Non-Compete & Employment Contract Rule Watch

Why this is recommended

A state ban that frees a worker to take a $20,000 raise, a training repayment rule that voids a $5,000 clawback, or a notice requirement that gives leverage in negotiation each returns the fee many times.

What the Tab covers

Who it is for

The 30 million American workers bound by a non-compete and anyone about to sign an offer letter, severance agreement or contractor contract.

When it runs

State non-compete laws take effect January 1 and July 1, FTC and NLRB actions publish year-round, and court rulings on enforceability come in waves

Scope

State legislatures in California, Minnesota, Oklahoma, North Dakota, Colorado, Illinois, Washington, Oregon, Massachusetts, New York and others; FTC non-compete rule litigation; NLRB general counsel memos and decisions; state and federal court rulings; CFPB and DOL actions on training repayment agreements

Suggested task

The objective your Tab starts with. You can edit every line of it once the Tab is yours.

State non-compete bans, salary thresholds and notice requirements with effective dates, FTC and NLRB actions on non-competes, non-disparagement and confidentiality clauses, court rulings on enforceability by state, training repayment agreement rules, arbitration and class waiver rulings, and garden leave and severance clause trends, with the state or rule first.

Track employment contract rules for US workers. Report only confirmed, source-backed items from the last 7 days: state non-compete bans, salary thresholds, notice periods and healthcare or low-wage exemptions with effective dates; FTC non-compete rule litigation and enforcement; NLRB decisions and memos on non-competes, non-disparagement, confidentiality and captive audience rules; state and federal court rulings on non-compete and non-solicit enforceability; CFPB, DOL and state actions on training repayment agreements; Supreme Court and circuit rulings on arbitration and class waivers; and documented changes in severance, garden leave or clawback practices at large employers. Prefer legislative, FTC, NLRB, court and agency sources; ignore law firm marketing. Put the state or rule first in the title. Use high severity for a ban taking effect within 60 days, a ruling that voids existing agreements, or a rule affecting workers earning under $100,000. Return no more than 6 findings. Push each as a finding with a title, a two-sentence summary, sections for what changed, who it covers, the effective date, what to check in an existing or new agreement, and the source link. If nothing qualifies, push nothing and submit the run receipt.