If the governor signs it into law, SB 25-083 would broadly impact the use of most restrictive covenants in agreements with physicians, physician assistants, dentists, and advanced practice registered nurses entered or renewed after SB 25-083’s expected effective date of Aug. 6, 2025.
Continue Reading Colorado Passes Bill Banning Most Physician Non-Compete Agreements
On Sept. 26, 2024, the U.S. Court of Appeals for the First Circuit ruled California’s statutory ban of noncompete agreements does not override Massachusetts law permitting noncompete agreements where the
Continue Reading First Circuit Denies Extraterritorial Effect of California Noncompete Law
On April 23, 2024, the Federal Trade Commission (FTC) voted 3-2 to ban virtually all noncompete agreements on the basis that such agreements constitute
Continue Reading Challengers Take on FTC’s Nationwide Ban on Noncompete Agreements
On April 25, 2024, Maryland Governor Wes Moore signed into law new legislation banning noncompete and conflict of interest clauses for certain veterinary and health care professionals in Maryland.
Continue Reading Maryland Restricts Noncompete Clauses for Veterinary and Health Care Professionals
In 1872, California bucked the common law and the views of many other states by declaring noncompete agreements unenforceable except in narrow and limited circumstances. The crackdown has continued ever
Continue Reading AB 1076 and Noncompete Agreements: California’s Crackdown Continues
An employer who seeks to enforce a non-compete clause against a former employee in Florida may seek injunctive relief and, depending on whether diversity jurisdiction exists, must decide whether to
Continue Reading Troubled Waters? Navigating Florida’s Non-Compete Statute in the Wake of TransUnion
California Labor Code section 925 remains a potent weapon for departing employees who live and work in California who wish to avoid covenants not to compete. Often, employers will place
Continue Reading Federal Court in Minnesota finds choice of law provision unenforceable based on California Labor Code section 925