What are the earnings thresholds for a noncompetition covenant to be enforceable against an employee of a Zoomin Groomin franchisee?
Zoomin_Groomin Franchise · 2025 FDDAnswer from 2025 FDD Document
emnify, reimburse, defend, or hold harmless the franchisor or any other indemnified party for losses or liabilities to the extent that they are caused by the indemnified party's negligence, willful misconduct, strict liability, or fraud.
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- Attorneys' Fees. If the franchise agreement or related agreements require a franchisee to reimburse the franchisor for court costs or expenses, including attorneys' fees, such provision applies only if the franchisor is the prevailing party in any judicial or arbitration proceeding.
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- Noncompetition Covenants. Pursuant to RCW 49.62.020, a noncompetition covenant is void and unenforceable against an employee, including an employee of a franchisee, unless the employee's earnings from the party seeking enforcement, when an
Source: Item 17 — g. of the Disclosure Document is modified to state that, in addition to the grounds for immediate termination specified in Item 17.h., the franchisor can terminate upon written notice and a 60 day opportunity to cure for a breach of the Franchise Agreement. (FDD pages 51–65)
What This Means (2025 FDD)
According to the 2025 Zoomin Groomin FDD, noncompetition covenants have specific earnings thresholds for enforcement in Washington state. For an employee of a Zoomin Groomin franchisee, a noncompetition covenant is void and unenforceable unless their annualized earnings from the party seeking enforcement exceed $100,000 per year. This amount will be adjusted annually for inflation.
For independent contractors of a Zoomin Groomin franchisee, the earnings threshold is higher. A noncompetition covenant is void and unenforceable if the independent contractor's annualized earnings from the enforcing party are less than $250,000 per year. This amount is also subject to annual adjustments for inflation.
These stipulations mean that Zoomin Groomin franchisees in Washington cannot enforce non-compete agreements against employees or independent contractors who do not meet these minimum earnings requirements. Any conflicting provisions in the franchise agreement are void and unenforceable in Washington. This protects lower-earning workers and contractors from being unduly restricted in their future employment or business opportunities.