The scenario is all too common: After months of searching for the right candidate and weeks negotiating duties and compensation, a company finally hires a new employee to a position that will entail work on certain government policy issues. The employee seems to be a perfect fit, but after a few days on the job, someone asks whether “revolving door” rules prohibit the employee from engaging in a specific task. That question triggers a broader review by lawyers who advise that, due to these unforeseen post-government employment restrictions, the employee is unable to perform many of the most crucial aspects of the new job. For both the company and the employee, this is an embarrassing and costly fiasco. It is therefore essential that companies who hire government officials understand the potential post-employment restrictions that may apply before the job offer is extended.
To assist companies with these reviews, Covington has published a nine-page primer with text and charts that provide an overview of the most important post-employment restrictions applicable to federal officials and employees, while highlighting similar provisions adopted by state and local governments throughout the country. We then identify a number of steps private employers can take to ensure their newest hires are ready and able to hit the ground running on their first day in the office.