We wrote recently about a proposed bill that was introduced in the New Jersey State Assembly on May 2, 2022, which would limit certain provisions in restrictive covenants, and a bill that was passed the following day by the Colorado Senate and is expected to go into effect in August that would likewise limit the enforceability of noncompetes and other post-employment restrictive covenants. Not to be left out, members of the Connecticut General Assembly recently introduced House Bill 5249, which would limit the applicability of noncompete agreements in that state as well. The bill is very similar in many respects to the noncompete law passed in 2018 in Massachusetts, and likely borrowed heavily from that law. Here are the details:
Limitations on duration, geographic scope, and scope of proscribed activities. Noncompetes would be limited to one year following termination or separation of the worker, unless the employer pays “garden leave” in the amount of the worker’s base salary and benefits for the entire restricted period. Noncompetes would be limited geographically to the areas in which a worker provided services and/or had a material presence or influence within the last two years of employment. And noncompetes would be limited to the types of work that the worker performed during the last two years of employment. Any noncompetes that do not meet these requirements would be presumed entirely unenforceable.
Codifying the reasonableness...
In October 2026, a rumor spread that U.S. Senate candidate James Talarico, a Texas Democrat, had received treatment at a mental health care facility in Ohio. The claim erupted after Talarico, a s...