We previously prepared a blog post to notify businesses of the new Federal Trade Commission rule banning noncompete clauses effective September 4, 2024 (“Effective Date”). While we are still watching legal challenges to the rule, if it goes into effect on the Effective Date, employers must have taken action to notify workers of unenforceable non-compete clauses before the Effective Date.

Gutwein Law is ready to help you prepare for the new rule. We have created a checklist to assist your business with analyzing existing policies and agreements and determining notice recipients. We recommend businesses consult with us to begin these preparations, draft the required notices, and coordinate the timing for sending the notices given the pending legal challenges. Please reach out to us to discuss these important preparations.

Have you met Drew Tharp yet? Drew is one of the newest addition to our real estate team. He brings years of experience, business acumen, and top-notch listening skills. In the Q&A below, you'll see why we think Drew is a perfect fit for our team and clients, alike.

Turning 18 officially declares someone an adult. And with adulthood comes the right to make important life-changing decisions. From the moment someone has their 18th birthday, they can sign binding contracts, decide where they live, and can take on a whole host of other responsibilities.

As part of our "My Lateral Story" series, we sat down with Audrey Wessel to get her take on Gutwein Law, why it was the right move for her, and why it could be the perfect fit for others looking to make a lateral move.

Employers should review their salary levels for exempt employees in preparation for a new rule effective July 1, 2024.

The Fair Labor Standards Act ("FLSA") has certain exemptions available from minimum wage and overtime pay. For the white collar exemptions (executive, administrative, and professional employees), the annual salary threshold is increasing from $35,568 ($684/week) to $43,888 ($844/week) on July 1 and again on January 1, 2025 to $58,656 ($1128/week). The duties test and salary basis test to qualify for the executive, administrative, or professional exemption are not changing and still need to be met in order to qualify for these exemptions.