In this LIVE Webcast, a panel of thought leaders and professionals brought together by The Knowledge Group will provide and present an in-depth analysis of the fundamentals as well as recent developments in What’s Next in ESG Investments and ERISA’s Fiduciary Duties?. Speakers will also present all important issues surrounding this significant topic. Join us for this Knowledge Group Webinar!
A non-compete agreement is crucial for protecting a company’s trade secrets and other valuable assets from employees who leave the business. However, some organizations fail to include legitimate restrictions for employees' conduct even after their employment ended, exposing them to risks. More so, the potential for misappropriation or theft of trade secrets. This underscores the need for businesses and their counsel to be well-versed in drafting sound non-compete agreements and be abreast of emerging developments to be able to structure preventive measures and mitigate potential risks.
Today, traditional executive pay packages are no longer enough to retain top performers and carry the business onwards.
Worker misclassification has perpetually posed serious challenges for many businesses and companies alike.
The uptick in the number of lawsuits filed under the Employee Retirement Income Security Act (ERISA) has become a growing concern for many fiduciaries.
Restrictive covenants are enforced under the standards of reasonableness, recognizing the balance between protection and free competition.
The past two years have seen the undeniable growth of collective bargaining agreements (CBA) in both the public and private sector workplace.
Over the past years, multiple states have enacted and amended laws against unfair competition. However, the push to widen the scope of banning restrictive covenants and non-compete agreements raises concerns among employers, especially in protecting important company assets and trade secrets.
Employee Stock Ownership Plan (ESOP) may not always be a good move for every business because of the complex operating rules and high legal compliance costs that surround it. Many employees remain skeptical due to several issues including lack of diversification, cash flow difficulties, and share price dilution.
Supporting diversity in the workplace is an essential factor that organizations must consider to ensure their success. With an ample understanding of how to effectively manage diversity and inclusion, companies will have an upper hand when it comes to recruiting and hiring talents. However, it has also become a challenge for this generation's leadership to make their organization more diverse and inclusive.
Regulatory uptakes on anti-competitive restrictions in labor markets is expected to ramp up with the Department of Justice (DOJ) Antitrust Division and the Federal Trade Commission (FTC) in the lead. Recently, the DOJ filed Statement of Interest on several pending cases to provide courts with significant guidance on the analysis of “no-poach” agreements and clarified that alleged cases of “no-poach” agreements do not automatically warrant per se review.
Three significant Employee Retirement Income Security Act (ERISA) cases will be brought before the U.S. Supreme Court in its 2019-2020 term and ERISA attorneys are encouraged to gear up for an exciting year.
Diversity and Inclusion (D&I) is becoming an essential factor in workplace management. An inclusive corporate culture makes everyone feel valued, thus, boosting employee engagement and experience. D&I is also credited for improving corporate innovation and bottom line thru higher performing and more creative workforce.
The SECURE Act, an acronym for “Setting Every Community Up for Retirement Enhancement Act” was signed into law on December 20, 2019, as part of a massive compromise government spending bill. The Act represents the most significant reform of the retirement system since the Pension Protection Act of 2006.
