1. Short title This Act may be cited as the Workforce Mobility Act of 2018 . 2. Prohibiting covenants not to compete (a) In general No employer shall enter into, enforce, or threaten to enforce a covenant not to compete with any employee of such employer, who in any workweek is engaged in commerce or in the production of goods for commerce (or is employed in an enterprise engaged in commerce or in the production of goods for commerce). (b) Notice An employer who employs any employee, who in any workweek is engaged in commerce or in the production of goods for commerce (or is employed in an enterprise engaged in commerce or in the production of goods for commerce), shall post notice of the provisions of this Act in a conspicuous place on the premises of such employer. 3. Department of Labor enforcement (a) In general The Secretary shall receive, investigate, attempt to resolve, and enforce a complaint of a violation of section 2 in the same manner that the Secretary receives, investigates, and attempts to resolve a complaint of a violation of section 6 or 7 of the Fair Labor Standards Act of 1938 ( 29 U.S.C. 206 and 207), subject to subsection (b). (b) Civil fine The Secretary shall impose a civil fine— (1) with respect to any employer who violates section 2(a), in an amount not to exceed $5,000 for— (A) each employee aggrieved by such violation; and (B) for each week the employer is in violation of such section; and (2) with respect to any employer who violates section 2(b), in an amount not to exceed $5,000 for each week the employer is in violation of such section. 4. Private right of action (a) In general An employee who is aggrieved by a violation of section 2 may bring a civil action in an appropriate district court of the United States. (b) Relief In a civil action under subsection (a), a court may award— (1) any actual damages sustained by the employee as a result of the violation; (2) such amount of punitive damages as the court may allow