Photo of Andrew Reed

Andrew Reed

Subscribe to Andrew Reed's Posts

Andrew represents employers in all areas of employment and commercial litigation, including claims for breach of restrictive covenant agreements, misappropriation of trade secrets, wage and hour violations, employment discrimination, and retaliation. Board Certified in Labor and Employment Law, Andrew has first-chair trial experience in federal court, state court, and arbitration, presented oral argument to the Houston Court of Appeals, and represents employers in administrative proceedings and investigations with the U.S. Department of Labor, Equal Employment Opportunity Commission, Texas Workforce Commission, and Occupational Safety and Health Administration.

Follow:Read more about Andrew ReedAndrew's Linkedin Profile

Three nearly simultaneous actions of the Federal Trade Commission (FTC) confirmed its intentions with respect to employee noncompetes. In the first two related actions, the FTC indicated it will not defend its 2024 rule banning virtually all worker noncompetes and will instead focus on efforts to rein in the use of “unfair and anticompetitive” noncompetes. The FTC’s third action notified the public of its intent to accomplish its goals, at least in part, through a wide-ranging request for the public to identify employers using noncompetes, followed by targeted enforcement actions.

Pending expected approval from Gov. Ron DeSantis, Florida’s Contracts Honoring Opportunity, Investment, Confidentiality, and Economic Growth (CHOICE) Act (summary available here) is expected to go into effect on July 1, 2025. Once in place, the CHOICE Act will significantly strengthen the ability of employers to protect their workforce, confidential information, and other business interests.