
+    const yearsMatch = normalized.match(/^(\d+)\s*years?$/);
+    if (yearsMatch)
+        return parseInt(yearsMatch[1], 10) * 12;
+    const monthsMatch = normalized.match(/^(\d+)\s*months?$/);
+    if (monthsMatch)
+        return parseInt(monthsMatch[1], 10);
+    return null;
+}
+function validateCovenantDuration(value) {
+    const months = parseDurationMonths(value);
+    if (months === null)
+        return null;
+    if (months > 60) {
+        return {
+            valid: false,
+            severity: 'high',
+            summary: `Duration of ${value} is almost certainly unenforceable. No US jurisdiction routinely upholds employment non-competes exceeding 5 years. Wyoming courts may void the entire agreement rather than reform it (Hassler v. Circle C Resources, 2022 WY 28).`,
+            citation: 'Hassler v. Circle C Resources, 2022 WY 28; Mayer Brown US Restrictive Covenants guidance.',
+        };
+    }
+    if (months > 24) {
+        return {
+            valid: false,
+            severity: 'high',
+            summary: `Duration of ${value} exceeds 24 months. No Wyoming court has upheld a non-compete exceeding 2 years. Hassler v. Circle C Resources (2022 WY 28) struck down a 24-month provision as overbroad. Mayer Brown guidance: 1-2 years is normally the outer range of reasonableness.`,
+            citation: 'Hassler v. Circle C Resources, 2022 WY 28; Mayer Brown US Restrictive Covenants (2024).',
+        };
+    }
+    if (months > 12) {
+        return {
+            valid: true,
+            severity: 'low',
+            summary: `Duration of ${value} exceeds 12 months. While 12 months is the most common enforceable duration, 24-month periods have been used in executive agreements. Ensure scope is narrowly tailored to support the longer duration.`,
+            citation: 'Compass Minerals SEC filing (24-month CEO provision); Mayer Brown US Restrictive Covenants (2024).',
+        };
+    }
+    return null;
+}
 const CLAUSE_SIGNALS = {
     'openagreements-employment-offer-letter': [
         {
@@ -141,6 +183,63 @@ const CLAUSE_SIGNALS = {
             followUpQuestionWhenMissing: 'Can licensed counsel confirm whether post-employment confidentiality language is complete?',
         },
     ],
+    'openagreements-restrictive-covenant-wyoming': [
+        {
+            id: 'restriction-pathways',
+            field: 'restriction_pathways',
+            missingSeverity: 'high',
+            missingSummary: 'Restriction pathway is blank. Under Wyoming Stat. section 1-23-108, non-compete-adjacent covenants require a lawful statutory pathway. The template cannot determine enforceability without this field.',
+            presentSummary: 'Restriction pathway is specified.',
+            followUpQuestionWhenMissing: 'Can licensed counsel confirm which Wyoming Stat. section 1-23-108 pathway applies to this employee?',
+        },
+        {
+            id: 'worker-category',
+            field: 'worker_category',
+            missingSeverity: 'high',
+            missingSummary: 'Worker category is blank. Wyoming Stat. section 1-23-108 enforceability depends on whether the employee is executive, management, professional staff, physician, or other.',
+            presentSummary: 'Worker category is specified.',
+            followUpQuestionWhenMissing: 'Can licensed counsel confirm the employee role classification under Wyoming Stat. section 1-23-108?',
+        },
+        {
+            id: 'competitive-business-definition',
+            field: 'competitive_business_definition',
+            missingSeverity: 'medium',
+            missingSummary: 'Competitive business definition is blank. An overbroad or missing definition weakens enforceability, especially given Wyoming courts may void the entire agreement rather than reform it.',
+            presentSummary: 'Competitive business definition is specified.',
+            followUpQuestionWhenMissing: 'Can licensed counsel confirm whether the competitive business definition is sufficiently narrow?',
+        },
+        {
+            id: 'covered-customer-period',
+            field: 'covered_customer_period',
+            missingSeverity: 'medium',
+            missingSummary: 'Covered customer lookback period is blank. The definition of Covered Customers requires a lookback period to determine scope.',
+            presentSummary: 'Covered customer lookback period is specified.',
+        },
+        {
+            id: 'noncompete-duration',
+            field: 'noncompete_duration',
+            missingSeverity: 'low',
+            missingSummary: 'Non-compete duration is blank.',
+            presentSummary: 'Non-compete duration is specified.',
+            validateValue: validateCovenantDuration,
+        },
+        {
+            id: 'employee-nonsolicit-duration',
+            field: 'employee_nonsolicit_duration',
+            missingSeverity: 'low',
+            missingSummary: 'Employee non-solicitation duration is blank.',
+            presentSummary: 'Employee non-solicitation duration is specified.',
+            validateValue: validateCovenantDuration,
+        },
+        {
+            id: 'customer-nonsolicit-duration',
+            field: 'customer_nonsolicit_duration',
+            missingSeverity: 'low',
+            missingSummary: 'Customer non-solicitation duration is blank.',
+            presentSummary: 'Customer non-solicitation duration is specified.',
+            validateValue: validateCovenantDuration,
+        },
+    ],
 };
 export function isEmploymentTemplateId(templateId) {
     return EMPLOYMENT_TEMPLATE_IDS.has(templateId);
@@ -326,6 +425,34 @@ function buildClauseFindings(args) {
                 ? [signal.followUpQuestionWhenMissing]
                 : [],
         });
+        if (isPresent && signal.validateValue) {
+            const validation = signal.validateValue(observedValue);
+            if (validation) {
+                findings.push({
+                    id: `clause-${args.templateId}-${signal.id}-range`,
+                    category: 'clause_presence',
+                    severity: validation.severity,
+                    confidence: 'high',
+                    summary: validation.summary,
+                    evidence: [
+                        {
+                            type: 'field',
+                            reference: `${args.templateId}.${signal.field}`,
+                            value: observedValue,
+                        },
+                    ],
+                    citations: [
+                        {
+                            source: validation.citation,
+                            source_date: sourceDate,
+                        },
+                    ],
+                    follow_up_questions: validation.valid
+                        ? []
+                        : ['Can licensed counsel confirm whether this duration is enforceable under Wyoming law?'],
+                });
+            }
+        }
     }
     return findings;
 }