Search Results for: agreements

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Small businesses should ensure their NDAs allow employees to engage in whistleblower activity without fear of retaliation, as recent reminders from regulatory bodies like the CFPB highlight the legal consequences of obstructing such actions. Employers must prioritize clarity in their agreements to avoid violations and scrutiny.

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U.S Supreme Court rules on Wholly Groundless Exception in Arbitration Clauses.

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Under a new Illinois law, non-compete agreements must be premised on a legitimate business interest and narrowly tailored in terms of time, activity, and place.  In addition, under the newly enacted Illinois Freedom to Work Act, employers are prohibited from entering into non-competes with employees who make less than $13/hour. To prove the point, the […]

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Are Employee Non-Compete Agreements Still Valid for Low-Level Employees?  Non-compete arguments are staple in every Chicago Business Lawyer’s legal arsenal and a necessary to protect a business under certain circumstances.  A non-compete agreement, also known as a non-competition covenant or clause, is an agreement between an employer and an employee that places restrictions on the […]

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Part 2 of ‘New Laws in New Year for Illinois Employers’ dives deeper into the latest legislative changes shaping workplace regulations in 2025. Discover key updates and actionable steps to ensure compliance and support for your workforce.

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Illinois small businesses must adapt to significant legislative updates that took effect on January 1, covering employer restrictions on mandatory political or religious meetings, wage transparency in job postings, revised child labor laws, and new limitations on non-compete agreements. Employers should review and update policies, processes, and job posting templates to ensure compliance with these new requirements.

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As the new year approaches, consider adopting resolutions that strengthen your business foundation, such as updating corporate minute books, reviewing contracts, and assessing insurance coverage. These proactive measures can help ensure smoother operations, avoid conflicts, and set your organization on a path for success in the year ahead.

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The Massachusetts Supreme Judicial Court ruled that engagement rings must be returned to the giver if the marriage does not occur, aligning with Illinois and other jurisdictions that treat such rings as conditional gifts contingent on marriage. Illinois courts similarly focus on the unmet condition rather than fault, emphasizing the principle that the ring reverts to the giver if the marriage agreement is not fulfilled.

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Employers should review their severance agreements to ensure non-disparagement and confidentiality clauses comply with the NLRB’s McLaren Macomb ruling, which limits terms that could interfere with employees’ rights under the NLRA. Narrowly tailored clauses that protect legitimate business interests while respecting these rights are still permissible.

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Businesses using generative AI like ChatGPT must ensure they avoid inadvertently using copyrighted materials and update policies to mitigate risks, including the potential for AI to produce content closely resembling copyrighted works, which could lead to legal issues.