I am not a lawyer... however From my personal experience I do not think that is accurate depending upon the state. For instance, blanket IP assignment clauses

I am not a lawyer... however From my personal experience I do not think that is accurate depending upon the state. For instance, blanket IP assignment clauses are not valid in CA and many other states. Software is far too broad a field for an employer to claim ownership of all of your software code and inventions. and so not familiar with the totality of case law, but I think software copyright and IP claims over employee's free time activities have to be very specific. Example for some states, such as CA: If your job is developing computer vision algorithms for self-driving cars... your employer can probably claim ownership over your out-of-work inventions for car computer vision stuff. But they probably could not claim ownership for computer vision algorithms you develop for detecting counterfeit money. They definitely would not own a video game you develop or telescope control software you write, etc. unless there are specific contract clauses cover software in these domains. You can hash out the extent of IP claims [and non-compete concerns] with your employer. I would encourage folks to protect your creative freedom and limit the scope of your employers IP claims to specific technical domains. In many states, the law is already on your side but it is easier if the employment IP domain is specific.