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BYOD: Internal Investigations and Employee Personal Devices
Winston Y. Chan and Nicole Waddick (Gibson Dunn)
2 pages

This article discusses when and how companies can access employee personal devices used for business communications.

Resource Details
Interest Area: Compliance and Ethics, Employment and Labor, Technology, Privacy, and eCommerce
Region: United States
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Many corporations and their labor practices have a global presence, specifically in the European Union (EU). As a result, corporate counsel must consider the major privacy, data security, and direct artificial intelligence (AI)-related regulations in the EU AI Act. Additionally, the recently enacted EU Directive on Pay Transparency Act is expected to have global effects by requiring more transparency on corporations’ pay practices and employee disclosure.

This webinar will discuss the latest labor developments stemming from the EU AI Act and the Pay Transparency Act. Tentative topics include global AI governance policy, compliance best practices, employer’s obligations, labor risk and liability management, pay equity, and multinational companies with employees in one or more EU member states. 

Akil Hirani, Managing Partner of Majmudar & Partners, a leading law firm in India, will provide helpful tips and guidance on important points to keep in mind when it comes to hiring (and terminating) employees in India, enforcing non-competes, protecting IP rights, data privacy, compliance with India governance, anti-corruption rules, and whether e-signs work in India.

If you and your company are currently operating in India or have plans to establish an office/subsidiary/manufacturing facility in India, adding R & D talent and/or are developing IP/products usable in the Indian market, you need to understand the laws, requirements and local nuances of Indian law.

Please register below if you are interested in attending.  The Zoom address will be provided 24 hours in advance of the webinar.

Are you looking for ways to add value to your company’s bottom line? Expand your knowledge of employment law, learn the fundamentals of a little-known separation benefits structure and increase your contribution to the company by introducing an innovative alternative to traditional severance.

Join us for our dynamic CLE class: Streamlining Employee Separations and Transforming Traditional Severance by Implementing a SUB Plan. Led by industry legal and business experts, this CLE program will discuss the background and structure of Supplemental Unemployment Benefit (SUB) Plans, as well as the associated IRS Revenue and Private Letter Rulings sanctioning the use of this severance alternative.  The panel will present various use cases and review real SUB Plan results, providing you with the information and tools necessary to evaluate the applicability of this cost-efficient structure for your Company. 

Program Outcomes:

  • Gain a deep understanding of the background and key elements of a SUB Plan, an IRS-sanctioned and tax advantaged alternative to severance.
  • Obtain knowledge of the legal considerations and tax benefits associated with SUB.

  • Learn the value proposition and implementation strategy for this flexible and cost-effective severance alternative.

    1.5 hours of CLE credit.

ACC Houston August Chapter Meeting CLE: Politics in the Workplace
Understanding Legal and Practical Implications of Employee Political Activity
August 6, 2024 | 11:30 am - 1:00 pm | Maggiano's Little Italy
 

With the presidential election right around the corner, workplaces across the country are likely to test the limits of polite discourse of politics in the workplace. These conversations can lead to host of issues, including potential claims of employer discrimination, harassment, or retaliation. Additionally, with the rise of employee activism and demands for employers to take stands on hot button social issues of the day, employers should be prepared to proactively address these issues. 1.00 Hours CLE (TX)

Our speakers will discuss the potential impact of a conservative or liberal administration on the following:
--the Federal Trade Commission’s (“FTC”) rule banning non-compete agreements
--the make--up and outlook of the National Labor Relations Board (“NLRB”), Equal Employment Opportunity Commission (“EEOC”), and Department of Labor (“DOL”) – whose priorities vary significantly depending on whether a conservative or liberal administration is in place.
--DEI initiatives
And, they will address likely workplace issues to be encountered by employers in a divisive election environment.
Federal Wage and Hour Guide for Employers (US)
Cozen O'Connor
2 pages

This quick reference guide provides an overview of the Fair Labor Standards Act, including exemptions, overtime pay, minimum wages, tipped employees, and calculation of hours worked.

Resource Details
Interest Area: Litigation and Dispute Resolution, Employment and Labor
Region: United States
FTC Issues Final Rule Banning Employee Noncompete Agreements (US)
Janice Sued Agresti, Associate, David L. Barron, Member, and Aaron Holt, Members, Cozen O'Connor.
2 pages

Learn steps your organization should take following the Federal Trade Commission's issuance of a final rule banning most noncompete agreements. This article from Cozen O'Connor discusses the FTC rule and how employers should respond if they have employees with noncompetes or are considering whether to implement them.

Resource Details
Interest Area: Litigation and Dispute Resolution, Employment and Labor
Region: United States
FTC Issues Final Rule Barring Employee Non-Compete Agreements
Karl Nelson, Svetlana Gans, Andrew Kilberg, Chris Wilson, Claire Piepenburg, and Emma Li (Gibson Dunn)
4 pages

On April 23, 2024, the US Federal Trade Commission voted 3-2 to adopt a sweeping final rule banning the use of non-compete agreements nationwide.

This article provides of an overview of the final rule, which marks an abrupt departure from existing law in many jurisdictions and has drawn almost immediate legal challenges.

Resource Details
Interest Area: Employment and Labor
Region: United States
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