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Companies using Non-Compete agreements should take note:

If the ruling proceeds, the ban will take effect on September 4, 2024. It is crucial to seek legal counsel to review existing agreements containing non-compete language and strategize handling this mandatory change for affected groups. This may involve updating employment agreements. Notably, the ban excludes senior executive agreements. Stay informed and prepared for these upcoming developments.


https://www.ftc.gov/legal-library/browse/rules/noncompete-rule
https://www.orrick.com/en/Insights/2024/04/Life-After-the-FTC-NonCompete-Ban-What-Companies-Should-Know

Life After the FTC Non-Compete Ban: What Companies Should Know The U.S. FTC has found non-compete agreements between employers and workers constitute an “unfair method of competition” that is prohibited under the ...

Having an amazing time at the Google ! The products to optimize data, AI, and marketing are incredible! Google Cloud thank you for the invitation and welcoming Auditocity to showcase!

PSA: Employees CAN discuss their pay, working conditions, and benefits with ANYONE including their coworkers. It is a violation of federal law to make or enforce policies that prohibit such discussions with co-workers, the public, or social media, regardless of whether the company is public or private (protected concerted activity). Shockingly, many organizations still have such policies in place. Check out the NLRA's guidance on this topic:
https://www.nlrb.gov/about-nlrb/rights-we-protect/the-law/employees/social-media-0

Social media | National Labor Relations Board Whether or not you are represented by a union, federal law gives you the right to join together with coworkers to improve your lives at work - including joining together in cyberspace, such as on Facebook.

A new I-9 has been released by the USCIS with the mandatory adoption date set for Oct 31, 2023. It's important to note that the I-9 must be completed no later than the first day of employment but after the offer letter has been accepted.

If you use an HCM, it will more than likely be incorporated automatically. The updated form includes several changes such as improved guidance to the Lists of Acceptable Documents and added checkboxes for E-Verify employers to indicate when they have remotely examined Form I-9 documents.

Additionally, Section 3 Reverification and Rehire has been moved to a standalone Supplement B that employers can use as needed for rehire or re-verification. These changes are aimed at improving the efficiency and accuracy of the I-9 process.

www.uscis.gov

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