Hunter Bedard

May 1, 2024 | mondaq.com | Hunter Bedard |Amy Buice |Matthew Clarke |Jeffery Cross

On April 23, 2024, the Federal Trade Commission, chaired by Lina Khan, passed a comprehensive ban on non-compete agreements. The FTC has determined that "non-competes are an unfair method of competition" and that a business conducts an unfair method of competition by entering into or enforcing non-competes with workers.

Apr 25, 2024 | jdsupra.com | Hunter Bedard |Amy Buice |Matthew Clarke

Introduction On April 23, 2024, the Federal Trade Commission, chaired by Lina Khan, passed a comprehensive ban on non-compete agreements. The FTC has determined that “non-competes are an unfair method of competition” and that a business conducts an unfair method of competition by entering into or enforcing non-competes with workers.

Apr 24, 2024 | mondaq.com | Hunter Bedard |Matthew Clarke |Yash B. Dave |Emily Friedman

On April 15, 2024, the U.S. Equal Employment Opportunity Commission ("EEOC") issued a preview notice of the final rule implementing the Pregnant Workers Fairness Act ("PWFA"). The PWFA became effective on June 27, 2023, and the EEOC published its proposed regulations on the PWFA in the Federal Register in August 2023. The final rule will be published in the Federal Register on April 19, 2024, and is expected to take effect on June 18, 2024.

Apr 19, 2024 | jdsupra.com | Marc Zimmerman |Hunter Bedard |Matthew Clarke |Yash B. Dave

On April 15, 2024, the U.S. Equal Employment Opportunity Commission (“EEOC”) issued a preview notice of the final rule implementing the Pregnant Workers Fairness Act (“PWFA”). The PWFA became effective on June 27, 2023, and the EEOC published its proposed regulations on the PWFA in the Federal Register in August 2023. The final rule will be published in the Federal Register on April 19, 2024, and is expected to take effect on June 18, 2024.

Mar 12, 2024 | jdsupra.com | Patrick Cain |Matthew Clarke |Hunter Bedard

On March 8, 2024, the United States District Court for the Eastern District of Texas invalidated the recently issued final rule for establishing joint employer status under the National Labor Relations Act (“NLRA”).