By Attorney Kelly Jesson

In what seems to be the theme of the year, we have yet another new regulation for 2024 overturned by a federal court.  A new overtime law went into place on July 1, 2024, which dramatically increased the number of employees who may no longer be exempt from overtime.  We wrote about here in detail. Employers were faced with either paying overtime if those workers were working more than 40 hours per week or increasing their salaries so they no longer qualified for overtime.  The law also called for future changes, most notably another minimum salary increase to meet the exemption in January of 2025.  The threshold increases were very large and likely would have burdened some employers, while obviously benefiting employees who may be working long hours with low pay but not receiving overtime.

On November 15, 2024, a Texas federal court struck down the new law, saying that the Department of Labor (“DOL”) did not have the authority to replace the “duties” test of whether an employee is exempt from overtime with a “minimum salary” test.   The court's order applies nationwide, effective immediately.

This is the second time in recent years that the DOL has attempted to broaden the numbers of workers who are eligible for overtime.  The DOL has said that it will appeal the court’s decision, but for now, it’s business as usual for your business!  If you have any questions about this law or anything else related to your business, please give Jesson & Rains a call!

​By Attorney Kelly Jesson

But don’t panic because it is already being challenged. The first lawsuit was filed within hours, and other businesses and the U.S. Chamber of Commerce have vowed to challenge the law on the grounds that the Federal Trade Commission (“FTC”) lacks the legal authority to promulgate such a rule. If any of these parties get an injunction, the implementation of the rule may be delayed.

The rule will go into effect 120 days after it is published in the Federal Register. Unfortunately, we don’t know what that date is yet, but we will pass that along when we know (and it should be soon). Assuming the rule goes into effect as the FTC plans, here are the important points:

• The rule applies to employees and independent contractors.
• There is no need to rescind any existing agreements or redo any employment agreements containing non-competes. They all remain valid except for the non-compete clause. However, employers must notify all other current and former workers who have existing non-competes in place that the agreements are no longer enforceable before the rule goes into effect. The notice must: (i) Identify the person who entered into the non-compete clause with the worker; (ii) Be on paper delivered by hand to the worker, or by mail at the worker’s last known personal street address, or by email at an email address belonging to the worker, including the worker’s current work email address or last known personal email address, or by text message at a mobile telephone number belonging to the worker. There is a sample notice in the final rule that employers can use.
• Not all non-competes are banned. The rule does not cover nonprofit organizations. The rule also permits limited use of non-compete agreements between franchisees and franchisors.
• The rule also does not apply to non-competition agreements entered into as part of a "bona fide” sale of a business or of a person’s ownership interest in a business entity.
• Businesses can continue to utilize agreements to protect their trade secrets and confidential information (like NDAs) to protect proprietary information an employee might learn during employment.
• Non-solicitation clauses are not mentioned in the rule, so employers can continue to protect their business’s customers and employees from being poached by others.
• Finally, employers may continue to enforce existing non-competes with senior executives, but they cannot enter into new, future non-compete agreements with senior executives. Senior executives are defined as a worker who: (1) was in a policy-making position; and (2) Received total annual compensation of at least $151,164 in the preceding year annualized.

If you think the FTC ruling may affect your business, or if you need assistance with another non-compete related issue, please give Jesson & Rains a call.

By Associate Attorney Katy Currie

An assumed business name, also referred to as a fictitious name or “doing business as” (“DBA”), is when a business operates under a different name than the name registered with the North Carolina Secretary of State’s Office (for example, Jesson & Rains, PLLC, doing business as Jesson Law Group). Think of an assumed business name as a “nickname” for your business. Keep in mind, an assumed business name is just a “nickname” for your business and not a separate business itself.

North Carolina law allows businesses to operate under assumed business names if it appropriately files an assumed business name certificate with the local register of deeds office. The certification puts the world on notice that the business is being operated under a different name. The assumed business name certificate only needs to be filed in one of the counties in which the business will engage in business, as long as you indicate that you plan to do business in all 100 counties on the certificate.

​Why operate under an assumed business name? Some businesses may want to create a catchier, shortened version of its business name for marketing or branding purposes, or maybe it simply wants a new business name. Sometimes businesses decide to start a separate “branch” of the business without forming a completely new business. For example, if you are a photographer, and you decide to do videography, you may file for an assumed name for the videography business instead of forming a second business that then has to file a separate tax return, get a second EIN number, and separate bank accounts. However, you should not go this route if separation of the two businesses is good from a liability protection standpoint. A creditor of the videography business is a creditor of the photography business, and vice versa. The only way to avoid that is to form two separate businesses.

Businesses need to be careful when using assumed business names to not infringe on any trademarks. A business should conduct a name and trademark search before filing the assumed name certification.

For assistance or for more information regarding assumed business names, or about your business in general, please don’t hesitate to reach out to Jesson & Rains!