The 2026 Business Trends Survey is Now Open for Participation!

MEA has partnered with the Employer Associations of America (EAA) to conduct the 2026 National Business Trends Survey, to study local, regional, and national business trends for 2025 and 2026. The survey reflects actual and projected business trends, including organizational challenges, staffing/hiring, retention, and pay strategies. This year includes questions regarding tariffs, remote and hybrid work measures, and A.I. technology. Last year, top executives from 1,024 organizations participated in the survey, representing all 50 states and 12 employer associations.

The 2026 survey consists of approximately 30 multiple choice questions and is estimated to take 10-15 minutes to complete. To complete the survey on behalf of your organization, please click here.

The deadline for submitting responses is October 3rd, 2025. As a participant of the survey, you receive the report.

Kevin Robins, CEO

COMPLIANCE UPDATE

Addressing Political Speech in the Workplace: Guidance for Employers Following the Death of Charlie Kirk

With the recent death of conservative activist Charlie Kirk, political discussions are taking place at family gatherings, on social media, and even at work. In the office or on the manufacturing floor, those discussions can result in lost employee productivity, lessened attention to customer service, and decreased focus as workers discuss, advocate or even argue about their opinions. While the freedom of speech guaranteed by the United States Constitution applies to government censorship of speech, private employers generally are not constrained by the First Amendment. As a result, most private employers can assert control of the workplace by limiting or banning political speech entirely, particularly when there is a legitimate business reason for doing so, such as worker distraction. As with any other workplace rule, however, employers should be careful to implement and enforce any political discussion ban in an even-handed, non-discriminatory manner.

Read Alert>>

BLOG

Compensation and Total Rewards Alignment in ESOP Organizations: Navigating the Complexity of Employee-Owned Enterprises

Traditional compensation strategies simply don't work in ESOP companies. While conventional businesses focus on market benchmarking and cash rewards, employee-owned companies must navigate far more complex territory:

• Balancing cash competitiveness with long-term ownership value
• Managing repurchase obligations that impact compensation budgets
• Retaining high performers within broad-based ownership structures
• Educating employees when ownership benefits aren't immediately tangible

When compensation alignment fails in an ESOP, the consequences extend beyond typical retention challenges. The organizations that master this complexity don't just retain talent, they create sustainable competitive advantages.

Is your compensation strategy working with or against your ownership structure? Find out how to navigate the complexity of compensation in Employee-Owned Enterprises!

DIRECTOR UPDATE

FTC Drops Appeals – Noncompete Ban Permanently Vacated

On September 5, 2025, the Federal Trade Commission (FTC) officially withdrew its appeals in two court cases challenging its 2024 final rule that would have banned most employer noncompete agreements. With the FTC’s appeals dismissed, the previously proposed nationwide ban on noncompetes will not take effect.

What Happened

• The FTC’s Rule (May 2024): The rule would have prohibited most noncompete agreements, required employers to notify employees that existing agreements would not be enforced, and preempted less restrictive state laws.
• Court Challenges: Ryan LLC v. FTC (Texas) – On August 20, 2025, a federal court permanently blocked the ban, finding that the FTC exceeded its authority and acted arbitrarily. This ruling applied nationwide. Properties of the Villages v. FTC (Florida) – On August 15, 2025, another federal court issued a narrower ruling, blocking enforcement only against the plaintiff.
• FTC Appeals: The FTC appealed both cases in 2024, while President Biden was still in office. As of September 5, 2025, the FTC voted to dismiss those appeals, leaving the Texas ruling in place and the ban permanently vacated.

What This Means for Employers

• The federal noncompete ban is no longer moving forward. Employers can continue to rely on state and local laws when evaluating the enforceability of noncompete agreements.
• Uncertainty is reduced. With the FTC dropping its appeals, employers have clearer guidance that the federal ban will not take effect.
• Compliance still matters. The FTC has stated it will continue to challenge “unlawful” noncompetes on a case-by-case basis. Employers should: Review existing agreements for compliance with applicable state laws. Monitor state-level developments, as many states are moving toward restricting or banning noncompetes. Consider whether less restrictive alternatives (such as nondisclosure or nonsolicitation agreements) may better serve business needs while reducing risk.

Amy McAndrew, Director of Legal & Compliance Services

New Member Spotlights

We’re excited to welcome these newest organizations to the MEA community—with leaders who recognized the value of gaining expert HR support, resources, and connections to help their businesses thrive.

• Degler Whiting, Inc.
• Livingston Street Capital, LLC
• SteelForce Packaging
• North Whitehall Township

Interested in join a growing community of organizations leveraging MEA’s resources and expertise? Reach out today to schedule a consultation and learn how MEA can support your organization.