On October 27, 2023, the National Labor Relations Board (“NLRB”) published a Final Rule (“New Rule”) concerning the joint-employer standard. The New Rule was delayed more than once due to legal challenges and on March 8, 2024, a federal court in Texas vacated the New Rule. On May 7, 2024, the NLRB filed an appeal to the Fifth Circuit seeking to reverse the Texas court’s decision. However, on July 19, 2024, the NLRB voluntarily dismissed this appeal.
Read MoreOn April 23, 2024, the United States Federal Trade Commission (“FTC”) voted in favor of a Final Rule banning nearly all non-compete agreements, with limited exceptions related to the sale of a business and certain pre-existing agreements with senior executives. Since that time, the Final Rule became subject to different challenges, including by Ryan LLC, the U.S. Chamber of Commerce (who intervened in the Ryan suit), and ATS Tree Services, LLC (E.D.PA). On July 3, Judge Ada E. Brown of the Northern District of Texas ruled in Ryan LLC v. Federal Trade Commission that while the FTC has the power to prevent unfair methods of competition through administrative proceedings, “Congress did not explicitly give the [FTC] substantive rulemaking authority.”
Read MoreAs of June 19, 2024, New York employers must provide 30 minutes of paid break time to employees each time an employee has a reasonable need to express breast milk at the workplace.
Read MoreRecently, the New York State Freelance Isn’t Free Act took effect. The Act, which requires written contracts between hiring parties and freelance workers containing specific terms, largely mirrors New York City’s law of the same name, which took effect in 2017.
Read MoreThe US Department of Labor has finalized a rule which would increase the salary thresholds necessary to qualify for an exemption from minimum wage and overtime requirements under the Fair Labor Standards Act.
Read MoreLast month, New York State passed its budget for fiscal year 2025. The budget expanded New York State’s Paid Sick and Safe Leave Law to require that employers provide 20 hours of paid leave to employees for prenatal medical care, and amended the New York Labor Law to require that employers provide paid break time for employees to express breast milk following childbirth.
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