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A Playbook for Employers to Avoid California’s Labor Code Section 925 Provisions

In September 2016, the State of California enacted Labor Code Section 925, which received lots of buzz at the time for its potential to crumble employers’ ability to legally enforce non-compete agreements and other employment contracts involving individuals living and working primarily in California. Many non-California employers who employed individuals in the state feared that […] More >

Oregon Bill Mandating Predictable Schedules Expected to be Signed into Law

Oregon lawmakers approved the nation’s first statewide measure requiring predictive scheduling for employees. Assuming Gov. Kate Brown signs as expected, the bill takes effect July 1, 2018, and requires large employers in the retail, hospitality, and food service industries to provide workers with seven days of advance notice of their designated work shifts. By 2021, […] More >

How Employers Can Avoid California Labor Code Section 925

Many non-California employers view the enactment of California Labor Code Section 925 as destroying any possibility of avoiding the state’s restrictive covenants laws for California-based employees. But there is hope! With creative legal counsel, employers can draft agreements that do not implicate the statute and avoid its application in litigation. More >

UPDATE: City of Minneapolis Passes $15 Minimum Wage

The Minneapolis City Council adopted a $15 minimum wage ordinance on Friday, June 30, 2017. Labor and Employment attorney Lisa Schmid has been following the ordinance closely and has updated a previous post with the changes voted on June 30. The passed ordinance contains the following provisions: A schedule of minimum wage increases that differs […] More >