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    MP’s HR experts share what every employer needs to know about this new employment poster and how to share it.

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    MP’s HR experts share essential steps organizations should take to ensure compliance with the CROWN Act and similar laws.

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    Per OSHA, employers with in-person employees should consider taking some key actions and preparing to protect employees.

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    Currently, a noncompete agreement is more challenging to implement or enforce than ever before. This is due to factors such as: state law, court findings, and pressure from the Biden administration. More states are passing laws to limit or completely prohibit the powers of noncompete agreements. These laws don’t only apply to an employee signing a noncompete today. They will often also retroactively protect employees who previously signed a noncompete agreement. Notably, courts in nearly every state are throwing out noncompete agreements. These findings come from a desire to ensure businesses don’t prevent employees from earning their full potential in their chosen profession. HR experts and legal counsel often suggest employers review and update noncompete agreements. In 2022, these documents must articulate a legitimate business interest in protecting trade secrets, client lists, and confidential information regarding products, or services. Agreements are likely to be rewritten or thrown out by a judge if they: prevent employees from taking action for too long a period of time, apply to too broad a geographical area, or are overtly focused on hobbling an employee from competing professionally. In part one of this two-part series, MP’s HR experts share best practices every employer should know about 2022 noncompete agreements. Read the article to: 

    – Find out when employees need to sign a noncompete agreement

    – Understand how broad a noncompete agreement should—and shouldn’t– be

    – Outline the potential future of noncompete agreements

    – Get questions to help test the viability of a noncompete

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    In 2022, the noncompete agreement is becoming increasingly difficult to implement or enforce due to a variety of factors: state law, trends in court findings, and pressure from the federal level. A significant number of states are passing laws to limit or completely prohibit any noncompete agreements. These laws don’t just apply to an employee signing a noncompete today. They often retroactively protect employees who signed a noncompete agreement previously. Courts in nearly every state have built track records of throwing out the agreements because they don’t want businesses to prevent employees from earning their full potential in their chosen field. Guidance surrounding noncompetes is often to review and update them with legal counsel to ensure they’re articulating a legitimate business interest in protecting client lists, products, or services. Agreements encompassing an extended period of time, too wide a geographical area, or solely focused on hobbling an employee from competing or working for a competitor are likely to be rewritten or thrown out by a judge. In part one of this two-part series, MP’s HR experts share best practices every employer should know for 2022 noncompete agreements. Read the article to:

    – Outline how noncompete restrictions vary from state to state

    – Find out why employers with remote workers may have extra compliance requirements for their noncompete agreements

    – Learn the steps to protect trade secrets and proprietary information

    – Understand why protecting confidential company information is critical to enforcing noncompete agreements