Courts in several states have considered the issue of whether employers can assign employees’ non-compete agreements to successor companies without the employees’ consent. As with much of the law regarding non-compete agreements, there is no consensus on whether such assignments are valid.

Investment activity in Canada has picked up considerably in the third quarter of 2003.

The United States Department of Labor ("DOL") recently issued new regulations to the Fair Labor Standards Act ("FLSA") that alter the salary and duties tests used to determine who is eligible to receive overtime pay. These long awaited changes, currently scheduled to take effect on August 23, 2004, are a scaled back version of the original changes proposed by the DOL one year ago.

The Technology Alert List (TAL) was created by the federal government during the Cold War to help maintain technological superiority over the Warsaw Pact and was targeted at individuals from the Soviet Union and other communist countries. Revised in 1996 to broaden its focus and better reflect national security objectives, the TAL consists of two parts: 1) a Critical Fields List (CFL) that identifies major fields of technology transfer concern including those subject to export controls for non-p

When developing a global strategy for intellectual property (IP) protection, one of the factors a company should consider is whether the targeted countries provide an environment conducive to the enforcement of IP rights.

As well as claiming a invention is new, U.S. patents must satisfy other less known requirements in order to be valid.

What private equity data should be released? This article looks at a significant development in Texas.

Recently proposed IRS regulations would limit the rollover of gain on "qualified small business stock" (QSB stock).

The Full Commission of the Massachusetts Commission Against Discrimination recently outlined the circumstances under which an individual employee may be held liable for discrimination under M.G.L. c. 151B, Massachusetts’ anti-discrimination statute.

When a company seeks to register a trademark for a pharmaceutical product several different institutions may ultimately have the final say over whether the company may use the name for its product (including Food and Drug Administration and the World Health Organization).

The law regarding restrictive covenants such as non-competition and non-solicitation provisions is highly complex, state-specific and ever evolving. As a result, employers find it difficult to achieve any level of comfort that such covenants will be uniformly enforceable in each state in which they employ individuals.