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Sep 30, 2024 | 
salary.com | Ann Knuckles Mahoney |Katherine Rigby
On Trend: New Pay Equity Laws Coming to Massachusetts, Minnesota, and Vermont in 2025by Ann Knuckles Mahoney, Katherine Rigby, and Sherelle Wuat Epstein Becker & GreenThe Commonwealth of Massachusetts is the latest of many jurisdictions—including neighboring Vermont as well as Minnesota—to adopt new laws promoting pay equity.
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Sep 6, 2024 | 
natlawreview.com | Ann Knuckles Mahoney |Katherine Rigby |Daniella McGuigan |Larry Grijalva
On August 30, 2024, the Beijing Municipal Internet Information Office, Beijing Municipal Commerce Bureau and Beijing Municipal Government Services and Data Administration Bureau (“Regulator”) jointly issued the Data Export Management List (Negative List) of China (Beijing) Pilot Free Trade Zone (Version 2024) (“Negative List”) and the Administrative Measures for the Negative List (“Administrative Measures”).
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Sep 6, 2024 | 
jdsupra.com | Ann Knuckles Mahoney |Katherine Rigby |Sherelle Wu
The Commonwealth of Massachusetts is the latest of many jurisdictions—including neighboring Vermont as well as Minnesota—to adopt new laws promoting pay equity. At the close of Massachusetts’ 2023-2024 legislative session on July 31, Governor Maura Healy signed an “Act relative to salary range transparency” (the “Massachusetts Act”) into law.
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Jul 10, 2024 | 
jdsupra.com | Carolyn Boucek |Daniel Levy |Katherine Rigby
On the heels of the U.S. Supreme Court’s decision in Loper Bright Enters. v. Raimondo, which struck down decades of deference to administrative agencies known as “Chevron deference,” on July 3, 2024, the U.S. District Court for the Northern District of Texas in Ryan LLC v. Federal Trade Comm’n, Case No. 3:24-cv-00986-E, issued a preliminary injunction staying the Federal Trade Commission’s (FTC’s) final rule banning post-employment noncompetes (the “Noncompete Rule”).
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Apr 26, 2024 | 
jdsupra.com | Daniel Levy |Katherine Rigby |Peter A. Steinmeyer
We recently reported on the Federal Trade Commission’s (FTC) 3-2 vote to issue its final noncompete rule that, unless it is enjoined, would ban all new noncompetes and a majority of existing noncompetes (the Noncompete Rule).
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Apr 24, 2024 | 
jdsupra.com | Daniel Levy |Katherine Rigby |Peter A. Steinmeyer
As expected, the Federal Trade Commission (FTC) voted 3-2 yesterday to issue its final noncompete rule, with only a few changes from the proposed rule that are discussed below. Unless it is enjoined, which we expect, the rule will become effective 120 days after publication of the final version in the Federal Register. If the final rule survives the legal challenges, which are likely to make it all the way to the United States Supreme Court, all new non-competes would be banned.
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Apr 24, 2024 | 
tradesecretsandemployeemobility.com | Erik Weibust |Katherine Rigby |Daniel Levy
As expected, the Federal Trade Commission (FTC) voted 3-2 yesterday to issue its final noncompete rule, with only a few changes from the proposed rule that are discussed below. Unless it is enjoined, which we expect, the rule will become effective 120 days after publication of the final version in the Federal Register.
If the final rule survives the legal challenges, which are likely to make it all the way to the United States Supreme Court, all new non-competes would be banned.
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Apr 23, 2024 | 
tradesecretsandemployeemobility.com | Erik Weibust |Katherine Rigby |A. Millie Warner |Carolyn Boucek
As we have previously written, on April 23, 2024, the Federal Trade Commission (FTC) issued a sweeping final rule (“the Rule”) that purports to ban virtually all post-employment noncompete agreements in the United States. The Rule was formally published in the Federal Register on May 7, 2024, and will go into effect 120 days later, on September 4, 2024--if it survives the legal challenges that were filed in quick response.
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Feb 28, 2024 | 
natlawreview.com | Katherine Rigby
This week, in our special Spilling Secrets podcast series on the future of non-compete and trade secrets law, we’re discussing the current state of restrictive covenants in the health care industry. Restrictive covenants are evolving at a record pace right now at both the federal and state levels. Employers are struggling to keep up, and that’s especially true in the health care industry. In this episode of Spilling Secrets, Epstein Becker Green attorneys Katherine G. Rigby, Erik W. Weibust, Glenn P.
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Nov 2, 2023 | 
jdsupra.com | Ashley Krezmien |Katherine Rigby
Important changes are coming to the Massachusetts Paid Family and Medical Leave law (PFML), which requires covered employers to provide eligible employees with paid time off for certain qualifying absences. First, the Massachusetts legislature recently adopted PFML amendments (HB 4053), which, effective November 1, 2023, permit employees to supplement their weekly PFML benefits with accrued paid leave, including vacation, sick time, and other paid time off (PTO).
