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Articles by Sara Finnigan
EXPERT INSIGHTS-EXPANSIVE FLORIDA NONCOMPETE BILL BECOMES LAW WITHOUT GOVERNOR'S SIGNATURE
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Expansive Florida Noncompete Bill Becomes Law Without Governor's Signature
Real World Impact: Governor Ron DeSantis has allowed Florida's expansive noncompete bill to become law without his signature. As discussed in our May 19, 2025 Alert, the Florida Contracts Honoring Opportunity, Investment, Confidentiality, and Economic Growth (CHOICE) Act significantly expands the enforceability of noncompete agreements in Florida. The law addresses both garden leave agreements and noncompete agreements.
Expansive Florida Noncompete Bill Becomes Law Without Governor's Signature | JD Supra
Real World Impact: Governor Ron DeSantis has allowed Florida’s expansive noncompete bill to become law without his signature. As discussed in our May 19, 2025 Alert, the Florida Contracts Honoring Opportunity, Investment, Confidentiality, and Economic Growth (CHOICE) Act significantly expands the enforceability of noncompete agreements in Florida. The law addresses both garden leave agreements and noncompete agreements.
Florida Legislature Passes Expansive New Noncompete Bill, Awaiting Governor's Signature
On April 24, 2025, the Florida Legislature passed the Florida Contracts Honoring Opportunity, Investment, Confidentiality, and Economic Growth (CHOICE) Act, significantly expanding the enforceability of noncompete laws in the state. Although Governor DeSantis has not signed the bill into law, it is expected that he will soon, and the law will be effective July 1, 2025.
Florida Legislature Passes Expansive New Noncompete Bill, Awaiting Governor's Signature | JD Supra
On April 24, 2025, the Florida Legislature passed the Florida Contracts Honoring Opportunity, Investment, Confidentiality, and Economic Growth (CHOICE) Act, significantly expanding the enforceability of noncompete laws in the state. Although Governor DeSantis has not signed the bill into law, it is expected that he will soon, and the law will be effective July 1, 2025.
U.S. Department Of Labor Announces It Will No Longer Enforce 2024 Independent Contractor Rule
On May 1, 2025, the U.S. Department of Labor (DOL) issued a Field Assistance Bulletin confirming that it will no longer enforce a 2024 Biden-era independent contractor rule. The 2024 rule defined "independent contractor" under the Fair Labor Standards Act (FLSA) and set forth a six-factor test to classify workers as employees or independent contractors. The 2024 rule had been subject to numerous legal challenges in district courts across the country.
U.S. Department of Labor Announces It Will No Longer Enforce 2024 Independent Contractor Rule | JD Supra
On May 1, 2025, the U.S. Department of Labor (DOL) issued a Field Assistance Bulletin confirming that it will no longer enforce a 2024 Biden-era independent contractor rule. The 2024 rule defined “independent contractor” under the Fair Labor Standards Act (FLSA) and set forth a six-factor test to classify workers as employees or independent contractors. The 2024 rule had been subject to numerous legal challenges in district courts across the country.
Supreme Court Overrules Chevron Deference In 6-3 Decision
Executive Summary; On June 28, 2024, in an anticipated but significant decision, the Supreme Court of the United States overruled Chevron U.S.A. Inc. v. Natural Resources Defense Council, Inc., 467 U.S. 837 (1984), which required courts to defer to an administrative agency's reasonable interpretation of an ambiguous statute.
U.S. Supreme Court Unanimously Holds A Court Has No Discretion To Dismiss A Lawsuit Once It Compels A Case To Arbitration
Executive Summary: On May 16, 2024, the U.S. Supreme Court decided Smith v. Spizzirri, holding that federal district courts have no discretion under Section 3 of the Federal Arbitration Act ("the FAA") to dismiss a case once the district court has determined that the claims properly belong in arbitration. The decision clarifies a longstanding dispute as to whether a district court must issue a stay pending arbitration or dismiss the case outright.
U.S. Supreme Court Unanimously Holds a Court Has No Discretion to Dismiss a Lawsuit Once It Compels a Case to Arbitration | JD Supra
Executive Summary: On May 16, 2024, the U.S. Supreme Court decided Smith v. Spizzirri, holding that federal district courts have no discretion under Section 3 of the Federal Arbitration Act (“the FAA”) to dismiss a case once the district court has determined that the claims properly belong in arbitration. The decision clarifies a longstanding dispute as to whether a district court must issue a stay pending arbitration or dismiss the case outright.
U.S. Supreme Court Unanimously Holds a Court Has No Discretion to Dismiss a Lawsuit Once It Compels a Case to Arbitration
Executive Summary: On May 16, 2024, the U.S. Supreme Court decided Smith v. Spizzirri, holding that federal district courts have no discretion under Section 3 of the Federal Arbitration Act (“the FAA”) to dismiss a case once the district court has determined that the claims properly belong in arbitration. The decision clarifies a longstanding dispute as to whether a district court must issue a stay pending arbitration or dismiss the case outright.
U.S. Department Of Labor Unveils Final Overtime Rule That Raises Salary Limits
Executive Summary: On April 23, 2024, the U.S. Department of Labor (DOL) published its long-awaited final rule raising the salary thresholds for certain overtime exemptions under the Fair Labor Standards Act (FLSA). The rule, Defining and Delimiting the Exemptions for Executive, Administrative, Professional, Outside Sales and Computer Employees, solidifies the DOL's proposed rule from 2023. The effective date for this final rule is July 1, 2024.
U.S. Department of Labor Unveils Final Overtime Rule That Raises Salary Limits | JD Supra
Executive Summary: On April 23, 2024, the U.S. Department of Labor (DOL) published its long-awaited final rule raising the salary thresholds for certain overtime exemptions under the Fair Labor Standards Act (FLSA). The rule, Defining and Delimiting the Exemptions for Executive, Administrative, Professional, Outside Sales and Computer Employees, solidifies the DOL’s proposed rule from 2023. The effective date for this final rule is July 1, 2024.
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