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As a general rule, non-compete agreements and clauses in employment contracts are difficult to enforce. First they must be narrowly tailored enough to be valid, and many courts are loathe to tell people where they can and cannot work. That is especially true in California in general and Silicon Valley in particular, where, as GeekWire notes, "non-compete agreements have long been considered unenforceable."

Not so farther north in Washington State, where Amazon was able to obtain a temporary restraining order against a former executive in its Web Services division, barring him from working from a company the retail monolith contends is a competitor. But that company, and the exec currently in legal limbo, claim Amazon has stretched the definition of competitor too far, to even include a customer company.

For bosses and employers, every spring and summer and holiday season, it's the same old thing. Employees either have children in school, or don't want to let go of their school years. It's that time of year when all your employees are vying for the same vacation time.

Unfortunately, there are going to be times when an employer is going to have to deny a vacation request. This can often be difficult as employees can truly be upset when they are denied the ability to use their accrued vacation time.

Here are three tips to help you deny an employee's vacation request:

Last week, former U.S. Attorney Eric Holder shared detailed findings of his investigation into sexual harassment claims at Uber with a subcommittee of the company's board of directors. While the results of that investigation are unlikely to be made public, the fallout can't be kept a secret.

On Tuesday of last week Uber fired more than 20 people in response to multiple probes into the company's corporate culture and conduct, and this morning the company confirmed its second-most powerful executive, Emil Michael, is out as senior VP of business. And, considering neither investigation is over, more changes could be upcoming.

Chipotle is facing a lawsuit that no business was expecting. A Chipotle "apprentice," or assistant manager in training, from New Jersey, has filed a lawsuit claiming the company failed to comply with the Department of Labor's new overtime rule.

If you're a bit confused, you are not alone. The DOL's new overtime rule was temporarily blocked by a federal judge in Texas last November, before the law ever went into effect. The block is only temporary until the case gets finally resolved, or the DOL changes the rule. However, the NJ Chipotle apprentice is asserting that the Texas judge's ruling does not apply to private employers. As such, he is seeking to not only seeking to recover damages for himself, the lawsuit is seeking class action status to recover all Chipotle employees' unpaid overtime that would have been paid under the new rules.

'This is not Alabama in the 1940's,' said Tishay Wright in a news release regarding a racial discrimination lawsuit she filed against her ex-employer, Southland Construction. 'No one should be treated this way in America in the year 2017.'

The treatment to which she referred included racist comments from company owners Kenneth and Anita Hayden, culminating in a Confederate flag-bedazzled purse as a Christmas gift, along with photos of the pair dressed as Donald Trump and a supporter, complete with a Confederate flag draped over Wright's desk. "This country is going backwards and it has to stop," Wright said.

Points are a great way to keep score in an athletic contest. Law enforcement also likes to use them to track traffic offenses on your driver's license. But issuing points for work absences, especially those due to illness or medical emergency? Not so great, and possibly illegal.

Walmart has an extensive and infamous point system tied to employee attendance, and a new report from a workers' advocacy group says the company is unlawfully using the system to punish workers for medical absences.

After former engineer Susan Fowler published a blog post detailing numerous instances of sexual discrimination and harassment during her time at Uber, the company knew it had to get the investigation and response right. So it turned to the man who was once America's former top prosecutor, former U.S. attorney general Eric Holder and Tammy Albarran, his partner at the Covington & Burling law firm.

Axios is reporting that Holder has completed his investigation and the results could be presented to Uber's top brass sometime this week. So what did Holder find? And will his findings be made public?

The California legislature has passed a bill that would expand parental leave laws in the state to cover more small to midsize businesses. Currently, the laws requiring parental leave only apply to employers with 50 or more employees. This bill, if approved by Governor Jerry Brown, would require employers of 20 to 50 employees to also offer parental leave.

Proponents of the new law are hopeful that Governor Brown has changed his tune, as last year he vetoed a similar bill in the interest of protecting small businesses. While small businesses are likely to feel the costs the worst, the expansion to businesses as small as 20 employees would provide nearly 3 million more Californians with the option to take parental leave.

Uber has long promised Big Apple drivers they can "cash in on the action" of ridesharing. And just months after settling a lawsuit over allegations of misleading claims about how much drivers could earn, Uber is now admitting it mischarged its drivers for years, to the tune of about $900 per driver.

And with some 50,000 drivers in New York City, that could mean Uber owes underpaid drivers around $45 million in back pay.

Although nearly all employers, by now, know that discriminating against pregnant employees is illegal, some just don't know how to recognize when it is happening. Pregnancy discrimination occurs more often than most employers expect. Frequently, it is not borne out of any ill will, but rather just the implicit biases that have been ingrained in most of us since birth.

There's something natural about wanting to protect a pregnant person. However, employers need to exercise caution and common sense when it comes to offering support to pregnant workers. Below, you'll find the three most common forms of discrimination pregnant employees face.