In Maryland this year, spring brings warm weather and new employment laws. The General Assembly passed, and Governor Larry Hogan signed, several new laws regulating the workplace.
On May 8, 2019, Washington Governor Jay Inslee signed Engrossed Substitute House Bill 1450 (HB 1450), radically altering the law governing noncompetition agreements and moonlighting prohibitions in Washington State.
In legislative terms, the month of March came in like a lion and went out (almost) like a lamb, as the pace of new bills introduced at the state level slowed considerably.
As we move deeper into the 2019 legislative season, the Connecticut General Assembly is considering several proposed bills in the state House and Senate that—if enacted—would affect employers in significant ways.
On January 11, 2019, a California federal district court issued a decision bolstering the argument that employee non-solicitation clauses are unenforceable under California law.
A decision by a California Court of Appeal, rejecting prior case law, seriously calls into question whether employee non-solicit clauses restraining former employees from soliciting former co-workers to leave the company’s employ are allowed.
The recently-enacted Massachusetts Noncompetition Agreement Act provides a roadmap for employers to follow to ensure enforcement of noncompetition agreements entered into on or after October 1, 2018.
Imagine you’ve just found out that one of your ex-employees has joined a competitor and has shared your most important trade secret with them. What legal protection do you have?
