Labor and Employment
Overview
Meeting and rethinking the modern workplace
The world of work and the workplace are changing at lightning speed. Growing customer demands, new technologies and evolving employee expectations are having a tremendous impact on all organizations. Employees are demanding more flexibility, a reconfigured work-life balance and fair and transparent compensation and benefits.
Insights
Client Alert | 9 min read | 04.24.24
FTC Issues Final Rule Banning Most Non-Compete Agreements
On April 23, 2024, the Federal Trade Commission (“FTC” or “the Agency”) voted 3-2 along partisan lines in a special public meeting to adopt the “Non-Compete Clause Rule” (the “Final Rule”), which will prohibit most employee non-competes with retroactive effect, except existing non-compete provisions of “senior executives.” The Final Rule will also ban future non-compete agreements, including for senior executives, with limited exceptions. The rule will not become effective until 120 days after publication in the Federal Register, and covered employers will be required to comply with the Final Rule by that effective date, which could come as early as August this year. By the FTC’s own estimate, this ban could affect up to one-in-five American workers.
Client Alert | 4 min read | 04.24.24
Muldrow Case Recalibrates Title VII “Significant Harm” Standard
Client Alert | 3 min read | 04.23.24
DOJ Promises NPAs to Certain Individuals Through New Voluntary Self-Disclosure Pilot Program
Client Alert | 1 min read | 04.11.24
U.S. Chamber Submits Comments on the FAR Council’s Proposed Rule Regarding Pay Transparency
Representative Matters
- Led an investigation of a whistleblower complaint against a national museum in which anonymous former employees alleged that the museum’s leadership improperly received and displayed art loans in violation of federal and state tax laws, museum policies, and national museum accreditation standards.
- Investigated age and gender discrimination claims brought by Chief Legal Officer of global aerospace company/British multinational defense company Joint Venture in which he claimed that he was being forced to step down as a result of his poor performance in connection with advising the company on a critical multi-million-dollar defense deal.
- Won reversal at trial court level of jury’s $1.5 million verdict in favor of plaintiff, who alleged that his employment was terminated in violation of retaliation provisions of the False Claims Act, Defense Contractor Whistleblower Protection Act, and California law.
- Helped several leading technology, healthcare, and professional services companies design compensation and performance management policies, practices, and auditing programs to yield industry-leading pay equity programs.
- Represented a leading health insurance company with a putative class action alleging pattern and practice discrimination against African-American employees brought by three current employees.
- Represented a major university in a pay equity discrimination case brought by a current professor, alleging that she is compensated less than her similarly-situated male comparators.
Insights
Client Alert | 9 min read | 04.24.24
FTC Issues Final Rule Banning Most Non-Compete Agreements
On April 23, 2024, the Federal Trade Commission (“FTC” or “the Agency”) voted 3-2 along partisan lines in a special public meeting to adopt the “Non-Compete Clause Rule” (the “Final Rule”), which will prohibit most employee non-competes with retroactive effect, except existing non-compete provisions of “senior executives.” The Final Rule will also ban future non-compete agreements, including for senior executives, with limited exceptions. The rule will not become effective until 120 days after publication in the Federal Register, and covered employers will be required to comply with the Final Rule by that effective date, which could come as early as August this year. By the FTC’s own estimate, this ban could affect up to one-in-five American workers.
Client Alert | 4 min read | 04.24.24
Muldrow Case Recalibrates Title VII “Significant Harm” Standard
Client Alert | 3 min read | 04.23.24
DOJ Promises NPAs to Certain Individuals Through New Voluntary Self-Disclosure Pilot Program
Client Alert | 1 min read | 04.11.24
U.S. Chamber Submits Comments on the FAR Council’s Proposed Rule Regarding Pay Transparency
Insights
Client Alert | 9 min read | 04.24.24
FTC Issues Final Rule Banning Most Non-Compete Agreements
On April 23, 2024, the Federal Trade Commission (“FTC” or “the Agency”) voted 3-2 along partisan lines in a special public meeting to adopt the “Non-Compete Clause Rule” (the “Final Rule”), which will prohibit most employee non-competes with retroactive effect, except existing non-compete provisions of “senior executives.” The Final Rule will also ban future non-compete agreements, including for senior executives, with limited exceptions. The rule will not become effective until 120 days after publication in the Federal Register, and covered employers will be required to comply with the Final Rule by that effective date, which could come as early as August this year. By the FTC’s own estimate, this ban could affect up to one-in-five American workers.
Client Alert | 4 min read | 04.24.24
Muldrow Case Recalibrates Title VII “Significant Harm” Standard
Client Alert | 3 min read | 04.23.24
DOJ Promises NPAs to Certain Individuals Through New Voluntary Self-Disclosure Pilot Program
Client Alert | 1 min read | 04.11.24
U.S. Chamber Submits Comments on the FAR Council’s Proposed Rule Regarding Pay Transparency
Practices
- DEI in the Workplace
- Emerging Companies and Venture Capital
- Employment Discrimination Counseling and Litigation
- ERISA and Employee Benefits
- EU Employment Law
- Global Mobility and Cross Border Personnel Engagement
- Labor and Employment Class Actions
- Labor and Employment Investigations
- Labor Management Relations and Labor Disputes
- OFCCP/Affirmative Action Plans
- Pay Equity
- Trade Secrets
- Wage and Hour
- Whistleblower Investigations
Insights
Client Alert | 9 min read | 04.24.24
FTC Issues Final Rule Banning Most Non-Compete Agreements
On April 23, 2024, the Federal Trade Commission (“FTC” or “the Agency”) voted 3-2 along partisan lines in a special public meeting to adopt the “Non-Compete Clause Rule” (the “Final Rule”), which will prohibit most employee non-competes with retroactive effect, except existing non-compete provisions of “senior executives.” The Final Rule will also ban future non-compete agreements, including for senior executives, with limited exceptions. The rule will not become effective until 120 days after publication in the Federal Register, and covered employers will be required to comply with the Final Rule by that effective date, which could come as early as August this year. By the FTC’s own estimate, this ban could affect up to one-in-five American workers.
Client Alert | 4 min read | 04.24.24
Muldrow Case Recalibrates Title VII “Significant Harm” Standard
Client Alert | 3 min read | 04.23.24
DOJ Promises NPAs to Certain Individuals Through New Voluntary Self-Disclosure Pilot Program
Client Alert | 1 min read | 04.11.24
U.S. Chamber Submits Comments on the FAR Council’s Proposed Rule Regarding Pay Transparency