Market Standards—Employment Agreements: Are Your C-Suite Non-Competes on the Mark?

Do companies you advise have restrictive covenant agreements with their executive employees? If yes, click READ NOW, to review our Market Standards—Employment Agreements Market Trends report to confirm their executive restrictive covenants are within the norm.

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Related Content

• Restrictive Covenant Resource Kit
  Review this resource kit to see links to non-jurisdictional and state-specific practical guidance on drafting, negotiating, and litigating restrictive covenants.

• Non-Compete Agreements Checklist (Best Drafting Practices for Employers)
  Understand key considerations for private employers in drafting enforceable and effective employee non-compete agreements.

• Executive Employment Agreement Resource Kit
  Obtain materials on the negotiation and drafting of, and the tax rules implicated by, executive employment agreements, including detailed practice notes, checklists, and templates.

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  • New York: New York revised its whistleblower law to state an employer may not retaliate against an employee if the employee discloses or threatens to disclose to a supervisor or a public body any employer activity that the employee reasonably believes is in violation of any law or poses a substantial and specific danger to the public health and safety. The new law also expands the definitions of an employee and retaliation, and expands the statute of limitations from one year to two years. See Y. Lab. Law § 740.
  • Washington: The earning thresholds for employees and independent contractors in Washington who properly may be subject to noncompetition covenants will increase. The new adjusted earning threshold for employees will be $107,301.04 and the new adjusted earning threshold for independent contractors will be $268,252.59. See Rev. Code § 49.62.020.

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