New York Attorney General Answers White House’s Call: Promises Bill to Curb Non-Compete Use
Authors: Aaron Warshaw (New York City), Hera S. Arsen, Ph.D. (Torrance)
Published Date: November 7, 2016
On the same day that the White House released its “State Call to Action on Non-Compete Agreements,” encouraging states to adopt best practice policies in the enforcement of non-compete agreements, New York State’s Attorney General announced that he plans to introduce legislation in 2017 to curb the use of these agreements. According to Attorney General Eric T. Schneiderman’s October 25 press release, the new bill promises to “curb the rampant misuse of non-compete agreements, which depress wages and limit economic mobility by banning workers from employment at a competitor for a mandated period after leaving a job.” Currently, New York does not have any statutes regarding the use of restrictive covenants, so agreements are only subject to judicial common law.
Schneiderman’s proposal comes on the heels of settlements by the Attorney General’s Office that effectively ban the use of non-compete agreements at a publishing company and fast food company. According to the press release, the New York bill, which would be “the most comprehensive proposal yet to protect workers,” imposes the following obligations:
The legislation would require employers to provide prospective employees with non-compete agreements before extending a job offer.
The bill would require employers to pay employees additional compensation if they sign non-compete agreements.
If passed, the law will restrict employers’ use of non-compete agreements that are broader than are necessary to protect the employer’s trade secrets or confidential information.
Schneiderman’s proposal limits the time duration for non-compete agreements.
The bill would create a private right of action with remedies that employees can pursue when they are subjected to unlawful non-compete agreements. In addition, the proposal includes a “first-of-its-kind provision granting employees the right to seek liquidated damages.”
Commenting on his proposal to restrict and impose conditions on the use of employment non-compete agreements, Schneiderman said, “[w]orkers should be able to get a new job and improve their lives without being afraid of being sued by their current or former employer.” According to Schneiderman, “My proposed bill will protect workers’ rights to seek new and better opportunities, particularly low-wage workers who have been locked into minimum wage jobs due to non-competes. It will also ensure that businesses can hire the best worker for the job.”
A draft of the legislation is not yet available. Ogletree Deakins will continue to monitor this development.
Aaron Warshaw is a founding attorney of Ogletree Deakins’s New York City office. Aaron’s first-chair experience includes representing Fortune 500 companies to small businesses in single-plaintiff and class-action employment cases. He has actively litigated and appeared in jurisdictions throughout New York State, including before federal courts, appellate courts, state courts, and administrative agencies. In addition, Aaron is a trusted advisor for management in navigating and...
Hera S. Arsen, J.D., Ph.D. is Senior Marketing Counsel overseeing the firm's print and online legal publications and content. Hera, who joined Ogletree Deakins in 2003, is directly responsible for writing and editing the firm's national legal content, including coverage of federal agencies and the Supreme Court of the United States. She also oversees the Ogletree Deakins blog, which covers the latest legal news from over 20 practice-areas and jurisdictions. As leader of the firm's blog, Hera...