California’s statewide minimum wage is currently set to increase to $16.50 on January 1, 2025. However, an “immediate” and steeper increase may take effect if California voters pass Proposition 32 this November. In anticipation that the Proposition may pass, employers should be ready to implement compensation increases for those non-exempt hourly employees earning close to the current minimum wage (and for exempt salaried employees earning close to the minimum exempt salary threshold) immediately following the election.

On August 20, 2024, in Ryan LLC v. Federal Trade Commission, Case No. 3:24-CV-00986-E, U.S. District Court Judge Ada E. Brown issued a nationwide Order setting aside the FTC’s rule banning non-competes. This article discusses the impacts to employers and employees and what may be in store for non-competes in the U.S.

On July 1, 2024, the U.S. DOL’s final overtime rule takes effect, raising the minimum annual salary that employers must pay to certain FLSA-exempt employees. This article covers what the DOL’s overtime final rule does and what employers should be doing to maintain compliance with overtime and minimum wage laws.

“Unlimited” vacation or paid time off (PTO) policies have become more popular in recent years. While such policies can provide benefits for employees and employers, they also come with certain risks. This article covers what an “unlimited” PTO policy is, pros and cons of having an “unlimited” PTO policy, and key takeaways when considering such a policy for your workforce.

On April 23, 2024, the FTC voted 3-2 to approve its non-compete final rule. Here’s what employees, employers, and those engaged in M&A transactions should know.