Soto Law Group, P.A.’s Post

General Counsels- Make sure to read this article that I drafted about notifying your employees via email and letter about their noncompete being void. Available at Today's General Counsel. There are a lot of nuances- I have a feeling that this article will lead to more questions for our outside counsel experts.

A new California law requires employers to notify current and former employees about nullified noncompete or nonsolicitation provisions. Noga Rosenthal of Ampersand writes for Today's General Counsel about the steps companies need to take to ensure they are compliant with this new law: https://bit.ly/3UtiM5A #generalcounsel #compliance #noncompete #HR #regulations #laborandemployment #laborlaws #legalnews

A new California law requires employers to notify current and former employees about nullified noncompete or nonsolicitation provisions. Noga Rosenthal of Ampersand writes for Today's General Counsel about the steps companies need to take to ensure they are compliant with this new law: https://bit.ly/3UtiM5A #generalcounsel #compliance #noncompete #HR #regulations #laborandemployment #laborlaws #legalnews

A new California law requires employers to notify current and former employees about nullified noncompete or nonsolicitation provisions. Noga Rosenthal of Ampersand writes for Today's General Counsel about the steps companies need to take to ensure they are compliant with this new law: https://bit.ly/3UtiM5A #generalcounsel #compliance #noncompete #HR #regulations #laborandemployment #laborlaws #legalnews

A new California law requires employers to notify current and former employees about nullified noncompete or nonsolicitation provisions. Noga Rosenthal of Ampersand writes for Today's General Counsel about the steps companies need to take to ensure they are compliant with this new law: https://bit.ly/3UtiM5A #generalcounsel #compliance #noncompete #HR #regulations #laborandemployment #laborlaws #legalnews

Don't Hit Panic Button Yet! Here's What HR Needs to Know About the FTC's Non-Compete Ban The FTC's ban has HR scrambling, but hold on! Court challenges may delay implementation. Here's the lowdown: existing agreements (except for high earners) might become unenforceable. Our employment law expert Attorney Thomas D'Agostino breaks it down into five critical takeaways for #hrprofessionals. #HRCompliance #HRInsights https://lnkd.in/gd5Zmwqu

On April 23, 2024, the Federal Trade Commission, which is the federal agency charged with protecting consumers from anti-competitive, deceptive, and unfair business practices, issued a Final Non-Compete Clause Rule (Final Rule). We examine the Final Rule’s requirements for employers, the exceptions to the Final Rule, the challenges that have been lodged against the Final Rule, and the steps employers should take going forward. #FTC #finalrule #noncompete #agreement #employmentlaw #HR

Employers Would not be Allowed to use “Non-compete” Agreements under a new US Rule The FTC has voted to prohibit non-compete agreements, which prevent workers from joining or establishing competing companies for a specified duration Read More: https://rb.gy/u0rxzs #MirrorWorldMagazine #FTC #NewUSRule #News #DailyNews #UpdatedNews #LatestNews

US ban on employee non-competes: Here’s the detail on the The Final Rule as well as key take aways from our US antitrust team. https://lnkd.in/e58BfbS4

Employers with California employees: Governor Newsom signed a new law that becomes effective January 1, 2024, further restricting enforcement of employee post-employment restrictions in California. The new law appears to be aimed at out of state employers who seek to have California employees sign agreements containing post-employment obligations. Under the new law: - a contract that is void under California law is unenforceable regardless of where and when the contract was signed - an employer or former employer cannot attempt to enforce a contract that is void regardless of whether the contract was signed and the employment was maintained outside of California - an employer cannot enter into a contract with an employee or prospective employee that includes a provision that is void under the law - an employer who violates that law commits a civil violation - an employee, former employee, or prospective employee is authorized to bring an action to enforce that law for injunctive relief or the recovery of actual damages, or both, and - a prevailing employee, former employee, or prospective employee can recover attorney’s fees and costs For the text of the bill, see here: https://lnkd.in/e5viAd4J #restrictivecovenants #california #DGPERKS