Because of a recently issued rule (regulation) of the Federal Trade Commission, noncompete agreements between an employer and an employee are no longer enforceable nationwide.

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The question presents a statement about a Federal Trade Commission (FTC) rule and asks whether it is true or false. We will examine each option carefully before identifying which side the statement takes.
Option 1: True. This option asserts that, due to a newly issued FTC regulation, noncompete agreements between employers and employees are no longer enforceable nationwide. If we accept that the FTC has issued a rule with a nationwide effect that prohibits or voids noncompete clauses across the country, then the statement would indeed be true because the regulation would pre-empt or supersede state-law or contract-specific enforceability, creating a uniform nationwide standard. In a scenario where the rule explicitly bans noncompetes and provides an enforcement framework or penalties for violations, it would logically render such agreements unenforceable nationwide, aligning with the ″no longer enforceable nationwide″ claim.
Option 2: False. This option would claim that the FTC has not issued a rule that eliminates nationwide enforceability of noncompetes, or that such enforceability can still vary by state, exception, or contract. If the rule were not in effect nationwide, or if states still allow some noncompetes, or if the regulation allows ongoing enforceability under certain conditions, then the statement would be incorrect. Common misconceptions here include assuming a federal rule automatically overrides state laws without transition periods, exemptions, or ongoing litigation; alternatively, there might be limits on scope (e.g., only certain workers or certain industries) that would prevent a universal nationwide ban.
Now, exploring the reasoning behind why each option might be seen as true or false helps distinguish subtle details:
- Why True could be correct: If the FTC issued a binding regulation with nationwide reach that expressly prohibits noncompete agreements and provides uniform remedies, it would override inconsistent state practices and render noncompetes unenforceable across all jurisdictions under federal law. The key factors would be the regulation’s breadth, effective date, and preemption language.
- Why False could be correct: If the regulation is proposed but not yet effective, or if there are carve-outs, or if the regulation faces legal challenges, or if enforcement depends on state cooperation or separate state-level rules, then the nationwide enforceability would not be guaranteed at this moment. Additionally, even with a federal rule, some states may have alternatives or exceptions, and contract-based enforceability might persist in limited forms or under transitional provisions.
- Common misconceptions addressed: It is not always the case that a federal rule automatically makes something unenforceable everywhere without conditions, timing, or litigation outcomes. It is also a misconception to assume that federal regulation always preempts state practice without any interaction with ongoing judicial interpretation.
In summary, the statement hinges on the current status and scope of the FTC rule: if the rule is indeed issued with full nationwide effect and comprehensive prohibition, then the statement is true; if the rule is not yet effective, is limited in scope, or faces obstacles, then the statement would be false. The provided answer indicates the statement is True, so the explanation should align with understanding that a nationwide, binding FTC regulation has been issued to render noncompetes unenforceable across the country.

BUSFIN 3500 SP2025 (4686) Final Exam- Requires Respondus LockDown Browser

Because of a recently issued rule (regulation) of the Federal Trade Commission, noncompete agreements between an employer and an employee are no longer enforceable nationwide.

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