Featured Stories
Skanska Celebrates Grand Opening of UTSA Basketball & Volleyball Training Center
NEW YORK, Oct. 17 -- Skanska, a construction and development company, issued the following news release:
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Skanska celebrates grand opening of UTSA Basketball & Volleyball Training Center
10/17/2026
Skanska has completed a new $35 million Basketball & Volleyball Training Center designed to elevate the student-athlete experience at UTSA.
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SAN ANTONIO, TX-- Skanska, one of the world's leading construction and development firms, joined The University of Texas at San Antonio (UTSA) in celebrating the completion of the new Basketball & Volleyball Training Center (BVTC), a $35 million, approximately
... Show Full Article
NEW YORK, Oct. 17 -- Skanska, a construction and development company, issued the following news release:
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Skanska celebrates grand opening of UTSA Basketball & Volleyball Training Center
10/17/2026
Skanska has completed a new $35 million Basketball & Volleyball Training Center designed to elevate the student-athlete experience at UTSA.
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SAN ANTONIO, TX-- Skanska, one of the world's leading construction and development firms, joined The University of Texas at San Antonio (UTSA) in celebrating the completion of the new Basketball & Volleyball Training Center (BVTC), a $35 million, approximately52,000-SF basketball and volleyball training facility located on the university's main campus.
Located adjacent to the Roadrunner Athletics Center of Excellence, the two-story facility serves as the daily home for UTSA's men's and women's basketball and volleyball programs. The BVTC features two full-sized NCAA practice courts, dedicated locker rooms with showers, film review rooms, team lounges, coaches' offices, and team meeting spaces. Shared amenities include a weight room, hydrotherapy and sports medicine space, and equipment and laundry facilities.
The facility represents a significant investment in the future of Roadrunner Athletics, supporting student-athlete performance, recruitment and long-term program growth. It also reflects UTSA's continued commitment to enhancing the campus experience and expanding opportunities for its students.
"UTSA continues to make meaningful investments in its students, campus and athletics programs," said Matt McCaffrey, vice president and account manager with Skanska USA Building San Antonio. "We are proud to have partnered with UTSA to deliver a facility that strengthens the student-athlete experience and supports the continued growth of Roadrunner Athletics."
Construction took place on an active campus adjacent to existing athletic facilities, requiring careful coordination to maintain access and minimize disruption to students, student-athletes and university operations throughout the project.
The BVTC is expected to play a key role in the student-athlete's collegiate career.
"The Basketball & Volleyball Training Center is a difference-maker for our basketball and volleyball student-athletes, who now have 24-hour access to practice courts in addition to state-of-the-art locker rooms, team lounges and strength & conditioning facilities," UTSA Vice President for Intercollegiate Athletics Lisa Campos said. "I want to thank Skanska, Populous, [UTSA President] Dr. [Tylor] Eighmy, the City of San Antonio, Bexar County and the many donors who have come together to support making this facility a reality."
The BVTC broke ground in December 2024 and was designed by Populous. The project was made possible through a collaborative investment that included support from UTSA, the City of San Antonio and Bexar County.
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Original text here: https://www.skanska.com/us/en/media/press-releases/2026/skanska-celebrates-grand-opening-of--utsa-basketball--volleyball-training-center
[Category: BizConstruction]
Littler: New York City Commission on Human Rights Adopts Final Rules Implementing Amendments to Fair Chance Act
SAN FRANCISCO, California, Oct. 17 -- Littler, a law firm, issued the following news:
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New York City Commission on Human Rights Adopts Final Rules Implementing Amendments to Fair Chance Act
By Stephen A. Fuchs and Christine McDaniel Novak
October 16, 2026
At a Glance
* New York City's Commission on Human Rights adopted amended Fair Chance Act rules effective October 30, 2026.
* Most changes conform the Fair Chance Act regulations to statutory amendments that took effect in 2021 and prior Commission guidance, while clarifying employer procedures, identifying per se violations, and eliminating
... Show Full Article
SAN FRANCISCO, California, Oct. 17 -- Littler, a law firm, issued the following news:
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New York City Commission on Human Rights Adopts Final Rules Implementing Amendments to Fair Chance Act
By Stephen A. Fuchs and Christine McDaniel Novak
October 16, 2026
At a Glance
* New York City's Commission on Human Rights adopted amended Fair Chance Act rules effective October 30, 2026.
* Most changes conform the Fair Chance Act regulations to statutory amendments that took effect in 2021 and prior Commission guidance, while clarifying employer procedures, identifying per se violations, and eliminatingthe early resolution process for Commission-initiated complaints.
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On October 7, 2026, the New York City Commission on Human Rights issued final notice of its adoption of rules promulgated pursuant to the New York City Fair Chance Act./1 The Fair Chance Act, enacted in 2015 and amended in 2020, prohibits most employers from inquiring about an applicant's criminal history before making a conditional job offer. It also requires employers to follow specific procedures when considering an applicant or employee's criminal history, including providing a written individualized assessment, the "Fair Chance Act Notice," to the individual and an opportunity to respond prior to any adverse action. The new rules take effect October 30, 2026.
The updated rules respond to statutory changes to the Fair Chance Act that took effect in July 2021 and codify or clarify standards previously reflected in the Commission's Fair Chance Act Enforcement Guidance posted in July 2021. While the amendments to the rules do not impose new substantive obligations on employers, they significantly identify per se violations and eliminate the Commission's early resolution procedure for Fair Chance Act complaints.
Key Definitions and Fair Chance Analysis
Incorporating existing statutory requirements, the amended rules revise the definition of "conditional offer of employment" to mirror existing law and codify that a conditional offer of employment, promotion, or transfer may not be revoked except based upon 1) a criminal background check conducted in accordance with the New York City Human Rights Law, 2) a medical examination permitted by the Americans with Disabilities Act, or 3) information the employer could not reasonably have known before making the offer that would have caused the employer not to make the offer in the first place regardless of the criminal background check result.
By codifying the "two-tiered" process that requires clearance of an applicant's non-criminal history before a conditional offer and before any inquiry regarding an applicant's criminal history, the amended rules do not respond to employer concerns about the impracticality and inherent delays of this approach.
The amended rules also update these other key definitions:
* "Non-conviction" now applies specifically to adjournments in contemplation of dismissal (ACDs), terminations in favor of the individual, youthful offender adjudications, violations even if unsealed, specified sealed convictions, and comparable federal or out-of-state dispositions.
* "Pending case" now specifically includes any criminal accusation or arrest based on a criminal accusation that has not yet resulted in a conviction under specified state law or a comparable status in other jurisdictions if the matter has not yet been adjudicated to a verdict, resulted in a plea or been dismissed at the time of the Fair Chance Employment Analysis that must be conducted by an employer prior to taking adverse action based on an employee or applicant's criminal history. The definition clarifies that an ACD is a non-conviction and is not a pending case unless the ACD order has been revoked and the case restored for prosecution before the employer conducts the Fair Chance Employment Analysis.
Fair Chance Employment Process
Conforming the rules to existing law, the updated rules increase the minimum response period for applicants from three to five business days of receipt of the Fair Chance Act Notice by the candidate or employee, codifying the minimum five-business-day response period for employees previously reflected in Commission guidance.
Unpaid Leave Pending Investigation
While existing law allows an employer to place an employee on unpaid leave for a reasonable period while conducting the individualized assessment required by the Fair Chance Act when considering a pending case or conviction that occurred during employment, the amended rules further establish a rebuttable presumption that a reasonable period will not exceed five business days. This means that if an employee is suspended for more than five business days during the Fair Chance Act Process, this will be presumed to constitute an adverse action.
Timely Response
Codifying existing Commission guidance, the amended rules also require employers to consider information that the individual submits and to notify the individual in writing and in a timely manner if, after reviewing that information, the employer decides not to hire the applicant or to take adverse employment action against the employee.
Intentional Misrepresentation Process Clarified
The amended rules further clarify the treatment of alleged intentional misrepresentations, largely codifying existing law and Commission guidance. Before taking adverse action for a misrepresentation, an employer must provide the individual with the information supporting its determination, allow the individual at least five business days from receipt of notice to respond, and consider the response. A discrepancy between a criminal background check and self-reported criminal history does not necessarily establish an intentional misrepresentation.
Direct Relationship and Unreasonable Risk
Consistent with prior Commission guidance, the amended rules clarify the standard for determining direct relationship and unreasonable risk under the Fair Chance Employment Analysis. The direct relationship exception requires the employer first to identify a direct connection between the conduct underlying the conviction or pending case and specific job duties and responsibilities. If such a connection exists, the employer must consider all relevant Fair Chance Act factors to determine whether the concerns presented by the relationship have been mitigated.
To claim the unreasonable risk exception, the employer must apply the New York City Fair Chance employment factors, which are articulated in the statute, to determine if the risk exists. The amended rules clarify that a conviction or pending case alone generally does not establish an unreasonable risk, and the seriousness of an offense alone (which tends to be an employer's primary consideration) is not dispositive without consideration of the other applicable factors.
Pre-Hire Information and Per Se Violations
The amended rules expressly permit job advertisements and other employment materials to encourage individuals with criminal records to apply and permit employers to respond when applicants ask whether criminal history checks are conducted.
The amended rules also identify conduct that constitutes a per se violation of the Fair Chance requirements. For example, using employment forms or applications that request or refer to criminal history before making a conditional offer constitutes a per se violation even if the materials contain a disclaimer or instruct applicants to skip the criminal history questions, unless another federal, state, or local law requires the language.
In addition, the amended rules expressly make it a per se violation to fail to conduct a new Fair Chance Employment Analysis before adverse action after an applicant or employee identifies a material error in the criminal history used in the analysis. Conducting a new analysis applying the Fair Chance Act factors when a deficiency has been noted can be a way for employers to mitigate any deficiencies in their initial review.
Exemptions
The amended rules add detail on exemptions for laws requiring criminal background checks or employment bars, largely codifying prior Commission guidance. A mandatory bar exemption allows employers to disqualify employees without a Fair Chance Act review only based on criminal offenses that the applicable law considers disqualifying for the specific role (for example, crimes of dishonesty and certain positions in banks). Other adverse actions not required by the legal mandate remain subject to the Fair Chance Employment Process. While an employer may conduct a criminal background check before the conditional offer of employment when required by law, if the law does not require adverse action, the employer must complete the remaining applicable Fair Chance steps before taking adverse action.
The amended rules also reflect prior guidance providing that an employer generally may not state that a background check is required in a job advertisement unless another law explicitly requires such a statement.
Enforcement
Unlike many of the changes discussed above, the amended rules make a direct change to the existing regulatory enforcement framework by eliminating the Commission's early resolution process for Commission-initiated Fair Chance complaints. The former regulatory provisions establishing the procedure and its penalty schedule are deleted. The Commission explains that the change is intended to make enforcement of Fair Chance Employment protections consistent with other Human Rights Law protections now that the law has been in effect for a significant period.
Action Items for Employers
In light of the amended rules, employers can consider taking the following steps:
* Review and revise, as needed, existing criminal history and background check processes, forms and screening procedures for compliance with the amended rules.
* Update, as needed, Fair Chance procedures for response periods, review of supplemental or corrected criminal history information, and final adverse action decisions.
* Conduct direct training of those personnel responsible for hiring, background check adjudication and criminal history review on the clarified direct relationship, unreasonable risk, and intentional misrepresentation standards.
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See Footnotes
1/ N.Y.C. Admin Code Sec.8-102 and 8-107(11) et seq.
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Authors
Stephen A. Fuchs
Shareholder
New York
sfuchs@littler.com
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Christine McDaniel Novak
Knowledge Management Counsel
cnovak@littler.com
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Original text here: https://www.littler.com/news-analysis/asap/new-york-city-commission-human-rights-adopts-final-rules-implementing-amendments
[Category: BizLaw/Legal]
Hooper, Lundy and Bookman: Honoring Anastacia Giron-Tupas
LOS ANGELES, California, Oct. 17 -- Hooper, Lundy and Bookman, a law firm, issued the following news:
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Honoring Anastacia Giron-Tupas
10.15.26
In recognition of Filipino American History Month (FAHM), HLB honors Anastacia Giron-Tupas (1890-1972), a nursing, public health, and education leader whose work to advance the nursing profession had profound impacts on the United States and worldwide.
Giron-Tupas graduated from the Philippine General Hospital (PGH) School of Nursing in 1912 and studied public health nursing at the University of Pennsylvania. During her nursing experience at the
... Show Full Article
LOS ANGELES, California, Oct. 17 -- Hooper, Lundy and Bookman, a law firm, issued the following news:
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Honoring Anastacia Giron-Tupas
10.15.26
In recognition of Filipino American History Month (FAHM), HLB honors Anastacia Giron-Tupas (1890-1972), a nursing, public health, and education leader whose work to advance the nursing profession had profound impacts on the United States and worldwide.
Giron-Tupas graduated from the Philippine General Hospital (PGH) School of Nursing in 1912 and studied public health nursing at the University of Pennsylvania. During her nursing experience at theNew England Hospital for Women and Children in Boston and other facilities across the United States, she received mentorship from Jane Delano, the founder of the American Red Cross Nursing Service.
In 1917, she became the first Filipino to serve as chief nurse and superintendent of the PGH School of Nursing, reflecting her ability to foster strong relationships and collaboration across cultures. She later co-established and served as the director of the Philippines' first postgraduate public health nursing program at PGH.
She expanded to public policy work after joining a health care committee that helped advance the Philippines' first law regulating the nursing profession. In 1922, she founded the Filipino Nurses Association, now the Philippine Nurses Association, which continues to support and advocate for Filipino nurses nationally and globally. She has received numerous honors for her enduring contributions, including the Anastacia Giron-Tupas Award, created in her memory to celebrate excellence in nursing.
Learn more about Anastacia Giron-Tupas here (https://ojin.nursingworld.org/table-of-contents/volume-25-2020/number-2-may-2020/beyond-western-expectations-filipina-nurse-leaders-anastacia-giron-tupas-and-julita-villaruel-sot/).
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Original text here: https://hooperlundy.com/honoring-anastacia-giron-tupas/
[Category: BizLaw/Legal]
Hooper, Lundy and Bookman: Charles Oppenheim To Speak at HCCA Healthcare Enforcement Compliance Conference
LOS ANGELES, California, Oct. 17 -- Hooper, Lundy and Bookman, a law firm, issued the following news:
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Charles Oppenheim To Speak at HCCA Healthcare Enforcement Compliance Conference
10.16.26
Charles Oppenheim will present "Stark, Anti-kickback and EKRA Developments," on October 27, 2026, for Health Care Compliance Association (HCCA)'s Healthcare Enforcement Compliance Conference.
This session will cover:
* The differences between the requirements of Stark, Anti-Kickback Statute, and EKRA
* Recent regulatory and enforcement updates to compliance risk assessments
* Common pitfalls that
... Show Full Article
LOS ANGELES, California, Oct. 17 -- Hooper, Lundy and Bookman, a law firm, issued the following news:
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Charles Oppenheim To Speak at HCCA Healthcare Enforcement Compliance Conference
10.16.26
Charles Oppenheim will present "Stark, Anti-kickback and EKRA Developments," on October 27, 2026, for Health Care Compliance Association (HCCA)'s Healthcare Enforcement Compliance Conference.
This session will cover:
* The differences between the requirements of Stark, Anti-Kickback Statute, and EKRA
* Recent regulatory and enforcement updates to compliance risk assessments
* Common pitfalls thatlead to violations under these statutes
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Professional
Charles B. Oppenheim
Partner
Los Angeles & San Francisco
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Original text here: https://hooperlundy.com/charles-oppenheim-to-speak-at-hcca-healthcare-enforcement-compliance-conference/
[Category: BizLaw/Legal]
Fisher Phillips Issues Insight: Louisiana's New Living Donor Paid Leave Requirements Are Here - What Your Business Should Know
ATLANTA, Georgia, Oct. 17 -- Fisher Phillips, a law firm, issued the following Insight:
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Louisiana's New Living Donor Paid Leave Requirements Are Here: What Your Business Should Know
Oct 16, 2026
Most employers operating in Louisiana must comply with new paid leave requirements for employees who provide organ or bone marrow donations, under a law that went into effect August 1. Louisiana's Living Donor Paid Leave Protection Act creates new leave protections, but it does not repeal or amend Louisiana's existing bone-marrow donor statute enacted in 1992. This Insight will cover the overlapping
... Show Full Article
ATLANTA, Georgia, Oct. 17 -- Fisher Phillips, a law firm, issued the following Insight:
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Louisiana's New Living Donor Paid Leave Requirements Are Here: What Your Business Should Know
Oct 16, 2026
Most employers operating in Louisiana must comply with new paid leave requirements for employees who provide organ or bone marrow donations, under a law that went into effect August 1. Louisiana's Living Donor Paid Leave Protection Act creates new leave protections, but it does not repeal or amend Louisiana's existing bone-marrow donor statute enacted in 1992. This Insight will cover the overlappingleave laws and how you can stay in compliance with both. Here's everything you need to know and four steps to help you stay ahead.
Background on Existing Law
Louisiana's current Bone Marrow Law of 1992 remains in effect despite the new Living Donor Paid Leave Protection Act. The 1992 law generally requires an employer to provide paid leave for an employee undergoing a medical procedure to donate bone marrow when:
* The employer has 20 or more employees at one site; and
* The employee works for hire (as opposed to volunteering) and averages at least 20 hours per week.
Eligible employees may receive up to 40 work hours, unless the employer agrees to more. Employers may require a physician's verification of the requested leave's purpose and length. Paid leave already taken is not forfeited if the employee is later found medically ineligible to donate. The statute also bars retaliation for requesting or taking leave and preserves the employee's other benefits.
New Requirements
Both state and private employers in Louisiana are covered by the new Living Donor Paid Leave Protection Act, but their obligations differ.
Private Employers
A Private Employer is defined as a business entity with one or more employees, and must grant unpaid leave to an employee who requests in writing a leave of absence to serve as an organ or bone-marrow donor.
The statute permits, but does not require, a private employer to provide paid leave or a longer leave period. The new law requires the leave to be "equal to the time requested by the employee or thirty consecutive calendar days."
It's unclear if this means a maximum of 30 days or the greater of those periods. Until legislative clarification, agency guidance, or judicial interpretation is available, private employers should avoid reading the foregoing provision narrowly without advice of counsel and should use a written leave process that captures the precise period requested.
Public Employers
Covered state employers must grant an eligible employee paid leave to undergo a procedure to donate a human organ. The leave may not exceed 30 consecutive calendar days beginning the day after the organ-donation surgery. It covers donation of all or part of a liver, pancreas, kidney, intestine, lung, or bone marrow. The leave runs concurrently with unpaid FMLA leave, is in addition to accrued sick, annual, and military leave, and has no cash value upon termination. The statute excludes political subdivisions, institutions of higher education, courts, and the legislature.
Where the Old and New Statutes Overlap
The recent Living Donor Paid Leave Protection Act does not amend or repeal the prior Bone Marrow Law of 1992. This is particularly important for private employers with 20 or more employees who are subject to the 1992 law. A qualifying bone-marrow donor remains entitled to paid leave under the existing law even though the new private-employer rule describes the new organ-donor leave as unpaid.
The new law covers a broader set of employers (those with at least one employee) and more types of organ donation, in addition to marrow donation. For a kidney, liver, pancreas, intestine, or lung donor, the new law provides unpaid leave unless the employer's own policy or other requirements offer paid leave.
Practical Point: The new law shouldn't be considered a green light to convert existing paid marrow-leave entitlement into unpaid leave.
More Questions Remain
While the statute defines "employee" by referencing full-time state agency workers with 12 months of service, the statute's private-employer provision refers to an "employee" without a separate definition. We are monitoring the legislature and case law for clarification and would recommend private employers avoid denying an employee's written leave request on the issue of "employee" classification alone. Reach out to your attorney before taking action.
4 Steps to Consider Taking Now
1. Update Leave Policies. If you are subject to Louisiana's 1992 law, ensure you preserve the existing paid marrow-leave entitlement in your policies. Be careful not to characterize every donor leave as unpaid, given the overlapping requirements for bone marrow.
2. Establish a Written Request Process. Private employers should document requested dates and supporting information. And state agencies should be able to track the post-surgery leave period and FMLA coordination.
3. Train HR Staff and Managers. Both statutes prohibit retaliation. Apply documentation requirements consistently and protect medical information.
4. Monitor Guidance. Review policies as legislative or agency clarification resolves the new act's private-sector eligibility and duration language.
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Related People
David J. Creighton
Associate
dcreighton@fisherphillips.com
504/310-3815
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Edward F. Harold
Regional Managing Partner
eharold@fisherphillips.com
504/592-3801
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Original text here: https://www.fisherphillips.com/en/insights/insights/louisianas-new-living-donor-paid-leave-requirements-are-here
[Category: BizLaw/Legal]
Dow Declares Quarterly Dividend of 35 Cents Per Share
MIDLAND, Michigan, Oct. 17 -- Dow, a materials science company that says it serves customers in high-growth markets such as packaging, infrastructure, mobility and consumer applications, issued the following news release:
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Dow declares quarterly dividend of 35 cents per share
MIDLAND, Mich., Oct. 15, 2026 -- Dow (NYSE: DOW) has declared a dividend of 35 cents per share, payable December 11, 2026, to shareholders of record on November 30, 2026.
This marks the 461st consecutive dividend paid by the Company or its affiliates since 1912.
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About Dow
Dow (NYSE: DOW) is one of the world's
... Show Full Article
MIDLAND, Michigan, Oct. 17 -- Dow, a materials science company that says it serves customers in high-growth markets such as packaging, infrastructure, mobility and consumer applications, issued the following news release:
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Dow declares quarterly dividend of 35 cents per share
MIDLAND, Mich., Oct. 15, 2026 -- Dow (NYSE: DOW) has declared a dividend of 35 cents per share, payable December 11, 2026, to shareholders of record on November 30, 2026.
This marks the 461st consecutive dividend paid by the Company or its affiliates since 1912.
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About Dow
Dow (NYSE: DOW) is one of the world'sleading materials science companies, serving customers in high-growth markets such as packaging, infrastructure, mobility and consumer applications. Our global breadth, asset integration and scale, customer-focused innovation and leading business positions enable us to achieve profitable growth and help deliver a sustainable future. We operate manufacturing sites in 29 countries and employed approximately 34,600 people as of year-end 2025. Dow delivered sales of approximately $40 billion in 2025. References to Dow or the Company mean Dow Inc. and its subsidiaries. Learn more about us at www.dow.comopens in a new tab.
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Cautionary Statement about Forward-Looking Statements
Certain statements in this press release are "forward-looking statements" within the meaning of the federal securities laws, including Section 27A of the Securities Act of 1933, as amended, and Section 21E of the Securities Exchange Act of 1934, as amended. Such statements often address expected future business and financial performance, financial condition, and other matters, and often contain words or phrases such as "anticipate," "believe," "could," "estimate," "expect," "intend," "may," "opportunity," "outlook," "plan," "project," "seek," "should," "strategy," "target," "will," "will be," "will continue," "will likely result," "would" and similar expressions, and variations or negatives of these words or phrases.
Forward-looking statements are based on current assumptions and expectations of future events that are subject to risks, uncertainties and other factors that are beyond Dow's control, which may cause actual results to differ materially from those projected, anticipated or implied in the forward-looking statements and speak only as of the date the statements were made. These factors include, but are not limited to: sales of Dow's products; Dow's expenses, future revenues and profitability; any supply chain, operational or other disruptions, sanctions, export restrictions, or increased economic uncertainty related to the ongoing conflicts between Russia and Ukraine and in the Middle East; capital requirements and need for and availability of financing; unexpected barriers in the development of technology, including with respect to Dow's contemplated capital and operating projects; Dow's ability to realize its commitment to carbon neutrality on the contemplated timeframe, including the completion and success of its integrated ethylene cracker and derivatives facility in Alberta, Canada; size of the markets for Dow's products and services and ability to compete in such markets; Dow's ability to develop and market new products and optimally manage product life cycles; the rate and degree of market acceptance of Dow's products; significant litigation and environmental matters and related contingencies and unexpected expenses; the success of competing technologies that are or may become available; the ability to protect Dow's intellectual property in the United States and abroad; Dow's ability to realize expected benefits from Transform to Outperform on the contemplated timeframe; developments related to contemplated restructuring activities and proposed divestitures or acquisitions such as workforce reduction, manufacturing facility and/or asset closure and related exit and disposal activities, and the benefits and costs associated with each of the foregoing; fluctuations in energy and raw material prices; management of process safety and product stewardship; changes in relationships with Dow's significant customers and suppliers; changes in public sentiment and political leadership; increased concerns about plastics in the environment and lack of a circular economy for plastics at scale; changes in consumer preferences and demand; changes in laws and regulations, political conditions, tariffs and trade policies, or industry development; global economic and capital markets conditions, such as inflation, market uncertainty, interest and currency exchange rates, and equity and commodity prices; business, logistics and supply disruptions; security threats, such as acts of sabotage, terrorism or war, including the ongoing conflicts between Russia and Ukraine and in the Middle East; weather events and natural disasters; disruptions in Dow's information technology networks and systems, including the impact of cyberattacks; risks related to Dow's separation from DowDuPont Inc. such as Dow's obligation to indemnify DuPont de Nemours, Inc. and/or Corteva, Inc. for certain liabilities; and any global and regional economic impacts of a pandemic or other public health-related risks and events on Dow's business.
Where, in any forward-looking statement, an expectation or belief as to future results or events is expressed, such expectation or belief is based on the current plans and expectations of management and expressed in good faith and believed to have a reasonable basis, but there can be no assurance that the expectation or belief will result or be achieved or accomplished. A detailed discussion of principal risks and uncertainties which may cause actual results and events to differ materially from such forward-looking statements is included in the section titled "Risk Factors" contained in the Company's Annual Report on Form 10-K for the year ended December 31, 2025, and the Company's subsequent reports filed with the U.S. Securities and Exchange Commission. These are not the only risks and uncertainties that Dow faces. There may be other risks and uncertainties that Dow is unable to identify at this time or that Dow does not currently expect to have a material impact on its business. If any of those risks or uncertainties develops into an actual event, it could have a material adverse effect on Dow's business. Dow Inc. and The Dow Chemical Company and its consolidated subsidiaries assume no obligation to update or revise publicly any forward-looking statements whether because of new information, future events, or otherwise, except as required by securities and other applicable laws.
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Original text here: https://corporate.dow.com/en-us/news/press-releases/dow-declares-quarterly-dividend-of-35-cents-per-share3.html
[Category: BizLaboratory Sciences]
Cooley: Litigator of the Week Runners-Up and Shout-Outs
PALO ALTO, California, Oct. 17 -- Cooley, a law firm, issued the following news release:
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Litigator of the Week Runners-Up and Shout-Outs
The American Lawyer's Litigation Daily
October 16, 2026
A Cooley patent litigation team earned a runner-up spot on The American Lawyer's Litigator of the Week Runners-Up and Shout-Outs list for securing a defense win for Box Inc., a cloud storage and file sharing company, in a long-running dispute involving file synchronization technology.
US District Judge Jacqueline Scott Corley granted Box summary judgment of noninfringement on the remaining four
... Show Full Article
PALO ALTO, California, Oct. 17 -- Cooley, a law firm, issued the following news release:
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Litigator of the Week Runners-Up and Shout-Outs
The American Lawyer's Litigation Daily
October 16, 2026
A Cooley patent litigation team earned a runner-up spot on The American Lawyer's Litigator of the Week Runners-Up and Shout-Outs list for securing a defense win for Box Inc., a cloud storage and file sharing company, in a long-running dispute involving file synchronization technology.
US District Judge Jacqueline Scott Corley granted Box summary judgment of noninfringement on the remaining fourpatents after the Patent Trial and Appeal Board previously invalidated the asserted claims of two other patents, a decision upheld by the Federal Circuit earlier this year.
The Cooley team was led by partners Heidi Keefe, Lowell Mead and Reuben Chen, and associates Sam Whitt and HanByul Chang.
Read the article (subscription required) (https://www.law.com/litigationdaily/2026/10/16/litigator-of-the-week-runners-up-and-shout-outs/)
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About Cooley LLP
Clients partner with Cooley on transformative deals, complex IP and regulatory matters, and high-stakes litigation.
Cooley has nearly 1,400 lawyers across 19 offices in the United States, Asia and Europe, and a total workforce of more than 3,000 people.
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Original text here: https://www.cooley.com/news/coverage/2026/2026-10-16-litigator-of-the-week-runners-up-and-shout-outs
[Category: BizLaw/Legal]
