Mr. White is currently under contract with Tuco Salamanca to sell a special type of chemistry glassware in Albuquerque, New Mexico. Mr. White’s employment contract contains a noncompete provision which states that Mr. White, upon termination of employment from either party, cannot sell that special type of chemistry glassware anywhere in the United States. Mr. White decides he hates working for Tuco because he is a terrible boss, so he quits and gets a new job selling the special chemistry glassware for Gustavo Fring. Tuco sues Mr. White for breach of the noncompete provision, which of the following is the most likely outcome:

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The scenario involves a noncompete clause in an employment contract and examines its enforceability under typical contract and public policy principles. 
Option 1: 'Tuco will lose as the noncompete provision is not reasonably restricted.' Here, the key issue is whether the geographic scope and the scope of activities are reasonable. A blanket nationwide ban on selling a specialized type of glassware is likely far broader than necessary to protect the employer’s legitimate interests (e.g., trade secrets, customer relationships, or specialized training). If the restriction is overbroad, many jurisdictions would deem it unenforceable or limited by a court to a reasonable scope in geography, time, and activity. Hence, a court could find the provision unenforceable or strike down portions that exceed what is necessary to protect Tuco’s interests, which would lead to Tuco losing on enforceability grounds. 
Option 2: 'Tuco will win as noncompete provisions are always legal as long as agreed to by the parties.' This overstates the certainty of enforceability. Even with mutual agreement, a noncompete must still satisfy reasonableness and public policy standards. Courts routinely refuse to enforce overly broad noncompetes, and many jurisdictions require tailoring to protect legitimate business interests without unduly restricting employee mobility. 
Option 3: 'Tuco will win as the noncompete provision was valid and enforceable against Mr. White.' This assumes the restriction is reasonable in scope and necessary to protect the employer’s legitimate interests. If, as described, the prohibition covers the entire United States for a specialized glassware line, this is typically considered too broad, and the provision would more plausibly be found unenforceable or narrowed by a court. Therefore this option misstates the likely outcome given the breadth described. 
Option 4: 'Tuco will lose as noncompete provisions are never valid.' This is incorrect because noncompete clauses can be valid and enforceable in many settings when they are reasonable in scope, duration, and geography and tailored to protect a legitimate business interest. Saying they are never valid ignores the nuanced, case-by-case nature of enforceability. 
Overall, the central flaw in the competing options is the breadth of the geographic scope. When a noncompete attempts to bar sales anywhere in the United States for a specialized product, courts often find it unenforceable unless narrowly tailored. That makes Option 1 the best match among the choices given, while Options 2, 3, and 4 rely on blanket assumptions about enforceability that do not align with typical legal standards.

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