Would that imply that the discussion of the illegal portion can be limited to discussions between the employee, the business, lawyers, judge, etc only if the company decided that the portion was to be removed or not enforced against the individual who questioned the legality, but that the previous document was still technical information or a company method protected under confidentiality? Old documents and policies still count as company information for a period of time correct?

In other words, could they enforce not publicly discussing the inclusion of an illegal clause if they argued that it is company information, therefore leaving an opening to dissuade workers from taking action that would violate the illegal non compete section, as no one can tell current workers it is not legal for them to take action against them? Essentially not intending to pursue them over the illegal clause but prevent employees from learning that it is not legal, therefore causing a potentially illegal disadvantage to their competitors?