Employees are more likely to explore new employment options as the end of the year draws near. But, employee mobility can be hindered by non-solicit, non-hire and confidentiality agreements. In addition, a recent trend in litigation has focused on alleged poaching of at-will employees and assertions that employee compensation information is a business trade secret.
However, employees now have new leverage to leave and recruit their former coworkers, because several states, cities and even the Department of Justice (DOJ) are pushing back against the recent litigation trends limiting employee mobility. Recent legislation and DOJ actions are providing individuals more freedom of job choice, along with open access to compensation information, which is good news for employees.
However, how do companies manage the push for greater employee mobility?
The job search company Indeed recently included pay transparency laws as one of its “Ideas that will change the world in 2022.” Pay transparency laws require that some level of compensation information be listed on job postings or job advertisements. California, Colorado, Connecticut, Maryland, Nevada, Rhode Island and Washington to name a few, all require job postings to include compensation information. The New York legislature has also passed similar pay transparency legislation that has yet to be signed by the governor. And, as this week’s companion article discusses, New York City’s pay...
As world leaders gathered in New York for the High-Level Week of the 81st UN General Assembly, a “breaking news” post began circulating in Sri Lanka claiming that the country had been removed from ...