I don’t know that it’s that clear cut - trying to enforce a provision like that would almost certainly be seen as unreasonable, but unless there is some specific law forbidding it in your jurisdiction you’d probably need to ask a court if it conflicts with broader employment law rules to the level that a court would nullify it. Getting an answer to that question is likely to be very expensive, even if you are right.
It’s definitely a risky strategy to just say “try me”, I guess it depends what it’s all over. I doubt that lawyers would even want to pursue it, after maybe a few letters.
I don’t know that it’s that clear cut - trying to enforce a provision like that would almost certainly be seen as unreasonable, but unless there is some specific law forbidding it in your jurisdiction you’d probably need to ask a court if it conflicts with broader employment law rules to the level that a court would nullify it. Getting an answer to that question is likely to be very expensive, even if you are right.
It’s definitely a risky strategy to just say “try me”, I guess it depends what it’s all over. I doubt that lawyers would even want to pursue it, after maybe a few letters.