In the biennial session that ended on June 2, the Texas Legislature passed a bill (SB 1318) limiting the terms of noncompete agreements applicable to health care professionals such as physicians, dentists, and mid-level practitioners. Gov. Greg Abbott signed the legislation on June 20.
Continue Reading New Texas Law Limits Health Care Provider Noncompetes
On April 25, 2024, Maryland Governor Wes Moore signed into law new legislation banning noncompete and conflict of interest clauses for certain veterinary and health care professionals in Maryland.
On Sept. 22, Greenberg Traurig attorneys will discuss the latest developments emanating from the Supreme Court’s June 2022 decision in Dobbs v. Jackson and what lies ahead. This will be a two-part webinar series.
Following Dobbs, many U.S. employers are navigating new state laws and considering a host of new legal issues as they
In advance of Philadelphia entering the “green” phase and many businesses reopening, the Philadelphia City Council unanimously passed the Essential Workers Protection Act (Bill No. 200328) on June 25 and was signed by Mayor Jim Kenney on June 26, 2020.
For purposes of this Act, introduced by City Councilwoman Helen Gym, essential workers are employees
There has been much media coverage of the recent class action lawsuits filed against some of the most prestigious universities in the United States by university employees. These class action lawsuits allege that the universities breached their fiduciary obligations in running their defined contribution 403(b) retirement plans by allowing the plans to pay excessive investment,
On May 2, 2014, the Employee Benefits Security Administration of the Department of Labor (DOL) released proposed regulations, which contain changes to the existing COBRA notice requirements. These changes are intended to incorporate applicable provisions under the Affordable Care Act into the COBRA notice requirements. The proposed regulations provide updated versions of the model general notice and model election notice forms, which are available in modifiable, electronic form on the DOL’s website at dol.gov/ebsa/cobra.html. Employers should consider using the updated model notices (modified, as needed, to fit the employer’s particular situation) on a going-forward basis because the DOL will consider the use of the model notices to be good faith compliance with the notice content requirements under COBRA.
Continue Reading DOL and HHS Seek to Enhance Care Benefits Under COBRA