Twitter made headlines last week with its threat to sue Meta over the launch of its competing service called “Threads.” This incident serves as a reminder that protecting trade secrets and avoiding becoming a defendant in a misappropriation lawsuit is vital to running any business.
According to Twitter’s letter to Meta, it
You may have heard something in the news about a former employee getting caught holding onto his prior employer’s documents after losing his job. This example is unusual, to say the least. And setting aside your political leanings, let’s look at how similar scenarios play out for the rest of us.
CVS Pharmacy Inc. sued online pharmacy retailer Capital Rx Inc., claiming the web-based business is trying to keep a former employee from working for CVS. The lawsuit, filed on 9/16/2021, claims Capital Rx’s noncompete agreement violates Massachusetts law.
CVS’ lawsuit highlights an all-too-common issue new hires often face – the surprise non-compete
A recent court opinion is a cautionary tale for business owners and entrepreneurs and their attorneys about the importance of protecting attorney-client communications. It is also a reminder of how easily that privilege can be inadvertently waived and the downstream impact it can have on noncompete disputes.
The court opinion comes from a
McDonald’s recently announced it terminated its chief executive, Steve Easterbrook, for having a consensual relationship with an employee. This termination presents a buffet of employment law and HR issues upon which one could devour. However, I want to focus on the non-compete restriction that Mr. Easterbrook ultimately agreed to upon ending his employment.
Michigan’s Attorney General (AG) Dana Nessel joined 17 other State Attorneys General to respond to the Federal Trade Commission’s (FTC) request for public comments. These comments concern the FTC’s public hearings on Competition and Consumer Protection in the 21st Century. Ms. Nessel’s response echoes a growing concern across the United States about the use and
A recent non-compete related law in Oregon caught my attention. Specifically, Oregon law (HB 2992), provides that noncompete agreements entered into after January 1, 2020, will only be enforceable against Oregon employees if the employer provides the departing employee with a signed copy of the agreement within 30 days after the employee’s date of termination.
Despite a strong jobs report on May 3, 2019, wage growth continues to be a disappointment. See Axios post, “The Mystery of Sluggish Wages.”
I don’t have all the answers, but I can point to at least a partial explanation for this mystery; the employment market is often contractually rigged by employers
A common mistake employers make in protecting their business interests is poorly drafted non-compete agreements. And frequently that mistake involves drafting inconsistencies. As explained below, inconsistencies provide a foundation for challenging the scope or outright enforceability of a company’s non-compete restriction.
In this regard, we recently defended against Christian Financial Insurance/Christian Insurance Group, Inc.’s motion
Will the playing field be leveled between employers and employees when it comes to non-compete agreements? Perhaps if anything comes out of the Federal Trade Commission’s (FTC) hearings held last 9/13 and 9/14, which 
focused on how the agency’s competition and consumer protection approaches are working. One area of focus is whether enforcement practices need