News

We are pleased to announce that MacElree Harvey was named as a Top Workplace by the Philadelphia Inquirer for 2024, for the second year in a row.

MacElree Harvey received this recognition in the small company category and is one of only 81 companies honored this year.

The nomination process is comprehensive. Each year, employees play an integral role in the selection process, completing a questionnaire that delves into various facets of workplace satisfaction. This survey, consisting of 24 insightful questions, probes into key areas such as Alignment, Connection, Effectiveness, My Manager, Engagement, Leadership, and The Basics. These categories encompass a spectrum of workplace dynamics, from company values and leadership confidence to employee appreciation and developmental support.

“Top Workplaces put the employee at the center of things, and focus on creating the right environment to unleash potential and inspire performance,” remarked Doug Claffey, CEO of Energage, the esteemed research partner for Top Workplaces. This sentiment resonates deeply with MacElree Harvey, where fostering a supportive and inclusive environment has always been a cornerstone of its organizational ethos.

What sets MacElree Harvey apart, as noted by both its employees and the Inquirer.com, is its emphasis on Connection and Alignment. Employees consistently rate these aspects as paramount, valuing a workplace where they feel appreciated, their work is meaningful, and they are aligned with the company’s values and direction. This focus on fostering genuine connections and ensuring alignment with organizational goals speaks volumes about the firm’s commitment to nurturing a thriving and cohesive work culture.

About MacElree Harvey

MacElree Harvey is a full-service law firm representing clients and businesses in Pennsylvania and Delaware. The firm has 45 attorneys who have long had a reputation for Initiative® — in listening, in counsel, in court, and in protecting the interests of every client. Learn more about the MacElree Harvey difference at macelree.com.

View the 2024 ranks: sponsored.inquirer.com/the-inquirers-top-workplaces-2024-ranked

The Federal Trade Commission (FTC) issued a Final Rule this week to ban non-compete agreements, marking a significant shift in employment law nationwide.  The Final Rule is not an absolute ban, however the exceptions are narrow.  Some key takeaways from the Final Rule are:

• The Ban does away with all new post-employment non-compete agreements between employers and employees, regardless of industry or type of worker.
• The Ban allows existing post-employment non-compete agreements to remain in effect only for senior executives. A “senior executive” is defined as an employee “earning more than $151,164 annually who [is] in a policy-making position.”
• The Final Rule calls for notice to employees that previously executed post-employment non-compete agreements are no longer enforceable.
• The Ban creates an exception for the sale of a business, regardless of the ownership percentage.
• The Ban does not apply to franchisee/franchisor contracts (though the Ban does apply to employees working for a franchisee or franchisor).

The FTC rule isn’t set to go into effect until 120 days from the day it is published in the Federal Register, so likely not before September, 2024.  Moreover, less than 24 hours after the FTC issued the final rule, the US Chamber of Commerce filed a lawsuit against the agency in federal court in the Eastern District of Texas.  As such, the final impact of the Rule is yet to be determined.

Ultimately, employers may need to reassess their employment practices and consider alternative ways to protect their interests without resorting to non-compete agreements.  Meanwhile, employees may find themselves with greater freedom in their career paths. As this issue continues to evolve, both employers and employees should stay informed about their rights and responsibilities under the new regulatory landscape.

Jeff Burke is an attorney at MacElree Harvey, Ltd., working in the firm’s Employment and Litigation practice groups. Jeff counsels businesses and individuals on employment practices and policies, executive compensation, employee hiring and separation issues, non-competition and other restrictive covenants, wage and hour disputes, and other employment-related matters. Jeff represents businesses and individuals in employment litigation such as employment contract disputes, workforce classification audits, and discrimination claims based upon age, sex, race, religion, disability, sexual harassment, and hostile work environment.  Jeff also practices in commercial litigation as well as counsels business on commercial contract matters.

Patrick J. Boyer, Esquire presented on a panel at the Family Law Update CLE regarding the topic of narcissism. 

The Family Law Update is an annual CLE devoted to family law and is regularly attended by other family law practitioners in Delaware. The panel included mental health professionals, a Family Court Judge, and another family law practitioner, and focused on how to deal with narcissistic personalities in Family Court.

Patrick is partner in the firm’s Centreville office who practices exclusively in the area of family law where he has handled all types of Family Court matters, including high conflict divorce and custody cases. If you have a family law issue, including where you believe you are dealing with a narcissist, you can contact Patrick J. Boyer at 302-654-4454.