Take The Next Step
Elevate your business with our expert HR
consulting, payroll and employee benefit
insurance services. We tailor our solutions to
boost efficiencies, productivity, and
satisfaction. Let's shape a better workplace
together.
Unlock the Benefits of Envision:
Fill out the form below to get started on a path to efficiency, compliance, and peace of mind.
Simplify Your Business with
Envision Benefits Group
Discover how Envision Benefits Group can simplify HR, payroll, and benefits for your organization.
From streamlining payroll processes to optimizing employee benefits, our expertise and tailored strategies are designed to simplify your operations, allowing you to focus on what truly matters—growing your business.
Save Time and Money:
We understand that our your time and resources are valuable. That's why we offer efficient and cost-effective solutions that streamline processes and reduce expenses. We promise you get the best value for your investment.
Unbeatable Service:
We take pride in providing white glove service to our clients. Our commitment to excellence means going the extra mile to deliver on our promises and exceed expectations every chance we
get.
Mitigate Risks for Your Business:
Our focus is to safeguard your business the same way we protect ours. With our expertise and comprehensive solutions, we help identify and address vulnerabilities, ensuring a more complaint and strong business environment.
Read our Blog!
Industry News and Updates
Non-Compete Ban
FTC Non-compete Ban Struck Down Nationwide
In May 2023, NLRB General Counsel Jennifer Abruzzo issued a memo challenging non-compete agreements, arguing they might limit employees’ rights to seek new employment under the National Labor Relations Act (NLRA). Recently, in October 2024, she expanded her stance to include concerns about “stay-or-pay” provisions, which require employees to repay bonuses or relocation costs if they leave within a specific timeframe.
Although not yet law, Abruzzo’s stance is a clear signal that the NLRB may pursue cases against employers who enforce these agreements without a strong, justifiable business reason. Her latest memo suggests penalties for companies maintaining unlawful non-compete or stay-or-pay agreements, including notice-posting requirements and potential damages for affected employees.
What Employers Should Do
While these changes are still pending, employers are advised to:
Review current non-compete and stay-or-pay provisions to ensure they have a legitimate business purpose.
Assess risks and make any necessary adjustments before December 6, 2024.
Call Envision Benefits Group for additional guidance on these topics and more.
This proactive approach will help reduce the risk of claims and align with potential new NLRB expectations around employee agreements.
