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What Issues should Business Buyers Consider when Drafting Non-Compete Agreements with their Sellers to Comply with California Law?

What Issues should Business Buyers Consider when Drafting Non-Compete Agreements with their Sellers to Comply with California Law?

February 1, 2023 

by Nick Pappas & Erica Chen

Buyers of all or parts of another business often seek to protect the value of their investments by entering into non-compete agreements with their sellers.  Courts typically favor enforcement of such sale-of-business non-compete agreements in order to protect buyers from...

POSTED IN California Questions

What Types of Pay Equity Laws Should I Be Aware of and How Can I Best Comply?

September 22, 2022 

by Jillian Kornblatt & Monica Delgado

Dear QQ: I am the HR Director for a technology company.  We have offices in three states and hire employees from all over the country.  Since 2020 we have let employees work remotely from the state of their choice.  I’ve...

POSTED IN Employee Handbook / Policies, General, Wage and Hour Issues

Unlimited PTO in California – Is This Actually a Good Idea to Retain Employees?

August 3, 2022 

by Melonie S. Jordan, Pavlina Kochankovska Rafter & Gabrielle Wirth

The COVID-19 pandemic sparked an ongoing upheaval in the California (and greater U.S.) labor market. Extensive job losses early in the pandemic have led to a tight labor market, which arose in part due to the phenomenon now known as...

POSTED IN General
Quirky Question # 221, San Francisco Ordinance:  Flexible Work Schedule

Quirky Question # 221, San Francisco Ordinance: Flexible Work Schedule

February 27, 2014 

by Gabrielle Wirth

Question: We have a part-time employee in San Francisco, CA who works Monday to Friday 9:00 a.m. to 1:00 p.m. as support for our sole salesperson in the Bay Area.  She has recently requested to alter her schedule to work...

POSTED IN California Questions
Quirky Question #220, Independent Contractors

Quirky Question #220, Independent Contractors

January 31, 2014 

by Gabrielle Wirth

Question: I have always understood that California employers that misclassify workers as independent contractors face potential liability, including compensatory damages, penalties and attorney’s fees. I recently heard a news broadcast that mentioned there were cases suggesting that recent court decisions...

POSTED IN California Questions, Independent Contractors

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Published by attorneys in Dorsey’s Labor & Employment practice group, Dorsey Work Watch explores the legal and cultural forces shaping today’s workplace and provides a balanced perspective on federal trends and the nuances created by evolving state and local laws and regulatory changes.

Dorsey Work Watch offers insights to help executives, managers, in-house counsel, and HR professionals in managing challenges in the dynamic workplace, making informed decisions while managing risks.

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Editors

avatar for Erica ChenErica Chen

Erica is an associate in the Costa Mesa office of Dorsey & Whitney and a member of the firm’s Labor and Employ...

avatar for Jack SullivanJack Sullivan

Jack is a Partner in Dorsey’s Labor & Employment group, where he focuses his practice on employment adv...

Authors

avatar for Ieva AubinIeva Aubin

As an employment and business immigration attorney, ...

avatar for Michael DrokeMichael Droke

Mike started his career as a client, not a lawyer...

avatar for Matt DurhamMatt Durham

Matt defends employers in Utah and throughout the ...

avatar for Aaron GoldsteinAaron Goldstein

Aaron is a Partner in Dorsey’s Labor & Employ...

avatar for Josh HughesJosh Hughes

Josh’s experience spans trial and appellate advoc...

avatar for Jillian KornblattJillian Kornblatt

Jillian is a Partner in Dorsey’s Labor & Employ...

avatar for Laura LestradeLaura Lestrade

Laura began practicing at Dorsey in 1992 and has s...

avatar for Ryan MickRyan Mick

For more than a decade, Ryan has counseled corpo...

avatar for Nick PappasNick Pappas

Nick litigates and counsels with respect to com...

avatar for Melissa RaphanMelissa Raphan

Melissa is a Partner in Dorsey’s Labor and Employ...

avatar for Gabrielle WirthGabrielle Wirth

Employers turn to Gabrielle for guidance on how they...

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The information on the blog may be changed without notice and is not guaranteed to be complete, correct or up-to-date, and may not reflect the most current legal developments. The opinions expressed on the blog are the opinions of the authors only and not those of Dorsey.

ATTORNEY ADVERTISING
Some of the content on this blog is considered Attorney Advertising under the applicable rules of certain states. Results depend on a number of factors unique to each matter. Prior results do not guarantee a similar outcome.

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Latest Posts

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  • Nisha Verma Shares What Trump’s Sweeping Domestic Policy Law Means for American Workers
  • How have employers defended against challenges to their DEI programs by workers based on principles of standing?
  • What legal challenges does a University face when making payments to an international student-athlete for use of the athlete’s name, image and likeness?
  • What are the legal restrictions governing how employers may use artificial intelligence in the workplace?
  • What changes will the new Trump administration make to the federal employment law landscape?
  • Can my employees really unionize without an election?

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