On July 3, 2024, the U.S. District Court for the Northern District of Texas issued a limited stay and preliminary injunction of the FTC’s final rule that would render almost all non-compete agreements, with very limited exceptions, unenforceable.
Under a new Louisiana law enacted on June 25, 2024, nondisclosure clauses required by an employer and agreed to prior to a hostile work environment dispute or sexual harassment dispute will be unenforceable.
The requirements – which are pretty dense – will be applicable to nearly all California employers, with very few exceptions. By July 1, 2024, covered employers must develop and implement an effective workplace violence prevention plan.
On May 8, 2024, the Oregon Bureau of Labor and Industries issued temporary and proposed rules to help employers navigate paid leave changes in the state.
On April 30, 2024, the Chicago Department of Business Affairs and Consumer Protection published the final rules interpreting the Chicago Paid Leave and Paid Sick and Safe Leave Ordinance, which is set to take effect on July 1, 2024.
The Illinois Department of Labor (IDOL) has published the final regulations interpreting the Illinois Paid Leave for All Workers Act, which took effect four months earlier on January 1, 2024.
Over the last two years, starting even before the Supreme Court’s decision regarding affirmative action in June 2023, there has been a noticeable uptick in bills introduced in state legislatures restricting inclusion, equity, and diversity practices.
In response to thousands of agency complaints it received in 2023, the New York State Department of Health has issued guidance to hospitals regarding compliance with recent legislation on clinical staffing committees and hospital staffing plans.
On April 23, 2024, the Federal Trade Commission (FTC) by a vote of 3-2 approved and issued its final rule that effectively bans employers’ use of all non-compete agreements (with very limited exceptions).
