By Lisa Willis | March 6, 2024
Five U.S. states have fully banned noncompete clauses: California, Colorado, Oklahoma, North Dakota and Minnesota.
By Alexander Lugo | February 28, 2024
Receipts from the Central Florida Tourism Oversight District show that labor and employment attorneys raised rates dramatically while increases in other practices were more muted. Firms billing the entity include FordHarrison, BakerHostelter and Greenberg Traurig.
Daily Business Review | Commentary
By Andrew M. Gordon and Lauren Swanson | February 15, 2024
With the large number of small businesses in Florida that depend on independent contractors, Florida employers need to take time to understand the final rule and make any changes necessary to their business model so they can best avoid the serious economic costs of worker misclassification.
Daily Business Review | Commentary
By Michael Elkins | February 13, 2024
Despite public outcry, and various federal and state laws aimed at eliminating employer/employee arbitration agreements, such agreements remain, with some limitations, enforceable.
By ALM Staff | November 28, 2023
This suit was surfaced by Law.com Radar. Read the complaint here.
By ALM Staff | November 28, 2023
This suit was surfaced by Law.com Radar. Read the complaint here.
By Alexander Lugo | November 10, 2023
"It's a fair question to ask, in five or 10 years from now, to what extent will non-compete agreements be common or even permissible in the U.S.," said Reed Smith partner Mark Goldstein.
Daily Business Review | Commentary
By Deedee Bitran | October 19, 2023
The PUMP for Nursing Mothers Act (the PUMP Act), effective April 2023, amended the Fair Labor Standards Act (FLSA) and requires employers to provide reasonable break time and a location for employees to express breast milk for one year after the employee's birth of a child.
By Alexander Lugo | October 16, 2023
"Now that we are growing our practice group, we have significantly more ability to be able to handle the work that I think we've had to turn down in the past," incoming Gunster counsel David Sawyer said.
Daily Business Review | Commentary
By Susan Potter Norton and Melanie Matamoros Cruz | September 5, 2023
Employers should consider their disaster-response plan, including which employees, if any, are required to stay for essential services as well as develop a clear line of communication to keep personnel informed of changing operational hours.
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