In case you haven’t noticed the yard signs popping up like mushrooms, the constant barrage of television and radio advertisements, or the unsolicited text messages from unknown numbers, we are in the homestretch of election season. For those employers with questions on how to handle political speech in the workplace, especially during the last few days before (and hopefully not much beyond) Election Day, here is a refresher by employment attorney Janet Meub on the basics for private employers. …
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In her recent article Say “YES”: Reinventing Yourself in the Legal Profession, 
Attorney 
In their recent alert Navigate the Current Uncertainty on FinCEN Matters with Chris Farmakis and Dane Fennell, 
On August 20, a U.S. District judge ruled that the FTC’s ban on most non-competes exceeded the FTC’s statutory authority. This decision sets aside the non-compete ban nationally, meaning the ban cannot be enforced or take effect on September 4, 2024. Employers may continue to utilize non-competes if permitted by state law, in the manner prescribed by state statutes and case law. There is a reasonable likelihood of an appeal, in which case, there may be additional developments to follow. 
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In her recent article Press Pause: SCOTUS Says an Appeal of Denied Request to Compel Arbitration Must Stay Case 
