The court examined claims brought by Blake Lively arising from the production of It Ends With Us, addressing the application of California law to alleged retaliation.
Continue Reading Hollywood Production Dispute Highlights Reach of FEHA Retaliation Protections
On Sept. 29, 2025, California Gov. Newsom signed Senate Bill 53, the Transparency in Frontier Artificial Intelligence Act, into law.
Continue Reading California Expands Whistleblower Retaliation Protections for Employees in the AI Sector
This blog post discusses key trends in trade secrets for 2025, including increased scrutiny of large damage awards, potential changes to noncompete enforceability, a high success rate for plaintiffs in trade secret trials, the impact of AI on trade secret protection, and the availability of foreign damages for misappropriation under the DTSA.
On Sept. 26, 2024, the U.S. Court of Appeals for the First Circuit ruled California’s statutory ban of noncompete agreements does not override Massachusetts law permitting noncompete agreements where the subject employee never worked in California.
On April 23, 2024, the Federal Trade Commission (FTC) voted 3-2 to ban virtually all noncompete agreements on the basis that such agreements constitute “an unfair method of competition” under the Federal Trade Commission Act (the Act).[1] The ban—which is currently set to take effect Sept. 4, 2024—will
We are proud to present Greenberg Traurig’s Trade Secrets 2023 Year in Review, a high-level overview of some of 2023’s most significant trade secret decisions in the United States.
2023 started with a bang, when the Federal Trade Commission proposed a rule banning noncompete agreements between employers and “workers” (broadly defined to include employees, independent
Starting Oct. 1, 2023, California employers must adhere to new regulations under the Fair Chance Act (FCA) concerning the use of an individual’s criminal history in employment decisions. These rules impact California Code of Regulations Title 2, Section 11017.1 and introduce additional steps for employers to follow when considering criminal history in hiring or other
California generally takes an unfavorable view of noncompete provisions, treating them as unenforceable in all but a few limited circumstances, as those familiar with California employment law know. See, e.g., Business and Professions Code 16600 and Edwards v. Arthur Andersen LLP (2008) 44 Cal.4th 937.
Now, if recently introduced legislation finds support, those exceptions may
We are proud to present Greenberg Traurig’s Trade Secrets 2022 Year in Review, a high-level overview of some of 2022’s most significant trade secret decisions in the United States. 2022 was another active year in trade secret litigation, and the decisions summarized here touch on the most important issues in trade secret litigation.
California Labor Code section 925 remains a potent weapon for departing employees who live and work in California who wish to avoid covenants not to compete. Often, employers will place choice of law provisions in their employment agreements and hope to enforce them in other states where such covenants are more likely to be enforced.