My pleasure, truly!
Just as an FYI, since I am not your attorney, I cannot provide you with 'legal advice'. While I can assist you, I cannot do so based on 'legal advice', as what I provide is legal information.
1. As a current LRS Employee, I can leave to work for a competitor as long as I do not 'directly compete'? Meaning, I can still sell in the same space of services as long as I do not engage an existing client or attempt to remove a resource from an existing client for 2 years from term date. Likewise, I will not utilize any 'proprietary' information. Considering all of my work is done with resources that are available to the public such as DiscoverOrg, LinkedIn, Online Job Posting Sources like Indeed, and various other resources such as Chamber of Commerce lists - there is not a true proprietary portion to consider unless I were to somehow use the CRM database that I currently have access to..
Provided there is no direct competition, that is correct. A non-compete cannot keep you from working at all,it can just reasonably restrict some manner of employment.
2. Can I work with or for an ex-employee of LRS if I am the one as a current employee, denoted as 'LRS employee' in the document, that initiates the contact/conversation. Reading it as 'Employee' being defined as the person that signed the document - it says Employee can discuss employment is LRS employee initiates the conversation. Of which in my scenario, I initiated the conversation.
Provided you do not violate other criteria listed, it appears permissible.
3. No where do I see where I can be held for anything in regards ***** ***** for an ex-LRS employee. It just says, I can work for a competitor and can not directly compete in accounts. And as noted above, an ex-LRS employee can hire me, as long as I initiated the conversation?
Yes, so long as you do not work on similar projects for the new employer.
4. To be clear on language. There is no difference in the agreement between resignation, suspension, or termination. If I were released for no-cause or for cause would not matter?
5. If this were to be a route I chose, to go work for a competitor and with an ex-LRS employee. I obviously have to provide this document to the new employer. Would it be diligent on my part to speak with LRS upon leaving and be clear on where I am going and discuss the understanding of the document - and if I have it, provide a legal letter of understanding from an employment lawyer? If that is a yes, what should that look like and any advise on said letter?
That is up to you, but it would be prudent to advise the new employer of your potential restrictions, and perhaps have their legal department review the non-compete. That is because if you are infringing, the new employer may be pursued for damages as well. But speaking with the current employer is really not as important as speaking with the future employer.
6. What criteria would I need to deem this document invalid?
That is a question that is far beyond the scope of your post. With all due respect there are potentially dozens of grounds under which the document can be challenged, but there is no 'one size fits all'. I really cannot give you a full breakdown and summary without additional research, and that would no longer be reasonable based on the type of question you posted initially.