Skip to main content

One to Keep An Eye On: Non-Compete Conflict of Interest Clarification Amendment Act of 2021 (Washington D.C.)

 

As with many labor & employment law related cases (and bills) being litigated around the country, there are always a few that stand out.  This is one to keep an eye on.


On May 21st, Washington D.C. Council Member Elissa Silverman proposed the Non-Compete Conflict of Interest Clarification Amendment Act of 2021 (the “2021 Act”) that would amend the Ban on Non-Compete Agreements Amendment Act of 2020 (the “2020 Act”).  That 2020 Act bans all post employment and non compete agreements for D.C. employees as well as barring any policy or agreement that prohibits D.C. employees from simultaneously working for other employers.

While the 2020 Act has yet to go into effect, there has been confusion among many D.C. employers about the scope of this new law.  Never fear, Council Member Silverman’s proposal might do just that.  First, the 2021 Act would clarify that the 2020 Act does not extend to “bona fide conflict of interest” policies or provisions.  “Bona fide conflict of interest provisions” are defined as ones that “bar an employee from accepting money or a thing of value from a person during the employee’s employment with the employer because the employer reasonably believes the employee’s acceptance of money or a thing of value from the person will cause the employer to:  (A) Conduct its business in an unethical manner; or (B) Violate applicable local, state, or federal laws or rules.”  The 2021 Act would also clarify that confidentially agreements are not banned by the 2020 Act.  Finally, the 2021 Act would require D.C. employers to provide employee with notice of the 2020 Act.

At this point, it is unclear if the 2021 Act will pass (or be further amended.)  Stay tuned.


For additional information:  https://lims.dccouncil.us/Legislation/B24-0256

Comments

Post a Comment

Popular posts from this blog

NLRB: Discussion Among Employees About Tip Pooling is Protected Concerted Activity

  This Advice Memorandum from the National Labor Relations Board’s Associate General Counsel, Jayme Sophir, addressed whether employees which discussed and complained about tip pooling at work constituted protected concerted activity. In relevant part, an employer in New York operated a chain of steakhouses.  While tip pooling was in place at these steakhouses, some of the employees objected to it on the grounds that it was not transparent and improperly divided tips among the workers.  Employees were told not to complain or talk to each other about the tip pool and were told that doing so would endanger their jobs.  Despite the employer later attempting to provide some clarity as to how the tips were being divided, rancor still existed among some employees.  At one point, the employees were told by a general manager that some employees that had been talking about the tip pool were “cleared out” and the employer would continue to do so. In the Advice Memorandum, it was noted that emplo
Post a Comment
Read more

What I’ve Been Reading This Week

A few years ago, I remember when the “Fight for $15” movement was taking off around the country.  Lo and behold, it appears that a $15/hour minimum wage is not the stopping point, which should be no surprise.  As the below article notes, New York is aggressively moving to ramp up hourly wage rates even higher.  While all the  below articles are worth a read, I called particular attention to that one. As always, below are a couple article that caught my eye this week. Disney World Workers Reject Latest Contract Offer Late last week, it was announced that workers at Disney World had rejected the most recent contract offer from the company, calling on their employer to do better.  As Brooks Barnes at The New York Times writes, the unions that represent about 32,000 workers at Disney World reported their members resoundingly rejected the 5 year contract offer which would have seen workers receive a 10% raise and retroactive increased back pay.  While Disney’s offer would have increased pa
Post a Comment
Read more

Utah Non-Compete Bill Falters in House

Last month, a non-compete bill sponsored by Representative Brian Greene (Republican from Pleasant Grove) & up for vote in the Utah House failed to make it through the Legislature.  The bill sought to ban enforcement of non-competes if they came after a worker was already employed, given no compensation (such as a bonus or promotion) for signing the non-compete, and laid off within six months.  However, by a 22 - 49 vote, the bill was resoundingly defeated after some business groups lobbied to kill the non-compete bill.  One group in particular, The Free Enterprise Utah coalition, argued that the Utah State Legislature should hold off on any changes to non compete laws in the state until a survey about non competes was done among Utah businesses.  Representative Greene had countered this claim and argued that a survey was not needed to show that the current non compete laws in the states allowed many businesses, including some small high tech companies in the state, to per
Post a Comment
Read more