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2 months ago | 
jdsupra.com | Craig Leen |Brittany A. Raia |Erinn L. Rigney
As the Trump administration transitioned into power, the White House issued over 25 executive orders in the first days in office addressing a variety of topics including many focused on employment laws. While the flurry of executive orders was more or less expected, the scope of the employment-related orders surpassed that of prior administrations.
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Jan 24, 2025 | 
jdsupra.com | Craig Leen |Brittany A. Raia |Erinn L. Rigney
UPDATE: On 8 January 2025, the Federal Acquisition Regulatory Council (FAR Council) officially withdrew its proposed rule that would have (1) barred federal contractors from seeking and using job applicants’ compensation history in decisions on hiring and setting pay and (2) required contractors to disclose salary ranges in job postings.
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Jan 24, 2025 | 
klgates.com | Craig Leen |Erinn L. Rigney |Leann Walsh |Brittany A. Raia
As the Trump administration transitioned into power, the White House issued over 25 executive orders in the first days in office addressing a variety of topics including many focused on employment laws. While the flurry of executive orders was more or less expected, the scope of the employment-related orders surpassed that of prior administrations.
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Aug 26, 2024 | 
jdsupra.com | Lauren Donahue |Erinn L. Rigney |Claudia Velasquez
As previously alerted, the Federal Trade Commission (FTC or Commission) voted 3-2 this past April to publish and issue a final rule that (1) bans for-profit employers from entering into agreements with workers that impose a restriction on their ability to compete with the employer (Noncompetes), and (2) prevents employers from enforcing existing Noncompetes against most workers (Final Rule). This nationwide ban was set to take effect on 4 September 2024.
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Aug 21, 2024 | 
lexology.com | Lauren Donahue |Brian Smith |Erinn L. Rigney |Claudia Velasquez
As previously alerted, the Federal Trade Commission (FTC or Commission) voted 3-2 this past April to publish and issue a final rule that (1) bans for-profit employers from entering into agreements with workers that impose a restriction on their ability to compete with the employer (Noncompetes), and (2) prevents employers from enforcing existing Noncompetes against most workers (Final Rule). This nationwide ban was set to take effect on 4 September 2024.
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Aug 21, 2024 | 
klgates.com | Erinn L. Rigney |Lauren Donahue |Brian Smith |Claudia Velasquez
21 August 2024US Labor, Employment, and Workplace Safety Alert
As previously alerted, the Federal Trade Commission (FTC or Commission) voted 3-2 this past April to publish and issue a final rule that (1) bans for-profit employers from entering into agreements with workers that impose a restriction on their ability to compete with the employer (Noncompetes), and (2) prevents employers from enforcing existing Noncompetes against most workers (Final Rule).
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Jul 12, 2024 | 
jdsupra.com | April Boyer |Erinn L. Rigney |Claudia Velasquez
UPDATE: On 3 July 2024, the Northern District of Texas preliminarily enjoined the US Federal Trade Commission from implementing and enforcing its Final Rule banning non-competes against the US Chamber of Commerce, the Business Roundtable, the Texas Association of Business, the Longview Chamber of Commerce, and Ryan LLC, thereby staying the effective date of the Final Rule until the court issues its ruling on the merits, expected on or before 30 August 2024.
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May 8, 2024 | 
mondaq.com | Lauren Donahue |Erinn L. Rigney |Brian Smith |Claudia Velasquez
On Tuesday, 23 April 2024, the Federal Trade Commission (FTC or
Commission) hosted a Special Open Commission Meeting, in which the
Commissioners voted 3-2 to publish and issue a Final Rule that:
Bans for-profit employers from entering into agreements with
workers that impose a restriction on their ability to compete with
the employer (Non-Competes) on or after the Final Rule's
effective date; and
Prevents employers from enforcing existing Non-Competes against
most workers.
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May 2, 2024 | 
mondaq.com | April Boyer |Erinn L. Rigney |Claudia Velasquez
On 23 April 2024, the US Department of Labor (DOL) announced a
Final Rule raising the minimum salary and
annual compensation thresholds to qualify for the executive,
administrative, or professional (White Collar) exemptions from
overtime under the Fair Labor Standards Act (FLSA). The Final Rule
also increased the salary requirements for the highly compensated
employee exemption (HCE Exemption).
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Apr 29, 2024 | 
jdsupra.com | April Boyer |Erinn L. Rigney |Claudia Velasquez
On 23 April 2024, the US Department of Labor (DOL) announced a Final Rule raising the minimum salary and annual compensation thresholds to qualify for the executive, administrative, or professional (White Collar) exemptions from overtime under the Fair Labor Standards Act (FLSA). The Final Rule also increased the salary requirements for the highly compensated employee exemption (HCE Exemption).
