Nothing about the clause seems unreasonable on its face. Run the details of your situation past an employment lawyer for a complete analysis.Quoting Calhoun v. WHA Med. Clinic, PLLC, 178 N.C. App. 585, 597, 632 S.E.2d 563, 571 (2006) (quoting QSP, 152 N.C. App. at 176, 566 S.E.2d at 852), disc. rev. denied, 361 N.C. 350, 644 S.E.2d 5 (2007).

