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Instead of trying to be everything to everybody, we’ve made a name for ourselves by delivering what our clients need most: in-depth, hands-on legal counsel throughout the financial services sector — and beyond.

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Throughout our history, Schulte has provided comprehensive pro bono services to local and national nonprofit organizations. Today, we serve more than 50 nonprofits and work to advance a variety of social justice causes.

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Inside the firm, we work hard to attract diverse, talented lawyers and encourage their career growth and advancement. And outside the office, we’re active in volunteer drives and local initiatives that support underrepresented groups.

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  • New York

    • 919 Third Avenue
    • New York, NY 10022
    • United States of America
      • +1 212.756.2000 Phone
      • +1 212.593.5955 Fax
  • Washington, DC

    • 555 13th Street, NW, Suite 6W
    • Washington, DC 20004
    • United States of America
      • +1 202.729.7470 Phone
      • +1 202.730.4520 Fax
  • London

    • One Eagle Place
    • London SW1Y 6AF
    • United Kingdom
      • +44 (0) 20 7081 8000 Phone
      • +44 (0) 20 7081 8010 Fax
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In a recent Attorney At Law Magazine article, Schulte Roth & Zabel partner Martin Schmelkin discussed the FTC's proposed rule, announced Jan. 5, 2023, to ban non-compete agreements, which the commission claims violate Section 5 of the Federal Trade Commission Act.

Marty commented, “I think we’re a long way away from this rule being implemented. There will be significant comments that come to the FTC, such that the proposed rule in its current form will unlikely be the final, published rule. Additionally, I think there’s going to be litigation over this rule.”

According to Marty, “[s]ince January 5, I’ve spent a lot of time with clients who were concerned when this proposed rule came out. Does this mean employers can no longer have non-competes with their employees? The short answer is no, this is still early stages, and we need to monitor developments. However, a prudent employer will now take a look at their current non-compete clauses and their restrictive covenants in general and determine if these are reasonable and enforceable.”

Read the article here.