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No company likes to lose valuable employees -- given how much it costs to hire, train, and develop employees, pretty much all of them are valuable. What's worse is when a skilled employee leaves to work for the competition. As Chris Brown so eloquently put it, highly skilled professionals ain't loyal.

What's a GC to do? Slip in non-compete clauses and other post-employment restrictions into all employment agreements, of course. However, given recent updates in the law, it might be time to update your standard boilerplate -- or consider revising them all together. Here's what to keep in mind:

Get ready for expanded overtime. In the upcoming month, the Department of Labor is expected to release new Fair Labor Standards Act rules which are expected to greatly expand the number of employees eligible for overtime. The FLSA requires that employees who work more than 40 hours a week be paid time and a half for any overtime.

For decades, that overtime requirement has been applicable only for lower-paid employees. Under the new rules, the salary cap will go up, allowing millions of salaried workers to qualify for overtime for the first time. GCs should be ready for the change.

In-house counsel know how difficult claims of retaliation against whistleblowers can be. Those issues can become even worse when it's a fired in-house lawyer making the retaliation claim.

That's what happened to Sanford Wadler, fired GC for Bio-Rad Laboratories. Wadler claims he was terminated after attempting to report corrupt practices to the company's board. The case raises important questions about how much the attorney can disclose about his former employer and client in order to prove his case.

Tips and complaints to the SEC's whistleblower program continue to grow at record pace, even if the Commission has been slow to pay out whistleblower awards. With more tips, come more claims of retaliation. More than one out of every five whistleblower reports some form of retaliation.

Those retaliation claims, the salt in the wound of an SEC investigation, can have stiff penalties, given the new protections afforded whistleblowers by the Dodd-Frank Act. But retaliation complaints are avoidable if a company has the proper procedures and policies in place. Here are five tips to help you stave off claims of retaliation:

On-call scheduling has become increasingly common among large employers, especially in the retail industry. Under an on-call scheduling system, employees set aside work hours and check in before their schedule to make sure they're needed. It allows employers greater flexibility in scheduling, but can leave workers with unpredictable schedules and incomes.

GC's who've given the practice a green light might want to start rethinking things. On-call scheduling could soon become more of a liability than a benefit. An investigation in New York and a class action in California both threaten to hit companies that use on-call scheduling with millions of dollars in backpay and other fines.

Protections against religious discrimination got a little stronger yesterday, after a Supreme Court against Abercrombie and Fitch, the retailer famous for its risque ads and expensive jeans. The Court ruled that an Abercrombie store had violated the Civil Rights Act when it refused to hire a Muslim woman because she wore a head scarf. That's not exactly shocking.

What's new is that the woman, Samantha Elauf, had not said that her headscarf was religious garb and had not asked for religious accommodation. That doesn't matter, according to the 8-1 Supreme Court decision. A discriminatory motive, whether based on actual knowledge, suspicion or "merely a hunch" is enough to violate Title VII of the Civil Rights Act, according to the Justices. The ruling has major implications for all employers, not just the ones hiring shirtless retail staff.

5 Tips for a Drama-Free Company Picnic

It's quickly approaching summertime, and there's nothing more fun than to throw off the shackles of the office for a day and enjoy the outdoors at the company picnic. (Attendance is mandatory; fun is negotiable.)

Of course, when you bring people into the great outdoors, things will happen. Poison ivy will happen. Injuries will happen. And if there's going to be alcohol at the picnic, well ... look out. Here are some tips for ensuring that your company outing has the least amount of drama possible.

While employers have to offer health coverage to full time employees under Obamacare, could it be better to steer them towards Medicaid instead? That's what at least one corporate advisor, writing in Forbes, is arguing.

To be fair, that article's author runs a company which advises employers on how to get public benefits for their workers, so he might not be the most objective. But, he is correct -- certain low-wage workers can qualify for Medicaid in some states, and if they chose it over employer-sponsored health insurance, that could save companies money -- at the public's expense.

Companies that use commissions as a significant part of employees' pay may be able to take advantage of the Fair Labor Standards Act's commission-based employees exemption. Under this exemption, employers aren't required to pay overtime to certain commission-based workers. That can mean big savings.

Of course, an in-house lawyer knows that employment regulations are never simple or straight-forward. Rather, they're full of pitfalls that can leave an employer exposed to costly litigation and penalties if they don't do things properly. A good GC needs to know how to take advantage of the exemption while avoiding its hidden traps.

Here are three of the most common ways employers trip up when dealing with commission-based employees:

Every time employees leave, there's a risk that they take some valuable trade secrets along with them. The case of Sergey Aleynikov serves as a good reminder of this. Aleynikov was a programmer for Goldman Sachs before he left to start up his own trading firm -- using trading algorithms purloined from the Wall Street firm. He was convicted of stealing "secret scientific material" last Friday.

Aleynikov's much publicized case serves as an important reminder that one of the jobs of in-house counsel is to zealously guard the proprietary information of the company. This means acting when theft of trade secrets is expected, as well as taking steps to prevent such theft in the first place.