Online Community

ASA Central

A dynamic online community for ASA members to exchange ideas and best practices, and connect with industry peers in their sector. Visit the site ›
Find Goods & Services

ASA Marketplace

This powerful online resource enables staffing companies to find and access industry supplier information, products and services. Visit the site ›
Daily Publication

Staffing Today Newsletter

Your #1 daily source for news about the workforce industry. With versions available to members and nonmembers. Visit the site ›
Health Care Reform

Affordable Care Act Resources for Staffing

Up-to-date news, resources, interactive tools, and more—all focused on helping ASA members comply with the ACA. Visit the site ›
Advertisers & Exhibitors

Staffing Industry Suppliers

ASA has numerous and diverse marketing opportunities available to help you reach the rapidly growing staffing industry. Visit the site ›
Exclusive Products

ASA Store

From certification packages and study guides to marketing tools and data reports, ASA resources add value to your business. Visit the site ›

Eleventh Circuit Holds That a Franchisor and Its Franchisees May Violate Sherman Act by Entering Into No-Hire Agreements

The U.S. Court of Appeals for the 11th Circuit recently held that a franchisor and its franchisees engage in concerted action for purposes of Section 1 of the Sherman Act when they enter into “no-hire” agreements. In Arrington v. Burger King Worldwide Inc., the 11th Circuit relied extensively on Burger King’s standard franchise agreement. The court reasoned that “each franchisee is an independent center of decision making as to hiring or employment agreements.” In concluding that Burger King and its franchisees are each independent actors, the 11th Circuit’s decision largely focused on the existence of competition between the franchisees themselves.

The 11th Circuit’s decision in Arrington may signal that courts are becoming increasingly willing to scrutinize alleged restraints on labor markets. There has been an uptick in recent years in challenges to no-poach agreements by enforcement agencies and class-action plaintiffs. Employers should continue to be mindful of the potential antitrust risk involved in no-poach agreements, communications with competitors about wages or terms of compensation, and noncompete agreements.