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Ankura Consulting Group LLC
If the Federal Trade Commission's proposal to ban most companies from using/enforcing non-competition agreements is finalized, this could have a significant effect relative to the tax treatment...
Frantz Ward
The Equal Employment Opportunity Commission ("EEOC") has finalized its regulations for the Pregnant Workers Fairness Act ("PWFA"), which went into effect last summer.
Seyfarth Shaw LLP
We invite you to watch our webinar, the second installment of the Commercial Litigation Outlook series, titled "Navigating Legal Minefields: Insights on Restrictive Covenants, eDiscovery, and Privacy Compliance."
Proskauer Rose LLP
Today the Federal Trade Commission voted 3-2 to approve a Final Rule that, absent a successful legal challenge, will ban most noncompete agreements in the United States beginning 120 days after publication in the Federal Register.
Winston & Strawn LLP
On April 23, 2024, the U.S. Federal Trade Commission promulgated a final Rule banning non-compete clauses in contracts with employees and other workers (the Rule).
Littler Mendelson
The U.S. Department of Labor released a final rule on April 23, 2024, raising the salary threshold to qualify for certain overtime exemptions under federal law. Most importantly, it significantly raises the minimum salary threshold for certain "white collar" workers—executives, professionals, and administrative personnel.
Littler Mendelson
Two days before the United States Supreme Court ruled in Bissonnette v. LePage Bakeries Park St., LLC,1 that the Federal Arbitration Act's (FAA) transportation worker exemption (meaning the FAA would not apply) extends beyond the transportation industry.
Littler Mendelson
On April 23, 2024, the Federal Trade Commission (FTC) by a vote of 3-2 approved and issued its final rule that effectively bans employers' use of all non-compete agreements...
Winston & Strawn LLP
On April 17, 2024, the Supreme Court of the United States held that employees alleging they were subjected to discriminatory job transfers under Title VII need only show that they suffered some harm...
Duane Morris LLP
On April 23, 2024, the Federal Trade Commission (FTC) voted 3-2 to approve a final rule banning non-competes with all workers 120 days after publication in the Federal Register...
Duane Morris LLP
The Federal Trade Commission will vote at an open commission meeting to be held virtually on Tuesday, April 23, 2024, at 2:00 p.m. Eastern on its proposed rule banning employers from entering into noncompete agreements with workers.
Thompson Coburn LLP
We interrupt your Tortured Poets Department** listening party to inform you that the Biden administration has released its long awaited Title IX rules.
Thompson Coburn LLP
This week, Gov. Kathy Hochul announced a conceptual agreement with leaders of the New York State Assembly and Senate on key provisions of the Fiscal Year 2025 New York State Budget.
Seyfarth Shaw LLP
Welcome, readers. We are at a pivotal juncture in the realm of non-compete law. Today, we will be providing real-time coverage of a consequential Federal Trade Commission (FTC) meeting.
Littler Mendelson
On April 17, 2024, the Oregon Court of Appeals recognized a government employee's whistleblower claim under state law against a city that employed him under an intergovernmental agreement with another city.
Nyemaster Goode
After a lengthy comment period on its proposed non-compete rule issued in January 2023, the Federal Trade Commission (FTC) on April 23, 2024 issued a final rule largely banning non-compete clauses...
Proskauer Rose LLP
A federal district court in Massachusetts dismissed ERISA fiduciary breach and prohibited transaction claims against 401(k) plan fiduciaries, ruling that the prohibited transaction.
Proskauer Rose LLP
On April 16, 2024, IRS released Notice 2024-35 extending temporary relief for certain required minimum distributions ("RMD") related to the SECURE Act's 10-year distribution rule through 2024.
Barnes & Thornburg
A California state legislator recently introduced a bill designed to ensure employees are permitted to ignore emails, text messages and phone calls from their employers during non-work hours.
Pierson Ferdinand
Plaintiffs in discrimination cases may attempt to introduce me-too evidence to the jury to establish that the same harasser directed the same acts of discrimination or harassment against other employees.
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