The world of Workers’ Compensation law in Connecticut looks vastly different today than it did when Goldberg Segalla partner Brian L. Smith began practicing more than three decades ago.
Archives for April 24, 2024
Supreme Court Clarifies Standard Employees Must Show for Title VII Discrimination Claims
In Muldrow v. City of St. Louis, the U.S. Supreme Court purports to clarify the standard of harm employees must show when alleging an involuntary transfer was discriminatory
FTC Final Rule Bans Most Noncompete Agreements
Executive Summary: On April 23, 2024, the Federal Trade Commission (FTC) issued its long-awaited final rule, banning virtually all noncompetition agreements between employers and workers. Just as the ink dried, the first lawsuit (of several anticipated cases) challenging the final rule was filed, and now many employers are left to wonder what to do next. The final rule goes into effect 120 days after it is published in the Federal Register. The purpose of this Legal Alert is to 1) summarize the most important aspects of the final rule and 2) provide guidance to employers on how to navigate their existing agreements during this uncertain time.
U.S. Department of Labor Unveils Final Overtime Rule That Raises Salary Limits
Executive Summary: On April 23, 2024, the U.S. Department of Labor (DOL) published its long-awaited final rule raising the salary thresholds for certain overtime exemptions under the Fair Labor Standards Act (FLSA). The rule, Defining and Delimiting the Exemptions for Executive, Administrative, Professional, Outside Sales and Computer Employees, solidifies the DOL’s proposed rule from 2023. The effective date for this final rule is July 1, 2024.
FTC Imposes Sweeping Ban on Non-Compete Agreements In Employment
By: FTC Imposes Sweeping Ban on Non-Compete Agreements In Employment
Yesterday, the Federal Trade Commission’s (“FTC”) Commissioners’ voted 3-2 to approve rules first announced in January 2023 to, essentially, ban the use of non-compete agreements in most employment relationships in the United States (“Rule”). The new Rule precludes enforcement of non-competes
DOL Finalizes Substantial Increase to Salary Threshold for FLSA White Collar Exemption
On April 23, 2024, the U.S. Department of Labor (DOL) unveiled a new final rule that will significantly raise the minimum salary threshold to qualify for certain overtime exemptions under the Fair Labor Standards Act (FLSA), changing which employees will be entitled to overtime pay and affecting employer compensation structures.
Jury Awards Hospital System Employees $100 Million in Damages for Time Clock Rounding, Meal Break Violations
On April 18, 2024, a jury in Seattle, Washington, determined that a not-for-profit hospital system employer would be required to pay nearly $100 million for time clock rounding and meal period violations, raising concerns for employers in Washington over potential high damages for what may be technical wage and hour
DOJ Final Rule on Website Accessibility for State and Local Governments Portends Significant Changes for Private-Sector Websites
The U.S. Department of Justice’s (DOJ) recent release of an advance copy of its final rule on website accessibility for state and local governments under Title II of the Americans with Disabilities Act (ADA) provides a preview of what is very likely coming for the private sector under Title III
FTC Adopts Final Rule Banning Employers From Entering Non-Competes
On April 23, 2024, the Federal Trade Commission (FTC) adopted a final rule that effectively prohibits the use of almost all non-compete clauses.
Department of Labor Publishes Final Rule to Update the Salary Level for Overtime Eligibility
The U.S. Department of Labor released a final rule on April 23, 2024, raising the salary threshold to qualify for certain overtime exemptions under federal law. Most importantly, it significantly raises the minimum salary threshold for certain “white collar” workers—executives, professionals, and administrative personnel. If the rule takes effect, employers
USCIS Removes Validity Period on Immigration Medical Exam Form I-693
Medical examinations and vaccination records properly completed and signed by a civil surgeon after Nov. 1, 2023, can be used indefinitely, USCIS has announced. There is no longer any expiration date.
Form I-693, Report of Immigration Medical Examination and Vaccination Record, is used by some foreign nationals, including green
Joint Employment and the Cat’s Paw: Oregon Court of Appeals Sets Precedent
The Oregon Court of Appeals, for the first time, applied the “cat’s paw” theory of imputed liability between joint employers in a whistleblower case regardless of whether the alleged biased individual was subordinate to the co-employer’s decisionmaker or employed by the same entity. This case could impact Oregon employers using
FTC Issues Final Rule Effectively Banning Workplace Non-Compete Agreements
The effective date of the final rule is 120 days after publication in the Federal Register. After the effective date, non-compete agreements with all workers are banned nationwide. For non-compete agreements existing prior to the effective date, those with “senior executives” may remain in force, while those with all other
Ninth Circuit: “Transportation Exemption” Does Not Apply to Arbitration Clauses Between Corporate Entities or in Commercial Contracts
Two days before the United States Supreme Court ruled in Bissonnette v. LePage Bakeries Park St., LLC,1 that the Federal Arbitration Act’s (FAA) transportation worker exemption (meaning the FAA would not apply) extends beyond the transportation industry, the U.S. Court of Appeals for the Ninth Circuit addressed whether the exemption applies
Business Groups Race to Block FTC’s Ban on Noncompete Agreements
Lawsuits could delay agency’s plan to prevent employers from using agreements