Searching Employment Law on page 17

“For employers, this means their compensation narrative matters more than ever.

The same contractual principle generally applies to employment relationships: if neither the employer nor the employee agreed that the employment relationship would last for a particular period of time — like a month, a year, etc. — then either the employer or employee can end that relationship without incurring any damages for not performing the contract going forward.

Specifically, they chill employees from: ;“Concertedly threatening to resign to demand better working conditions.”; ;“Carrying out concerted threats to resign or otherwise concertedly resigning to secure improved working conditions.”; ;“Concertedly seeking or accepting employment with a local competitor to obtain better working conditions.”; ;“Soliciting their coworkers to go work for a local competitor as part of a broader course of protected concerted activity.”; ;“Seeking employment, at least in part, to specifically engage in protected activity with other workers at an employer’s workplace.”; Abruzzo’s GC 25-01 memo was issued on Oct. 7, 2024, and sent to the same recipient list as the GC 23-08 memo.

refused to enforce a noncompete that was signed by a new employee approximately two months after starting employment, even though the employer gave and explained the agreement to the employee prior to the start of employment.

Survey: Employers Remain Committed to DEI Despite President Donald Trump’s executive order to terminate diversity, equity and inclusion (DEI) policies and programs within government and private-sector employers, most businesses have not rolled back their DEI initiatives and commitments.

The Littler European Employer survey found that only 38% of European employers were encouraging vaccination, compared to 91% of U.S. employers.

Abortion laws will now be left up to individual states, 26 of which are certain or likely to ban abortion, according to an analysis by the Guttmacher Institute .

But it can be especially stressful when employment rates are volatile and inflation comparatively remains high .

Toward addressing “deceptive, unfair or anticompetitive labor market conduct,” task force responsibilities will include: ;Prioritizing investigations and prosecution;; ;Harmonizing the bureaus’ investigation methods and procedures;; ;Exchanging leading practices through a cross-bureau information-sharing protocol;; ;Promoting related research and disseminating the findings throughout the agency and to the public;; ;Identifying advocacy opportunities on legislative or regulatory changes that would remove barriers to labor market participation, mobility and competition;; ;Engaging in public outreach informing workers of the state of the law and to encourage workers to report questionable employer conduct; and,; ;Coordinating all investigations and enforcement actions brought by the bureaus, so that improper conduct is prosecuted as a matter of consumer protection and competition law.; Insights for Employers and HR/TR Pros How should employers internalize the FTC’s stated actions

Employees who require state-granted licenses to do their jobs may also need to ensure they are properly licensed in the state(s) in which they work remotely, and employers may also need to note state-specific laws around data privacy.