Today the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) issued a Notice of Proposed Rulemaking which would require covered federal contractors and subcontractors with more than 100 employees and contracts, subcontracts, or purchase orders amounting to $50,000 or more, to submit to OFCCP summary data on the compensation paid to their employees. The proposed rule, which will be published in the Federal Register on August 8, 2014, implements a directive of a presidential memorandum issued four months ago. The deadline for submitting comments on the proposed rule will be 90 days from the date of its publication in the Federal Register. Look to Ogletree Deakins in the coming days for further analysis and recommendations regarding the rule.
On December 6, a bill (A3583) was introduced and referred to the Assembly Labor Committee that would revise the definition section of the Millville Dallas Airmotive Plant Job Loss Notification Act (also known as New Jersey’s “WARN Act”) to significantly broaden the scope of the Act by expanding the definitions of “employer” and “establishment.” First,
Wisconsin Supreme Court Holds That Continued Employment Constitutes Adequate Consideration for Restrictive Covenants
The Wisconsin Supreme Court recently issued a decision holding that continued employment is adequate consideration for restrictive covenants. In Runzheimer International, Ltd. v. Friedlen, et al., No. 2013AP1392 (April 30, 2015), the state’s highest court held that an employer’s forbearance of its right to terminate an at-will employment relationship can support a restrictive covenant.
On September 26, 2011, the New Jersey Senate approved a bill known as the “New Jersey Trade Secrets Act” (A 921) to provide remedies for the misappropriation of trade secrets. The bill is based on the Uniform Trade Secrets Act prepared by the National Conference of Commissioners on Uniform State Laws, which has been adopted by 46 states.