On February 14, 2024, Chief Administrative Judge Joseph Zayas signed an Administrative Order amending Section 202.70(b)(1) of the Uniform Rules for the Supreme and County Courts (Rules of the Commercial Division of the Supreme Court), and adding a new Rule 9-b to Section 202.70(g). But rather than vest the Commercial Division with new powers, the amendments simply emphasize the capabilities it already has. Amended Section 202.70(b)(1) underscores the Commercial Division’s proficiency in adjudicating technology disputes, and new Rule 9-b reminds litigators of the CPLR’s existing framework for r ..read more

You don’t have to go to networking events, do seminars, write a newsletter or blog, advertise, or “chat” on social media. It can be beneficial if you do, but you don’t have to. As long as you regularly connect with the key people you know or want to know—your best clients, top referral sources, most promising business contacts.   The plan is simple. Make a list of 5-25 connections who fit that description and call or email them once a month.  What do you say? Anything. Because anything you say can make a difference. But here are some suggestions:  “What’s new with you ..read more

On average, prices for legal billing software solutions range from approximately $50 to over $100 a month per user. This variability in pricing mirrors the diversity of features, scalability, and support options available, catering to the specialized requirements of legal practices.  In 2021, the global market for legal technology demonstrated remarkable growth, reaching revenue figures close to $27.6 billion, setting a trajectory toward $35.6 billion by 2027. Amidst this growth, small law firms stand to benefit significantly from advanced technologies designed to simplify and improve bi ..read more

The U.S. Department of Labor (DOL) announced a Final Rule increasing the salary threshold for Fair Labor Standards Act (FLSA) overtime exemptions, a move which the DOL anticipates will result in around four million additional workers becoming eligible for overtime pay.  Currently, the minimum salary requirement for the “white collar” exemptions (executive, administrative, and professional) is no less than $684 per week ($35,568 per year).  Under the DOL’s new Final Rule, this amount will increase to: $844 per week ($43,888 per year) on July 1, 2024 $1,128 per week ($58,656 per year ..read more

Over the past two decades, the World Intellectual Property Organization (WIPO) has been working on a Design Law Treaty focused on aligning examination and procedural guidelines associated with what have historically been referred to as “industrial designs.” One main goal of the Design Law Treaty is to help designers in domestic and foreign jurisdictions obtain design protection faster, easier, and cheaper. In theory, the Design Law Treaty would help to streamline the registration formalities in jurisdictions that are signatories to the treaty and reduce the amount of “red tape” that comes with ..read more

Lost in the hoopla over the FTC’s noncompete ban announced on the same day, April 23, the United States Department of Labor (“DOL”) unveiled its final rule significantly raising the minimum-salary threshold to qualify for overtime exemptions under the Fair Labor Standards Act (“FLSA”).  If this rule survives likely challenges, millions of previously-exempt employees will lose their exempt status and become entitled to overtime pay unless their employers give them big raises. The FLSA requires overtime pay when employees work more than forty hours in one workweek; however, it exempts ..read more

Seyfarth Synopsis: The FTC approved a final rule to implement a nationwide ban on non-compete agreements between employers and their workers. The rule would supersede most state laws regarding noncompete provisions except where a state law prohibition is stricter. On April 23, 2024, the Federal Trade Commission (FTC) approved in a 3-to-2 vote a final rule (“Final Rule”) which bans post-employment non-compete clauses between employers and their “workers,” including independent contractors. The Final Rule will become effective 120 days after being published in the Federal Register.&nbs ..read more

Employees presented with a severance agreement should be aware of a National Labor Relations Board (NLRB) decision with significant implications. In a February 2023 ruling, the Board deemed confidentiality and non-disparagement provisions in severance agreements unlawful when presented to employees protected by Section 7 of the National Labor Relations Act (NLRA). The NLRB reasoned that these provisions stifle employees’ exercise of their rights under Section 7, which guarantees workers the right to self-organize, form labor unions, bargain collectively, engage in concerted activities for ..read more

I see what he did there! David Greetham of Level Legal has published a terrific new article on risk mitigation in the age of IoT! The post Risk Mitigation in the Age of IoT: Data Security Trends appeared first on eDiscovery Today by Doug Austin ..read more

Check out this webinar from Lexbe tomorrow on genAI and the legal horizon, with special guest speaker Judge Xavier Rodriguez! The post GenAI and the Legal Horizon, with Judge Xavier Rodriguez!: Artificial Intelligence Conferences appeared first on eDiscovery Today by Doug Austin ..read more