Businesses are constantly challenged by the ever-evolving landscape of labor and employment law, with new legislation and judicial developments occurring almost daily fueling a seemingly never-ending stream of litigation. For companies operating in multiple states, complying with this patchwork of federal, state, and local laws and developments can be daunting. Knowing these issues are a top concern for management and in-house counsel, Morrison Foerster keeps pace with this rapidly evolving landscape. MoFo ELC equips our clients with the most up-to-date and relevant information on employment and labor law issues covering key judicial, litigation and legislative developments, their implications for employers, and strategies to ensure compliance and avoid lawsuits.<h2>ABOUT MORRISON FOERSTER</h2>Morrison Foerster is a leading global law firm that transforms complexity into advantage for its clients. Our clients include some of the largest financial institutions, banks, consulting and accounting firms, and Fortune 100, technology, and life sciences companies. Highlighting the firm’s commitment to client service, leadership in market-changing deals and impact litigation, and values-based culture, Morrison Foerster has been repeatedly recognized as one of the top 10 firms on The American Lawyer’s A-List. Year after year, the firm receives significant recognition from Chambers and The Legal 500 across their various guides, including Global, USA, Asia‑Pacific, Europe, UK, Latin America, and FinTech Legal. Our lawyers passionately care about delivering legal excellence while living our values. Morrison Foerster has a long-standing commitment to creating a culture that respects and celebrates differences, while providing an inclusive environment. The firm has achieved Mansfield Certification Plus since 2018 as a result of successfully reaching at least 30 percent women, communities of color, and LGBTQ+ lawyer representation in a notable number of current leadership roles and committees. The firm also has a long history of commitment to the community and society through providing pro bono legal services, including litigating for civil rights and civil liberties, improving public education and fostering the wellbeing of children, advocating for veterans, promoting international human rights, enforcing the right to asylum, and safeguarding the environment.

Social

Search

Editors

Recent Posts

Andrew co-chairs the firm’s Global Employment and Labor Group. He represents companies on a broad range of labor and employment litigation and counseling matters, successfully defending clients in number complex matters before federal and state courts and administrative agencies. A primary focus of his practice involves helping companies navigate the unique employment issues that arise when doing business with the federal government, such as:<ul><li>OFCCP compliance</li><li>Creating and implementing affirmative action plans</li><li>Defending OFCCP audits and onsite investigations</li><li>Conducting mock pay equity audits</li><li>Drafting and developing business ethics policies and programs</li><li>Complying with the Service Contract Act, E-Verify, and the Drug Free Workplace Act</li></ul>He is also well-versed in defending clients against claims alleging trade secret misappropriation, breach of post-employment restrictions, wage-and-hour violations, discrimination, and retaliation.Andrew routinely develops practical, proactive strategies to help employers minimize risk on various human resource matters. Andrew regularly advises clients on:<ul><li>EEO and diversity</li><li>Wage-and-hour</li><li>High-stakes employee terminations</li><li>Executive disputes</li><li>Reductions in force</li><li>Leaves of absence</li><li>Accommodations</li><li>Pay equity</li><li>Employee selection processes</li><li>Employment testing</li><li>Contingent workers </li><li>Policy development and application</li></ul>In addition, Andrew advises on a wide range of employment transactional matters, such as drafting and negotiating executive employment agreements and separations, overseeing internal investigations and audits of employment issues, and conducting employment diligence on mergers, acquisitions, and other corporate transactions.He has significant experience advising technology and other companies on protecting against the loss of trade secrets, proprietary information, and current and prospective clients. Andrew also represents employers in matters involving union avoidance, negotiating and drafting collective bargaining agreements, handling union grievances, and avoiding and defending unfair labor practice charges.<h4>Federal Contractor Experience</h4><ul><li>Defended numerous OFCCP audits, including closing audits with a finding of no violations against a major accounting firm, a language learning software provider, and a technology consulting company</li><li>Obtained complete dismissal of a significant OFCCP complaint against a large aerospace and space transport company</li><li>Performed mock SCA audits for various contractors</li><li>Led labor and employment diligence for $1 billion acquisition of international security firm</li><li>Developed and overhauled numerous affirmative action plans and EEO training programs</li><li>Analyzed subcontractor status for numerous companies to determine OFCCP coverage, including for a large semiconductor manufacturer</li><li>Conducted E-Verify and I-9 audit for a national dispute consulting contractor</li><li>Performed “single entity” analysis for one of the largest mutual life insurance companies</li><li>Conducted pay equity audits for contractors, including for a software and consulting company</li><li>Obtained DOL approval under the SCA for self-funded fringe benefit program of an aviation and space contractor</li><li>Advised a multinational package delivery company on establishing program to conduct denied party screening under lists maintained by OFAC and BIS while minimizing risk of discrimination claims and compliance with background check laws</li><li>Advised a global coffee and coffeehouse chain on establishing hiring processes to avoid discrimination claims while complying with ITAR/EAR</li><li>Developed business ethics policies and programs for a large pharmaceutical manufacturer</li></ul><h4>Other Representative Experience</h4><ul><li>Defended education association against claims by former employers of two executives alleging breach of restrictive covenants and theft of trade secrets and confidential information</li><li>Obtained preliminary injunction enforcing a noncompetition agreement and other restrictive covenants against a former senior sales executive of a technology firm</li><li>Led internal investigation of sexual harassment claims against COO of a public real estate firm</li><li>Advised a global food manufacturer in avoiding litigation while terminating employee threatening whistleblower claims based on employer’s confidential information</li><li>Defended former senior executives of a global manufacturer of performance fabrics against allegations of misappropriation of trade secrets and breach of noncompetition agreements</li><li>Advised an entrepreneur in creating startup while minimizing risk of his former employer pursuing enforcement of restrictive covenants </li><li>Assisted a property management firm in navigating internal investigation of whistleblower claims related to alleged fraud, ethics violations, and sexual harassment by senior executive</li><li>Won motion for reconsideration convincing court to grant summary judgment in gender discrimination and retaliation case against a large DC employer </li><li>Obtained terminating sanctions and attorneys’ fees and costs for discovery violations in a discrimination suit against a large utility provider </li><li>Obtained favorable arbitration decision for a software company in claims by former executive alleging breach of his employment agreement</li><li>Advised a company board in navigating termination of CEO and successfully defended CEO’s breach of contract and wage claims</li><li>Defended numerous EEOC charges, including against a national event planner, a multinational professional services company, and an operator of research and development centers for the government</li><li>Defended and settled over 30 unfair labor practice charges against a national call center operator</li><li>Negotiated new collective bargaining agreements with four separate unions in bankruptcy of an international maritime shipping company</li><li>Awarded pro bono achievement award for defending a non profit in litigation and several administrative audits before the EEOC and state agencies related to a former employee’s whistleblower and discrimination claims, including defending multiple onsite investigations</li><li>Oversaw validation of pre-employment tests for a national food service distributor</li></ul>Prior to joining MoFo, Andrew was a human resources manager for an Inc. 500 company, ranked as one of the fastest-growing private companies in the United States.Andrew is a member of the steering committee and actively involved in the Washington Metro Industry Liaison Group. He is also a member of the firm’s global Environmental, Social, and Governance (ESG) steering committee.<h4>Rankings</h4><ul><li>Recommended for Government Contracts – Legal 500 US 2019 </li></ul>

turnbull_andrew_blog_150x150.png

turnbull_andrew_common_640x280.jpg

turnbull_andrew_heroretina_2700x1160.jpg

turnbull_andrew_mobileretina_750x1040.jpg

turnbull_andrew_social_600x600.jpg

Co-Chair, Global Employment and Labor Practice

Partner

Andrew Turnbull represents companies on a broad range of labor and employment litigation and counseling matters. He has successfully defended clients in complex employment litigation before federal and state courts and administrative agencies. A primary focus of his practice involves helping companies navigate the unique employment issues that arise when doing business with the federal government, including advising on all aspects of OFCCP compliance, creating and implementing affirmative action plans, defending OFCCP audits and onsite investigations, conducting mock pay equity audits, drafting and developing business ethics policies and programs, and complying with the Service Contract Act, E-Verify, and the Drug Free Workplace Act.

Andrew Turnbull

favicon.ico

favicon-16x16.png

favicon-32x32.png

apple-touch-icon.png

MoFo Favicons

MoFo ELC equips our clients with the most up-to-date and relevant information on employment and labor law issues, covering key judicial, litigation, and legislative developments, their implications for employers, and strategies to ensure compliance and avoid lawsuits. To learn more about our capabilities, please visit the <a href="https://www.mofo.com/capabilities/employment-labor" target="_blank">Employment + Labor</a> practice page and read about our <a href="https://www.mofo.com/people?practices=Employment%20%2B%20Labor" target="_blank">Team</a>.

Welcome to the MoFo ELC Blog

elcblog-header-image.jpg

Welcome to the MoFo ELC Blog

elcblog-header-image

MoFo ELC equips our clients with the most up-to-date and relevant information on employment and labor law issues covering key judicial, litigation and legislati

Announcements

Blog - Terms of Use

Blog - Cookies

Blog - Privacy Policy

Blog - Blog Disclaimer

Blog - Attorney Advertising

morrison-foerster-blog-logo.png

Provides insights and reports on the most current class actions lawsuits and product liability issues that affect consumer-facing companies.

Class Dismissed Blog

Class Dismissed

In-depth analysis of developments and trends impacting government contracting.

Government Contract Insights Blog

Government Contract Insights

Looks behind the headlines to explore the trends, identify the opportunities, analyze the issues, and provide guidance for science and technology-based companies.

MoFo Tech Blog

News and thought leadership from lawyers whoa re adding value to the legal profession and the communities we call home.

 MoFo+ Blog

MoFo+

Read our Employment Law Commentary blog for the latest insights in employment and labor law, covering issues from ADA compliance to trade secrets protection.

Employment Law Commentary

MoFo ELC | Latest Employment Law Developments and Commentary

  Linkedin

MoFo LinkedIN

ELC Blog - RSS

Stay Connected

By submitting your data to subscribe to this blog, you approved Morrison & Foerster LLP to email you future information about MoFo news and events. You may opt-out at any time by sending a request to <a href="mailto:mofonews@mofo.com" target="_self">mofonews@mofo.com</a>. To learn more about how Morrison & Foerster LLP uses and protects your personal data, please view our <a href="https://www.mofo.com/about/privacy-policy.html" target="_self">Privacy Policy</a> at <a href="https://www.mofo.com/">www.mofo.com</a>.

Never miss a post from MoFo ELC. Enter your email below to stay up-to-date.

Subscribe

Practical Answers to Employment Law Issues

Morrison Foerster - Footer

On May 16, 2023, the Minnesota legislature passed SF 3035 (the “Bill”), banning nearly all post-termination non-compete agreements with employees and independent contractors. Although the Bill marks another state in the trend of jurisdictions passing laws limiting the use of employee non-competes, the Bill goes even further than most of the recent laws to join the ranks of California, Oklahoma, and North Dakota to ban practically all employee non-compete agreements.

Blogs -  Home Button

Home

Blog - Topics

Americans with Disabilities Act (ADA)

Artificial Intelligence

Coronavirus (COVID-19)

Department of Labor (DOL)

Discrimination

EEOC

European Union

Family Medical Leave Act (FMLA)

Immigration

Intellectual Property

Leaves of Absence

Legislation

NLRB

Non-Compete

OFCCP

PAGA

Paid Sick Leave

Pay Equity

Privacy & Data Security

Reductions in force (RIFs)

Trade Secrets

Wage and Hour

Workplace Misconduct

Topics

Blog - Editors

Blog - About

About

Blog - Subscribe

Minnesota Passes Near Total Ban of Non-Compete Agreements | Employment Law Commentary

Minnesota Passes Near Total Ban of Non-Compete Agreements | MoFo ELC | Latest Employment Law Developments and Commentary

Andrew R. Turnbull

On May 16, 2023, the Minnesota legislature passed <a href="https://www.revisor.mn.gov/bills/text.php?number=SF3035&version=latest&session=ls93&session_year=2023&session_number=0" target="_blank">SF 3035</a> (the “Bill”), banning nearly all post-termination non-compete agreements with employees and independent contractors. Although the Bill marks another state in the trend of jurisdictions passing laws limiting the use of employee non-competes, the Bill goes even further than most of the recent laws to join the ranks of California, Oklahoma, and North Dakota to ban practically all employee non-compete agreements. Some of the more notable provisions include:<ul><li>Banning non-compete agreements with all levels of employees and independent contractors, regardless of compensation or role, with only limited exceptions for non-competes entered into in connection with the sale of business or dissolution of a business;</li></ul><ul><li>Requiring employers to use Minnesota law and forum;</li></ul><ul><li>Allowing courts to award attorneys’ fees to plaintiffs who prove violations of the Bill; and</li></ul><ul><li>Excluding nondisclosure and non-solicitation agreements from the Bill’s requirements.</li></ul>Minnesota Governor Tim Waltz is expected to sign the Bill. Once signed, the Bill will apply to all non-compete agreements entered into on or after July 1, 2023, but it would not apply retroactively to non-competes entered into before then. Employers with employees and independent contractors in Minnesota should start preparing for compliance with the Bill, including reviewing their template employment agreements with non-competes and considering updating their existing policies and practices for preventing unfair competition. Not RetroactiveThe Bill expressly states that the limitations on non-competes are not retroactive. So, the Bill will not apply to non-compete agreements entered into prior to July 1, 2023, and those agreements will continue to be interpreted consistent with existing Minnesota precedent.Covered Employers and IndividualsThe Bill will cover nearly all non-competes between employers and their employees and independent contractors. The Bill broadly defines “employer” to include “any individual, partnership, association, corporation, business, [or] trust” and includes any person “acting directly or indirectly in the interest[s] of an employer in relation to an employee.”“Employee” is also defined broadly to include “any individual who performs services for an employer, including independent contractors.” The Bill defines independent contractors as anyone whose engagement “is governed by a contract” and is not reported to the IRS on a W-2, including any corporate entity if the employer requires an individual to form such entity “for purposes of entering into a contract for services as a condition of receiving compensation under an independent contractor agreement.”Unlike some of the other recent state non-compete laws that limit non-competes to employees under a certain compensation threshold, such as non-compete laws in <a href="https://elc.mofo.com/topics/tightening-restrictions-on-noncompetes" target="_blank">Washington</a> and the <a href="https://elc.mofo.com/topics/dc-council-waters-down-non-compete-ban-while-keeping-some-significant-limitations" target="_blank">District of Columbia</a>, the Bill does not distinguish between types of employees in its ban on non-competes. Rather, the Bill joins jurisdictions like California, banning non-competes with employees at all levels regardless of compensation, including highly paid C‑Suite executives. It also expressly covers non-competes with independent contractors, which have been absent from some of the non-compete legislation other jurisdictions have recently issued.Covered AgreementsThe Bill prohibits nearly all post-termination non-competes with employees and independent contractors. The Bill defines a “covenant not to compete” as an “agreement between an employee and employer that restricts the employee, after termination of the employment, from performing: (1) work for another employer for a specified period of time; (2) work in a specified geographical area; or (3) work for another employer in a capacity that is similar to the employee’s work for the employer that is party to the agreement.” Non-Covered AgreementsThe Bill contains the following two limited exceptions where non-competes are permitted:<ul><li>Non-competes entered into in connection with the sale of a business, where the agreement prohibits the seller from carrying on a similar business within a reasonable geographic area and for a reasonable length of time; and</li></ul><ul><li>Non-competes in anticipation of the dissolution of a business, where the applicable parties agree that all or any number of the parties will not carry on a similar business within a reasonable geographic area where the business has been transacted.</li></ul>The Bill also explicitly does not apply to the following types of restrictive covenants:<ul><li>Nondisclosure agreements or agreements designed to protect trade secrets or confidential information; and</li></ul><ul><li>Non-solicitation agreements or agreements restricting the ability to use client or contact lists or solicit customers of the employer.</li></ul>The Bill also only applies to non-compete restrictions that cover periods “after termination of employment.”  So, employers can still have non-competes with employees or independent contractors during their employment or engagement.Mandatory Minnesota Law and Venue RequiredThe Bill prohibits employers from trying to avoid these requirements by using another state’s law or forum.  Specifically, the Bill requires employers to use Minnesota law and forum for any agreements entered into as “a condition of employment” with employees who primarily reside and work in Minnesota. It will be an open question whether employers can use other states’ laws or forums that are not entered into as a condition of employment (e.g., for equity awards or bonus agreements). If employers try to use another choice of law or forum in covered agreements, the choice of law and forum will be voidable and the matter would be adjudicated in a Minnesota court under Minnesota law.Remedies for ViolationsThe inclusion of an unenforceable non-compete would not automatically render the entire agreement with the offending provision unenforceable. Rather, the Bill states that it would not be “construed to render void or unenforceable any other provisions in a contract or agreement containing a void or unenforceable covenant.” The Bill also allows courts discretion to award an employee reasonable attorneys’ fees for trying to enforce his or her rights under the Bill. So, it will be important for employers to ensure they comply with the Bill since they could find themselves having to pay attorneys’ fees for agreements found to violate the Bill.Practical Steps for EmployersBusinesses with operations, employees, or independent contractors in Minnesota should review their non-compete practices and policies in light of the Bill. As an initial step, employers should review and, if needed, revise template employment agreements with non-competes to comply with the Bill, including by removing post-employment non-competes and updating choice of law and forum selection provisions for covered employees and independent contractors.Because the Bill will ban post-employment non-competes with all levels of employees and independent contractors (regardless of role and compensation), employers should determine what agreements or policies they can adopt to protect themselves from unfair competition either before the Bill takes effect or without the use of non-competes. Some possible actions to consider include:<ul><li>Trying to get non-compete agreements in place with covered employees and independent contractors before the Bill takes effect.</li></ul><ul><li>Updating confidential information policies and agreements, including reevaluating how employees are provided with access to the employer’s highly sensitive and confidential information. Because employers will lose their ability to have one of the most effective tools for preventing against unfair competition, employers should consider whether limiting the distribution of sensitive information to reduce possible exposure is advisable. Employers might also consider implementing systems that limit, control, and track access to company confidential information and trade secrets to mitigate the risk of misuse when covered employees and independent contractors go to work for competitors.   </li></ul><ul><li>Consider whether to revise customer and employee non-solicitation agreements and confidentiality provisions to ensure they provide meaningful protection of the employer’s trade secrets, intellectual property, goodwill, and customer and employee relationships.</li></ul>The Bill also marks the latest state in a trend of jurisdictions across the United States cracking down on non-compete provisions. As we <a href="https://elc.mofo.com/topics/recent-non-compete-trends-courts-continue-to-enforce-non-competes-while-politicians-seek-to-narrow-them" target="_blank">previously reported</a>, we have seen a trend of legislatures and regulators seeking to ban or narrow the scope of non-compete agreements, and some courts are even signaling closer scrutiny of non-competes under existing precedent. The following are some of the more notable trends and developments:<ul><li>Several states, including <a href="https://www.mofo.com/resources/insights/220517-colorados-new-limits-on-employee-non-competes" target="_blank">Colorado</a> and <a href="https://elc.mofo.com/topics/illinois-new-restrictions-non-competes-and-non-solicits" target="_blank">Illinois</a>, have issued more comprehensive non-compete legislation, significantly limiting the use of non-competes with employees, and even more states have banned non-competes for low wage workers.</li></ul><ul><li>The Federal Trade Commission (FTC) <a href="https://www.mofo.com/resources/insights/230106-ftc-proposes-sweeping-ban-employee-non-competes" target="_blank">recently proposed a rule</a> seeking to ban non-compete agreements with employees, even non-competes entered into before the rule becomes final, except in very limited circumstances. Whether the FTC will narrow the rule before it becomes final remains to be seen, but the FTC’s rule will almost certainly be subject to legal challenges once it becomes final. Regardless of the outcome of the FTC’s proposed rule, the FTC has pursued <a href="https://www.mofo.com/resources/insights/230117-ftc-takes-unprecedented-enforcement-actions" target="_blank">enforcement actions</a> and entered into consent decrees with several companies requiring them to rescind non-compete agreements with their employees.</li></ul><ul><li>Some state courts have also appeared to subject non-compete agreements to closer scrutiny, including <a href="https://elc.mofo.com/topics/trio-of-delaware-cases-signal-stricter-review-of-sale-of-business-non-competes" target="_blank">Delaware Chancery Courts</a> that have recently refused to enforce or blue pencil sale-of-business non-competes.</li></ul>In light of these and other developments, businesses should continue to monitor changes in this area that may impact their non-compete strategies and practices with employees and independent contractors.

Minnesota Passes Near Total Ban of Non-Compete Agreements

More

The “Preventative Duty”: New Law Places Active Duty on Employers in the UK to Prevent Sexual Harassment in the Workplace

Good News for Employers: Texas Court Blocks FTC’s Non-Compete Ban

Potential Exceptions Under FTC’s Non-Compete Ban

FTC Issues Final Rule Banning Non-Competes

Maryland Poised to Continue Trend of Jurisdictions Mandating Pay Transparency in Job Postings

LinkedIN