![New York Law Firm Cuddy Feder’s 2024 Litigation Practice Newsletter](https://www.cuddyfeder.com/wp-content/uploads/2015/06/Corp-for-C.png)
January 17, 2024
![From Big Sky to the Big Apple: How Environmental Constitutionalism Could Shape New York Dockets](https://www.cuddyfeder.com/wp-content/uploads/2023/11/Glacier-National-Park.jpg)
November 13, 2023
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![Best of Westchester 2024 Law Firms](https://www.cuddyfeder.com/wp-content/uploads/2024/07/Best-of-Westchester-logo-for-website-1.jpg)
July 11, 2024
Cuddy & Feder LLP is proud to announce that we have been awarded Westchester Magazine’s "Best of Westchester 2024" in the Law Firm category. This prestigious recognition reflects our unwavering commitment to excellence and our dedication to providing exceptional legal services to the Westchester community.
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![Anthony B. Gioffre - Managing Partner](https://www.cuddyfeder.com/wp-content/uploads/2024/02/A-gioffre-updated-portrait-resized-for-web.jpg)
July 11, 2024
On Wednesday, July 17, from 2:00 to 2:30 p.m., Managing Partner Anthony B. Gioffre III will be a featured guest on the upcoming episode of NYSSA Today, the monthly webinar program presented by the New York Self Storage Association (“NYSSA”).
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![New York’s LLC Transparency Act – NYS Limited Liability Company Transparency Act](https://www.cuddyfeder.com/wp-content/uploads/2024/05/LLC-Stock-image.jpg)
May 28, 2024
The New York LLC Transparency Act has been signed into law and takes effect January 1, 2026. Each non-exempt Limited Liability Company (LLC) formed or qualified to do business in New York will be required to file a beneficial ownership disclosure (BOD) with the New York Department of State (DOS).
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![FTC Ruling on Noncompete Clauses](https://www.cuddyfeder.com/wp-content/uploads/2024/04/shutterstock_90084868.jpg)
April 26, 2024
On April 23, 2024, the Federal Trade Commission (FTC) issued a final rule banning noncompete clauses in certain employment contracts as an unfair method of competition. This rule is limited to postemployment restraints (i.e. restrictions on what the worker may do after the conclusion of the worker’s employment) and does not apply to in-term restraints (i.e. restrictions on what the worker may do during the worker’s employment).
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