10 Sep 2024
Will They? Won’t They? Adapting to the Court Stay on the FTC’s Noncompete Ban
On August 20, 2024, the Northern District of Texas issued its final ruling in Ryan, LLC. v. FTC on the merits of summary judgment cross-motions, contesting the legality of the Federal Trade Commission’s NonCompete‑ Rule which would prohibit most employee non-compete agreements. The rule was scheduled to become effective on September 4, 2024. In its order, the District Court vacated the Non-Compete Rule with nationwide effect, finding that (1) the FTC lacked statutory authority to engage in substantive—rather than mere ''housekeeping''—rulemaking with respect to unfair methods of competition, exceeding its statutory authority, and (2) the Non-Compete Rule is arbitrary and capricious in that it is overbroad without sufficient supporting rationale, in violation of the Administrative Procedure Act (5. U.S.C. 701 et seq.). Review our Client Alert Digest on the topic.
Related Content
- Texas Federal Court ‘Sets Aside’ FTC’s Noncompete Clause Rule
Compare the Ryan LLC case’s outcome with ATS Tree Services v. FTC. In contrast to the Ryan court, the court in ATS Tree Services held that the FTC acted within its authority under the FTC Act to promulgate substantive unfair methods of competition rules, and therefore the FTC has the authority to enforce the noncompete ban. - Executive Separation Agreement Drafting >
Recognize that, given the Ryan case, existing noncompetes may remain enforceable, subject to state law considerations. The ban on the FTC rule will stay in place until the issue goes to court (assuming the FTC appeals). Aside from Loper Bright considerations, the results of the presidential election may determine whether the FTC pursues the matter. In the meantime, review existing noncompetes to see that they are reasonable in scope, duration, and geographic reach. - Chevron Reversal Impact Resource Kit
Reference this resource kit which identifies practical guidance related to the Supreme Court's Loper Bright decision, a landmark decision overturning the Chevron Doctrine. That doctrine had been relied on for four decades, having required judicial deference to federal agencies' interpretations of the law when statutes were broad or ambiguous. No more!
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- Employee Benefits & Executive Compensation Key Legal Developments Tracker (Current)
Stay informed on new developments.- Retirement Plans. IRS issues guidance in the form of questions and answers for section 110 of the SECURE 2.0 Act of 2022, which section allows employers to match employees' qualified student loan payments (QSLPs) under section 401(k) plans, section 403(b) plans, SIMPLE IRA plans, and governmental section 457(b) plans. I.R.S. Notice 2024-63.
- Health and Welfare Benefits. IRS issued a reminder that employers who offer educational assistance programs can also use them to help pay for their employees’ student loan obligations through Dec. 31, 2025. The option to use educational assistance programs to pay for workers’ student loans has been available for payments made after March 27, 2020, but is set to expire Dec. 31, 2025. IRS News Release.
- Health and Welfare Benefits. The Department of Health and Human Services (HHS) released a model attestationfor covered entities (including health plans) and business associates to use when they receive requests for protected health information (PHI) potentially related to reproductive health care. HHS, Model Attestation for a Requested Use or Disclosure of Protected Health Information Potentially Related to Reproductive Health Care; HHS Fact Sheet. Changes may require plan sponsors to update HIPAA policies and procedures as needed to address prohibited or restricted uses and disclosures. Notices of privacy practices may need to be amended to reflect the attestation form.
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