Reed Elsevier Inc. v. TransUnion Holding Company, No. 13-CV-8739, (S.D.N.Y. Jan. 8, 2014): A federal district court judge declined to enforce a no-hire agreement that would prevent the plaintiff’s former chief technology officer (CTO) from being hired by the defendant, its direct competitor. Applying New York’s well-established reasonableness analysis to the no-hire restrictive covenant, the court found that the covenant was not necessary to protect the plaintiff’s legitimate business interests. Under New York law, those interests are limited to the protection of trade secrets, confidential customer information, and client base, as well as to prevent irreparable harm where the employee’s services are unique or extraordinary. Although the CTO was a high-level executive, the court held that the no-hire provision was unenforceable because: the CTO had limited knowledge of sensitive projects; his responsibilities were mainly managerial and supervisory rather than client-focused; and there was no evidence that his services required any special talent. Importantly, the court refused to recognize that the general risk of possible employee attrition was a legitimate business interest recognized by the New York courts. This decision therefore serves as a reminder that New York courts will continue to “rigorously examine” restrictive covenants—even no-hire provisions—and limit enforcement to only protectable business interests.
Employees may have a claim against their employers for access to information about all personal data processed by the employers pursuant to Article 15 (3), Sentence 1, of Regulation (EU) 2016/679 (General Data Protection Regulation (GDPR)). Under the GDPR, employees have a right to access, among other things, information about the purposes of personal data processing, the recipients of the data processed, and the storage period relevant to the data.
The U.S. Department of State announced on March 18, 2020, that it has suspended all routine visa services, including immigrant and nonimmigrant visa appointments, in most countries worldwide.
Failure to Provide Employee With Adequate Pumping Breaks and Accommodations Led to $1.5 Million Verdict
In March 2010, as part of the passage of the Affordable Care Act, the Fair Labor Standards Act (FLSA) was amended to require most employers to provide nonexempt employees “reasonable break time for an employee to express breast milk for her nursing child for 1 year after the child’s birth each time such employee has need to express the milk”; and “a place, other than a bathroom, that is shielded from view and free from intrusion from coworkers and the public, which may be used by an employee to express breast milk.”