Governor Kathy Hochul of New York has vetoed a law that would have banned non-compete agreements throughout the state. If it had passed, the law would have had a substantial impact on labor law, and affected employees across potentially every industry with these sorts of agreements in their employment contract. However, because of the veto, non-compete agreements will remain in place, at least for now.
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If you are an employee at a company with a formal employment contract, it is critical that you understand all of the terms of your contract. This can help you ensure you get everything you are legally entitled to from your employer, as well as help protect you in the event you are fired or get into some other employment-related dispute. Here are seven important terms you should know in your employment contract:
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If you believe you may be fired at work, or have received notice that your employment is being terminated, that is not necessarily the end of things. As Steven Sack, the Employees’ Lawyer, likes to say, “Every firing is negotiable,” and that is as true for you as it is for anyone else. Here are ten steps you should take to make sure you are fired on your own terms:
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The New York State Senate has voted to ban all non-compete agreements for employees in the state. The law, Bill No. S03100 would, if also approved by the New York State Assembly and signed into law, make it illegal for employers to write provisions in their contracts that would prevent employees from working with competitors in the same field or keep them from starting their own businesses. The goal of this law is to encourage competition and prevent employers from coercing their employees into working for them against their will.
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A new law, known as the Speak Out Act, will make it illegal for employers to put nondisclosure clauses or non-disparagement clauses in employment contracts. This will make it far harder for employers to silence employees who try to blow the whistle on labor or employment law violations. It will also limit the ability of employers to silence employees who are the victims of discrimination or harassment on the job.
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It is increasingly common for employers to put arbitration clauses in their employees’ contracts. Unfortunately, many employees sign these contracts without understanding what they mean, unintentionally trapping themselves in a potentially troublesome legal arrangement. So what is an arbitration clause, and how can it affect you when it is in your employment contract?
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The Federal Trade Commission (FTC) has begun the process of reviewing a potential change to federal regulations about the use of restrictive covenants in employment contracts. The goal of these changes is, ostensibly, to allow employees a greater degree of freedom to change employment without fear of legal retribution. Employers, however, are wary of these potential changes, which they say may make it easier for employees to personally benefit from trade secrets or other confidential information. Continue reading “FTC Begins Review of Rule on Restrictive Covenants”
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