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Aug 12, 2024 | 
mondaq.com | John McDonald |Alexandra Manfredi |Brianna Schmid |Mark Goldstein
On May 7, 2024, the Federal Trade Commission (FTC) published a
final regulatory rule that, if it takes effect as planned, which is
currently scheduled for September 4, 2024, would invalidate and ban
virtually all non-compete agreements in the U.S. Following
publication of the rule in the Federal Register, legal challenges
were promptly filed in Texas and Pennsylvania federal courts
(another challenge was filed in Florida federal court in June).
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Aug 5, 2024 | 
mondaq.com | Mark Goldstein
RS
Reed Smith
More
New York City is all but barring employers from using ‘automated employment decision tools' unless they jump through hoops.
United States
Technology
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New York City is all but barring employers from using
'automated employment decision tools' unless they jump
through hoops.
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Jul 29, 2024 | 
mondaq.com | Brianna Schmid |Mark Goldstein
As previously reported, in late April, the Federal Trade
Commission (FTC) unveiled a final regulatory rule that would invalidate
and ban virtually all preexisting and future non-compete agreements
in the U.S. Simply put, the rule, if it takes effect – which
is currently scheduled to occur on September 4, 2024 though, as
noted below, that might not come to pass – would represent
the largest seismic shift ever in U.S. non-compete law.
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Apr 3, 2024 | 
lexblog.com | Mark Goldstein |Alexandra Manfredi |Wendy Choi
In the dynamic arena of labor laws and regulations, New York City is once again leading the charge with proposed changes that could have profound workplace implications. On February 28, 2024, the New York City Council introduced a trio of bills aimed at significantly curtailing the use of noncompete agreements in the Big Apple.
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Mar 14, 2024 | 02875-1/fulltext&sz=64)
thelancet.com | Mark Goldstein |Luca Mascitelli |Centro Medico Esperia
The interesting paper of Paul M Ridker and colleagues,1Ridker PM Bhatt DL Pradhan AD et al. Inflammation and cholesterol as predictors of cardiovascular events among patients receiving statin therapy: a collaborative analysis of three randomised trials.
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Jan 11, 2024 | 
lexblog.com | Mark Goldstein |Alexandra Manfredi
Last week, Governor Hochul announced a suite of proposed measures aimed at addressing rising maternal and infant mortality rates. As is relevant to New York employers, this includes a proposed expansion of New York State Paid Family Leave to include 40 hours of paid leave to attend prenatal medical appointments. If signed into law, this would make New York the first state in the country to provide paid prenatal care leave.
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Jan 11, 2024 | 
lexology.com | Mark Goldstein |Alexandra Manfredi
Last week, Governor Hochul announced a suite of proposed measures aimed at addressing rising maternal and infant mortality rates. As is relevant to New York employers, this includes a proposed expansion of New York State Paid Family Leave to include 40 hours of paid leave to attend prenatal medical appointments. If signed into law, this would make New York the first state in the country to provide paid prenatal care leave.
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Oct 30, 2023 | 
lexology.com | Mark Goldstein |Alexandra Manfredi
It is indisputable that artificial intelligence (AI) has generated enormous buzz over the past several years. AI has had a substantial impact on various industries and facets of society – with no signs of slowing – and its potential to disrupt longstanding business mechanisms cannot be overstated. Among the areas most impacted by AI is the workplace.
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Sep 15, 2023 | 
jdsupra.com | Mark Goldstein |Alexandra Manfredi
As we previously reported here and here, effective September 17, 2023, New York State employers with four or more employees will be required to include the minimum and maximum pay range that they reasonably or in “good faith” expect to pay in any advertisement for a job, promotion, or transfer opportunity.
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Sep 15, 2023 | 
mondaq.com | Mark Goldstein |Alexandra Manfredi
As we previously reported here and here, effective September 17,
2023, New York State employers with four or more employees
will be required to include the minimum and maximum pay range that
they reasonably or in "good faith" expect to pay in any
advertisement for a job, promotion, or transfer opportunity.
