Employers often make the mistake of drafting overly broad non-compete agreements. Courts in Maryland have found broad non-compete agreements unenforceable unless they are specifically tailored to protect the company's legitimate business interests.
Last month, new rules went into effect that will soon require federal contractors to disclose labor and employment law violations.
Non-compete agreements, also known as covenants not to compete, are common in many professions. These agreements bar employees from working within a specific industry for a certain period of time after leaving their job. Non-competes can also place limitations on what areas of the country a person can work. According to a recent New York Times article titled To Compete Better, States Are Trying To Curb Non-compete Pacts, roughly 30 million workers, or about 20% of the workforce, sign non-compete agreements as a condition of their employment.
A poorly written employee handbook can expose a company to a litany of issues and unforeseen liability. A well-written handbook is a valuable investment that will save a business countless resources in the long term. Thatcher Law Firm has drafted and updated employee handbooks for small and large businesses for decades.
A recent Maryland Court of Appeals case asked the court "to re-examine the contours of the firmly established doctrine of at-will employment." The court was asked to look at a written contract that contained "a for-cause provision but no definite term of employment."
It’s always important to know the protections afforded by Maryland law to employees, as well as the limits of those protections.
Competition among Maryland gambling houses has become increasingly heated in recent months. Baltimore's Horseshoe casino is a recent entry in the business, ratcheting up pressure on the Maryland Live casino just a few miles away.
Federal employees will get a one percent pay raise in 2014, ending a four year pay freeze. The pay raise is consistent with current budget proposals but had to be finalized by executive order so that agencies could prepare to enact the raises by the first of the year.
At least 30 percent of employers in the United States misclassify workers, calling them independent contractors instead of employees for tax and regulatory purposes. Experts estimate that this impacts millions of workers across sectors.