Over the past few years, I’ve had countless conversations with employers about noncompetes. Some are wondering whether their agreements are still enforceable. Others are trying to navigate a patchwork of state laws or make sense of the latest legal developments.
An increasing part of my practice over the last few years has been working with licensing counsel on issues related to what we discussed in this blog entry. This week’s blog entry deals with a case very much in
On 22 October 2026, the UK government published its response to the consultation on enhanced dismissal protection for pregnant women and new mothers (those who had given birth in the last 18 months). The consultation ran from 23 October 2025
In DOL v. Comprehensive Healthcare Management Services LLC, the Third Circuit held that “overtime gap time” claims under the FLSA are not actionable. Imagine this scenario:
Category
Hours
Rate
Compensation
Straight time paid
38
$20
$760
Overtime paid
3
On October 16, 2026, San Francisco Mayor Daniel Lurie signed Ordinance No. 213-26, amending the City’s Healthy Airport Ordinance (HAO), codified in Article 121 of the San Francisco Labor and Employment Code. The HAO, first enacted in 2020, requires
Summary: The article explores the applicability of India’s POSH framework and how employers can build a more inclusive workplace harassment policy without diluting statutory protections for women. It seeks to offer practical guidance on extending protections to men, transgender and
A consequential noncompete may be the one that’s not called a noncompete at all.
It may appear as a confidentiality clause that prevents an employee from using the knowledge needed to continue working in the industry. Or a client non-solicitation
By Eden E. Anderson, Rebecca Bjork, and Gerald L. Maatman, Jr. Duane Morris Takeaways: On October 22, 2026, the California Court of Appeal held in Molina, et al. v. Triumph Residential Services, Inc., Case No. B350252, that requiring an employee
