(Updated February 1, 2024) On January 1, 2024, the requirements of the Corporate Transparency Act (“CTA”) will take effect. Under the CTA, many small businesses are required to file reports disclosing information about their business and its ownership. Will your company be ready? Read more and learn how we can assist.
“Robocalling” – a term that broadly describes automatically-dialed calls, caller ID spoofing, recorded calls, telemarketing. and text messages sent to wireless subscribers – has become one of the biggest challenges for both callers and consumers. According to robocall blocking service provider YouMail, 47.8 billion robocalls were placed in 2018. Atlanta was once again the city in the U.S. receiving the most robocalls, with about 2.1 billion annually. Rounding out the top five, were Dallas, New York, Los Angeles, and Chicago.
Non-compete agreements and other restrictive covenants are often a concern when hiring new employees, especially those with specialized skills and abilities. Even in the absence of a restrictive covenant, however, employees and their suitors are still bound by rules that arise solely from the law. Employers must be mindful of these non-contractual restrictions when recruiting potential employees.
You have finally found a prospective employee who meets all of your search criteria and is a superstar (or prospective superstar) in the field. You want to move forward with the hiring process on an expedited basis. You extend a generous offer, which is promptly accepted. And then you discover, one way or another, that this individual has a restrictive covenant agreement with a prior employer. What should you do? What if you don’t find out about the Covenant Agreement until after you have hired the individual?
The issue of whether these class action waivers are enforceable has been a contentious issue. Specifically, federal courts have disagreed whether arbitration agreements containing a class action waiver violate the National Labor Relations Act, thus rendering them invalid and unenforceable. On May 21, 2018, the Supreme Court resolved this issue in Epic Systems Corp. v. Lewis, holding that agreements requiring employees to arbitrate claims on an individual basis are enforceable. Here’s what you need to know.
