When tax-exempt or non-U.S. taxpayers invest in U.S. businesses, unwanted and unintended U.S. tax obligations can follow without careful planning. Blocker corporations have become a common strategy employed...
Obtaining a Phase I environmental site assessment (ESA) is essential to conducting environmental due diligence for commercial real estate transactions. The goal of a Phase I ESA is to evaluate readily...
Artificial intelligence (AI) tools and resources are inundating the news, social media, professional seminars, and inboxes. AI is part of every conversation across industries and professional services...
Do you need guidance in defending against claims brought under the recently overhauled California's Private Attorneys General Act (PAGA)? Read Private Attorneys General Act in California: Defending...
Confidently present your case in chief to the Trademark Trial and Appeal Board (TTAB) with this opening trial brief that an opposer/petitioner (plaintiff) may use in an opposition or cancellation proceeding...
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.
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