Businesses
Here's a look at documents from U.S. and international businesses
Featured Stories
UCLA Physicians Recognized for Their Achievements in Urology
LOS ANGELES, California, June 13 -- The UCLA Health Jonsson Comprehensive Cancer Center issued the following news release:
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UCLA physicians recognized for their achievements in urology
Dr. Robert Reiter and Dr. Nima Nassiri have been named recipients of the 2026 Research Awards of Distinction by the Urology Care Foundation and the American Urological Association.
Reiter, chief of the division of urologic oncology at the David Geffen School of Medicine at UCLA and member of the UCLA Jonsson Comprehensive Cancer Center, received the Richard D. Williams, MD Prostate Cancer Research Excellence
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LOS ANGELES, California, June 13 -- The UCLA Health Jonsson Comprehensive Cancer Center issued the following news release:
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UCLA physicians recognized for their achievements in urology
Dr. Robert Reiter and Dr. Nima Nassiri have been named recipients of the 2026 Research Awards of Distinction by the Urology Care Foundation and the American Urological Association.
Reiter, chief of the division of urologic oncology at the David Geffen School of Medicine at UCLA and member of the UCLA Jonsson Comprehensive Cancer Center, received the Richard D. Williams, MD Prostate Cancer Research ExcellenceAward for lifetime contributions to prostate cancer research.
In addition to surgical management of prostate cancer, Reiter has expertise in focal therapy to treat select individuals, MRI-guided biopsies to diagnose prostate cancer and all forms of medical therapy.
"It is truly a great honor to have been nominated for and been awarded the Richard D. Williams Prostate Cancer Research Excellence Award," said Reiter, who is also UCLA's Bing Professor of Urologic Research and director of the prostate cancer program. "Dr. Williams was an inspirational leader who believed in the critical importance of research to advance our understanding and management of this common and oftentimes lethal disease."
Nassiri, assistant professor of urology at the Geffen School of Medicine and director of the bladder transplant program, received the Outstanding Graduate Scholar Award. His clinical interests include general urology, adult and pediatric kidney transplantation, renovascular surgery and robotic kidney transplantation.
"I am honored to have been selected as an Outstanding Graduate Scholar," Nassiri said. "The RSA [research scholar award] provided critical early funding support that helped launch my research initiatives and, importantly, fostered confidence in the work I aimed to pursue."
The awards support cutting-edge research in all areas of urology, from basic science to clinical trials.
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Original text here: https://www.uclahealth.org/news/release/ucla-physicians-recognized-their-achievements-urology
[Category: Medical]
TikTok and Panini Partner to Launch a Global Digital Collectible Card Experience Tied to FIFA World Cup 2026
LOS ANGLES, California, June 13 -- TikTok, a destination for a short-form mobile video, issued the following news on June 12, 2026:
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TikTok and Panini Partner to Launch a Global Digital Collectible Card Experience Tied to FIFA World Cup 2026(TM)
Fans can collect 144 digital cards across all 48 nations by completing daily tasks to unlock rewards inside TikTok's FIFA World Cup(TM) Fan Experience Hub
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TikTok today announced a digital-first partnership with Panini, FIFA's exclusive partner for official stickers and trading cards, to bring a collectible card experience to fans globally. The
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LOS ANGLES, California, June 13 -- TikTok, a destination for a short-form mobile video, issued the following news on June 12, 2026:
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TikTok and Panini Partner to Launch a Global Digital Collectible Card Experience Tied to FIFA World Cup 2026(TM)
Fans can collect 144 digital cards across all 48 nations by completing daily tasks to unlock rewards inside TikTok's FIFA World Cup(TM) Fan Experience Hub
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TikTok today announced a digital-first partnership with Panini, FIFA's exclusive partner for official stickers and trading cards, to bring a collectible card experience to fans globally. ThePanini digital card collection will live within TikTok's FIFA World Cup(TM) Fan Experience Hub, available now to fans worldwide.
To get started, fans can search for "World Cup" on TikTok, tap Visit FIFA World Cup(TM) hub, then select Play Now to begin unlocking their Panini card collection.
"Panini has shaped soccer collecting culture for generations, and this partnership brings that tradition to a social platform for the first time," said Rollo Goldstaub, Global Head of Sport, TikTok. "Together, we're giving fans something they already love, collecting and supporting their teams, and making it feel native to TikTok by creating moments that deepen connection and drive fandom."
"At Panini, the collector's experience is at the heart of everything we do. We are constantly evolving to make it more engaging, diverse, and in step with the way fans connect with football today. This collaboration with TikTok allows us to expand that experience into a new social dimension, while also offering football fans a fresh and immersive way to live and express their passion for the game," said Elisabetta Mussini, Panini Group Licensing and Partnerships Director.
The Fan Experience Hub will feature 144 collectible cards spanning all 48 teams competing in the tournament. Each nation will be represented by three distinct cards:
* Country Emblem: A card representing each nation's badge and identity
* Star Player: Featuring a standout athlete from each competing team
* Icon Card: A legendary figure from each nation's football history
Fans will be able to unlock cards by completing daily tasks such as following accounts or commenting on posts, with new activities rolling out through the duration of the FIFA World Cup 2026(TM). Wild cards can also be earned by achieving specific milestones and duplicate cards can be traded to further enhance collections; the more cards fans collect, the more rewards they will unlock.
Start building your collection on TikTok today!
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Original text here: https://newsroom.tiktok.com/tiktok-and-panini-partner-to-launch-a-global-digital-collectible-card-experience-tied-to-fifa-world-cup-2026?lang=en
[Category: BizMedia]
Spire Global and Diehl Defence Sign Agreement to Advance Space-Based Early Warning and Reconnaissance Capabilities
VIENNA, Virginia, June 13 -- Spire Global Inc., a provider of space-based data, analytics and services, issued the following news release:
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Spire Global and Diehl Defence Sign Agreement to Advance Space-Based Early Warning and Reconnaissance Capabilities
The agreement combines Diehl Defence's expertise in air defense systems with Spire's long-standing experience in building and operating satellite constellations to support German and European defense initiatives
Agreement reinforces Spire's commitment to building sovereign space-based infrastructure in Europe
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BERLIN - Spire Global,
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VIENNA, Virginia, June 13 -- Spire Global Inc., a provider of space-based data, analytics and services, issued the following news release:
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Spire Global and Diehl Defence Sign Agreement to Advance Space-Based Early Warning and Reconnaissance Capabilities
The agreement combines Diehl Defence's expertise in air defense systems with Spire's long-standing experience in building and operating satellite constellations to support German and European defense initiatives
Agreement reinforces Spire's commitment to building sovereign space-based infrastructure in Europe
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BERLIN - Spire Global,Inc. (NYSE: SPIR) ("Spire" or "the Company"), a leading global provider of satellite data, analytics and intelligence, has signed a Memorandum of Understanding (MoU) with Diehl Defence, a leading German systems integrator for air defense and guided missile systems. The agreement was signed at the ILA Berlin Airshow 2026.
The agreement provides for both companies to advance and deepen a potential collaboration in the field of satellite-based intelligence and early warning against ballistic and hypersonic missiles, leveraging their complementary capabilities. This is consistent with the German federal government's space security strategy, which calls for information superiority across offensive and defensive capabilities -- including in the space domain.
"With Diehl Defence, we are combining Spire's vertically integrated expertise -- from building and operating our own small satellite constellation to delivering space-based data and analytics -- with decades of industrial defense experience to help strengthen security from space for Germany and Europe," said Theresa Condor, CEO of Spire Global.
"At Diehl Defence, we are proud to expand our portfolio of products and services by space-based elements with our new and very competent partner Spire," said Helmut Rauch, CEO of Diehl Defence. "By taking this step, we are expanding our position as systems house, connecting intelligence from space to weapons systems and command centers."
The agreement builds on Spire's growing investment in Germany and broader commitment to supporting Europe's evolving security and space infrastructure priorities. Recently, the Company opened a satellite manufacturing facility in Munich designed to provide the industrial foundation for sovereign, rapidly deployable satellite missions aligned with evolving national security requirements. Designed for end-to-end satellite manufacturing -- including integration, testing, and mission-specific payload development -- the site features an ISO-certified clean room and vertically integrated infrastructure, with the capacity to produce up to 100 satellites per year.
Spire operates a fully deployed multipurpose satellite constellation, enabling near real-time RF signal detection, geolocation, and analytics capabilities increasingly relevant to defense and security applications, including early warning, spoofing and jamming detection, and space-based tracking and domain awareness.
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About Spire Global, Inc.
Spire (NYSE: SPIR) is a global provider of space-based data, analytics and space services, offering unique datasets and powerful insights about Earth so that organizations can make decisions with confidence in a rapidly changing world. Spire builds, owns, and operates a fully deployed satellite constellation that observes the Earth in real time using radio frequency technology. The data acquired by Spire's satellites provides global weather intelligence, ship and plane movements, and spoofing and jamming detection to better predict how their patterns impact economies, global security, business operations and the environment. Spire also offers Space as a Service solutions that empower customers to leverage its established infrastructure to put their business in space. Spire has offices across the U.S., Canada, UK, Luxembourg and Germany.
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Original text here: https://spire.com/press-release/spire-global-and-diehl-defence-sign-agreement-to-advance-space-based-early-warning-and-reconnaissance-capabilities/
[Category: BizData]
Newmark Arranges Sale of The Tennyson, a 273,574-Square-Foot Class A Office Campus in Plano, Texas
NEW YORK, June 13 -- Newmark Group, a commercial real estate company that says they offer comprehensive suite of services and products, posted the following news release:
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Newmark Arranges Sale of The Tennyson, a 273,574-Square-Foot Class A Office Campus in Plano, Texas
Newmark announces the Company has arranged the sale of The Tennyson, a two-building, Class A office campus totaling approximately 273,574 square feet in Plano, Texas.
Newmark Vice Chairmen Chris Murphy, Robert Hill and Gary Carr and Director Austin Sheahan represented the seller, Spear Street Capital, in the transaction.
... Show Full Article
NEW YORK, June 13 -- Newmark Group, a commercial real estate company that says they offer comprehensive suite of services and products, posted the following news release:
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Newmark Arranges Sale of The Tennyson, a 273,574-Square-Foot Class A Office Campus in Plano, Texas
Newmark announces the Company has arranged the sale of The Tennyson, a two-building, Class A office campus totaling approximately 273,574 square feet in Plano, Texas.
Newmark Vice Chairmen Chris Murphy, Robert Hill and Gary Carr and Director Austin Sheahan represented the seller, Spear Street Capital, in the transaction.Executive Vice Chairman Ramsey Daya and Senior Managing Director Andrew Porteous arranged acquisition financing on behalf of the buyer, Shorenstein Properties, with support from Vice Chairman Clint Frease, Senior Managing Director Chris McColpin and Director Josh Francis.
"Investor appetite for differentiated office product in high-growth Sun Belt markets remains strong, particularly for assets that offer an elevated workplace experience and long-term operational upside," said Murphy. "As capital continues to be selective, properties with recent reinvestment and strong market positioning are standing out in today's environment."
Originally completed in 2012, The Tennyson received significant capital improvements in 2024, including upgrades to the fitness center, lobby, tenant lounge and conference facilities. The campus is currently 100% leased with a weighted average lease term of approximately 6.6 years, providing stable, in-place income.
"The Tennyson represented a rare opportunity to acquire a fully leased, institutionally maintained office campus in one of the most dynamic submarkets in the country," said Hill. "With significant recent capital investment, strong credit tenancy and long-term lease duration, the asset is well-positioned to deliver durable cash flow and long-term value."
Located in Legacy Business Park, the property offers immediate access to the Dallas North Tollway and is within walking distance of Legacy West and The Shops at Legacy, featuring more than 100 dining and retail options. The amenity-rich campus includes a fitness center, cafe, tenant lounge and outdoor spaces, and is surrounded by a strong corporate base, with major employers such as Toyota, JPMorgan Chase, PepsiCo and the future AT&T headquarters nearby.
According to Newmark Research, investor demand for high-quality office assets in Sun Belt markets remains selective but durable, with capital increasingly focused on properties offering strong amenity packages, leasing momentum and attractive going-in basis. As the office market continues to reset, assets with clear pathways to stabilization are attracting both institutional and private capital.
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About Newmark
Newmark Group, Inc. (Nasdaq: NMRK), together with its subsidiaries ("Newmark"), is a world leader in commercial real estate, seamlessly powering every phase of the property life cycle. Newmark's comprehensive suite of services and products is uniquely tailored to each client, from owners to occupiers, investors to founders, and startups to blue-chip companies. Combining the platform's global reach with market intelligence in both established and emerging property markets, Newmark provides superior service to clients across the industry spectrum. For the twelve months ended March 31, 2026, Newmark generated revenues of more than $3.4 billion. As of March 31, 2026, Newmark and its business partners together operated from over 185 offices with more than 9,600 professionals across four continents. To learn more, visit nmrk.com or follow @newmark.
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Discussion of Forward-Looking Statements about Newmark
Statements in this document regarding Newmark that are not historical facts are "forward-looking statements" that involve risks and uncertainties, which could cause actual results to differ from those contained in the forward-looking statements. These include statements about the Company's business, results, financial position, liquidity, and outlook, which may constitute forward-looking statements and are subject to the risk that the actual impact may differ, possibly materially, from what is currently expected. Except as required by law, Newmark undertakes no obligation to update any forward-looking statements. For a discussion of additional risks and uncertainties, which could cause actual results to differ from those contained in the forward-looking statements, see Newmark's Securities and Exchange Commission filings, including, but not limited to, the risk factors and Special Note on Forward-Looking Information set forth in these filings and any updates to such risk factors and Special Note on Forward-Looking Information contained in subsequent reports on Form 10-K, Form 10-Q or Form 8-K.
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Original text here:https://www.nmrk.com/insights/press-releases/newmark-arranges-sale-of-the-tennyson-a-273-574-square-foot-class-a-office-campus-in-plano-texas
[Category: BizReal Estate]
Herbert Smith Freehills Kramer Advises Petit Forestier Group on Its Debut USPP Financing
NEW YORK, June 13 -- Herbert Smith Freehills Kramer LLP, a law firm, issued the following news:
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Herbert Smith Freehills Kramer advises Petit Forestier Group on its debut USPP financing
Leading global law firm Herbert Smith Freehills Kramer has advised Petit Forestier Group, a leading global player in refrigerated vehicle leasing and rental, on the implementation of its first US Private Placement (USPP) financing for a total amount of US$627 million (c. pound sterling469 million) equivalent.
The success of this issue allowed the Group to broaden its investor base and access new financial
... Show Full Article
NEW YORK, June 13 -- Herbert Smith Freehills Kramer LLP, a law firm, issued the following news:
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Herbert Smith Freehills Kramer advises Petit Forestier Group on its debut USPP financing
Leading global law firm Herbert Smith Freehills Kramer has advised Petit Forestier Group, a leading global player in refrigerated vehicle leasing and rental, on the implementation of its first US Private Placement (USPP) financing for a total amount of US$627 million (c. pound sterling469 million) equivalent.
The success of this issue allowed the Group to broaden its investor base and access new financialplayers, including American investors and insurers.
This financing, which has a maturity of between four and seven years, will enable the Group to continue its development around its historical core business: refrigerated leasing and rental. The funds raised will help support its growth, strengthen its international presence, and support investments related to its fleet and infrastructure.
The Herbert Smith Freehills Kramer team was led by partner Gabrielle Wong supported by of counsel Monsiree Jirasarunya and associate Meenakshi Kurpad. Partner Louis de Longeaux advised on French law aspects and was supported by senior associate Dylan Shields and associate Jade Porret. The firm provided seamless cross-jurisdictional support across its London, Paris, Madrid and Milan offices.
Partners Gabrielle Wong and Louis de Longeaux commented: "We are delighted to have advised Petit Forestier Group on its inaugural USPP financing, a landmark transaction that marks an important step in the Group's long-term financing strategy. The transaction attracted strong demand from international institutional investors and significantly broadened the Group's access to US and global capital. This highlights the strategic value of the USPP market in providing issuers with deep, diversified and long-term funding solutions, and reflects our strong track record in advising on complex, cross-border USPP transactions."
The firm has a strong track record of advising on USPP financing, including advising WH Smith PLC on its pound sterling200 million USPP issuance, Tideway on its green USPP, Safran on its Euros566 million USPP, and Mersen on its USPP.
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URL: Petit Forestier Group
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Original text here: https://www.hsfkramer.com/news/2026-06/hsf-kramer-advises-petit-forestier-group-on-its-debut-uspp-financing
[Category: BizLaw/Legal]
Forbes Declares Elon Musk As The World's First Trillionaire
JERSEY CITY, New Jersey, June 13 -- Forbes Media posted the following news release on June 12, 2026:
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Forbes Declares Elon Musk As The World's First Trillionaire
SpaceX began trading on the Nasdaq Friday, boosting Musk's fortune to an estimated $1.1 trillion
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NEW YORK - On Friday, Forbes declared Elon Musk as the world's first trillionaire, as SpaceX's stock began trading on the Nasdaq at $150 per share, giving the company a nearly $2 trillion market cap. Forbes estimates that the IPO has boosted Musk's fortune to $1.1 trillion, as of Friday morning. His net worth rose by $188 billion
... Show Full Article
JERSEY CITY, New Jersey, June 13 -- Forbes Media posted the following news release on June 12, 2026:
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Forbes Declares Elon Musk As The World's First Trillionaire
SpaceX began trading on the Nasdaq Friday, boosting Musk's fortune to an estimated $1.1 trillion
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NEW YORK - On Friday, Forbes declared Elon Musk as the world's first trillionaire, as SpaceX's stock began trading on the Nasdaq at $150 per share, giving the company a nearly $2 trillion market cap. Forbes estimates that the IPO has boosted Musk's fortune to $1.1 trillion, as of Friday morning. His net worth rose by $188 billionto an estimated $982 billion on Thursday evening, when SpaceX priced the IPO at $135 per share.
Looking at Musk's wealth portfolio, the SpaceX chairman, CEO and chief technical officer, owns 4.8 billion shares of SpaceX, worth $715 billion, and has another 350 million stock options worth $50 billion, giving him a 38% stake in the company. Learn more about the breakdown of Musk's wealth in this story published today: SpaceX's IPO Just Made Elon Musk The World's First Trillionaire.
Musk first debuted on Forbes' annual World's Billionaires list in 2012, with an estimated $2 billion fortune, making him the 634th-richest person in the world. From there, it only took Musk just nine years to become the world's wealthiest person for the first time in January 2021 as Tesla's shares soared, propelling Musk past Bezos for the No. 1 spot. Read more about the history of the Forbes World's Billionaires list and the journey to Musk becoming a trillionaire here (https://www.forbes.com/sites/chasewithorn/2026/06/11/from-rockefeller-to-musk-the-wealth-boom-thats-leading-to-the-first-trillionaire/).
"Elon Musk's ascent to a $1 trillion fortune represents a milestone once considered unimaginable, highlighting how rapidly wealth can be created in an increasingly interconnected and technology-driven world," said Matt Durot, Deputy Editor, Wealth at Forbes. "Forbes remains the definitive source for understanding who is creating wealth, how they are creating it, and what it means for the future of business, and today marks a new chapter in the evolution of global business and entrepreneurship."
For over 40 years, Forbes has been the definitive authority on tracking and analyzing the wealth of the world's richest individuals. Since launching its first World's Billionaires List in 1987, Forbes has built an unmatched repository of data, research, and institutional expertise, creating the global benchmark for wealth measurement. Through rigorous reporting, extensive financial analysis, and a trusted methodology refined over decades, Forbes has chronicled the rise and fall of fortunes across industries, countries and generations.
"No other media brand combines the same depth of historical wealth data, editorial credibility, and global reach, making Forbes the most trusted source for understanding who holds the world's wealth, how it was created, and how it continues to shape the global economy," said Randall Lane, Chief Content Officer, Forbes.
In May, at the Forbes Innovator 250 Celebration, celebrating the greatest living American innovators, inventors and founders who were named to our Forbes 250 Innovators List, Randall Land hosted a virtual live conversation with the #1 innovator on the list, Elon Musk.
In an exclusive interview with Forbes, Musk made predictions about the advancement of AI and robotics in the next half-decade. "In five years, digital intelligence will exceed the sum of all human intelligence. In five years, there might be at least 100 million humanoid robots, but maybe a billion," he said. "I predict the economy is probably twice its current size in five, maybe six, years. In five to seven years, you're going to hit a doubling period, in plus or minus a few years, you'll see giant changes."
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About Forbes
Forbes is an iconic global media brand that has symbolized success for over a century. Fueled by journalism that informs and inspires, Forbes spotlights the doers and doings shaping industries, achieving success and making an impact on the world. Forbes connects and convenes the most influential communities ranging from billionaires, business leaders and rising entrepreneurs to creators and innovators. The Forbes brand reaches more than 140 million people monthly worldwide through its trusted journalism, signature ForbesLive events and 49 licensed local editions in 81 countries.
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Original text here: https://www.forbes.com/sites/pr/2026/06/12/forbes-declares-elon-musk-as-the-worlds-first-trillionaire/
[Category: BizMedia]
Fisher Phillips Issues Insight: Employer Cheat Sheet for Workplace Laws Taking Effect July 1, 2026
ATLANTA, Georgia, June 13 -- Fisher Phillips, a law firm, issued the following insight on June 12, 2026:
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Employer Cheat Sheet for Workplace Laws Taking Effect July 1, 2026
Most employers are prepared for new laws at the start of each year - but did you know that a heap of new workplace laws take effect at the halfway point? Here's your employer cheat sheet to prepare for all the new laws taking effect in July 2026 (July 1, unless otherwise noted).
NOTE: This list should not be relied upon as a comprehensive source for any or all new laws taking effect across the country. Check with your
... Show Full Article
ATLANTA, Georgia, June 13 -- Fisher Phillips, a law firm, issued the following insight on June 12, 2026:
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Employer Cheat Sheet for Workplace Laws Taking Effect July 1, 2026
Most employers are prepared for new laws at the start of each year - but did you know that a heap of new workplace laws take effect at the halfway point? Here's your employer cheat sheet to prepare for all the new laws taking effect in July 2026 (July 1, unless otherwise noted).
NOTE: This list should not be relied upon as a comprehensive source for any or all new laws taking effect across the country. Check with yourFP attorney to determine whether the jurisdictions in which you operate have additional workplace law changes set to take effect on July 1.
Alaska
* Statewide Minimum Wage Increase. Due to a ballot measure approved by voters in 2024, the minimum wage will increase again to $14 per hour. The Alaska Department of Labor and Workforce Development's Summary of Wage and Hour poster can be found here.
Arkansas
* Arkansas Children and Teens' Online Privacy Protection Act. A law enacted last year (HB 1717) will impose various data privacy and security requirements on covered operators of websites, online services, online applications, or mobile applications if the product or service is directed at children or teens or if the operator has actual knowledge that it is collecting personal information from children or teens. The law provides protections for anyone under age 17 - a much higher age threshold than the federal Children's Online Privacy Protection Act, which covers children under age 13. (Note: Federal lawmakers recently introduced a national data privacy bill that would, among other things, classify personal data about anyone under age 16 as sensitive data and require verified parental consent to process it.)
California
* Healthcare Industry: Next Round of Minimum Wage Hikes. For example, the minimum wage rate will bump up to $25 per hour for workers at large healthcare systems and dialysis systems. Here's the full wage increase schedule.
* Local Minimum Wage Increases. The hourly minimum wage rate will increase in many cities and counties, including, for example, each of the following localities: Alameda ($17.76), Berkeley ($19.61), Emeryville ($19.50), Fremont ($18.05), City of Los Angeles ($18.42), County of Los Angeles ($18.47), Malibu ($17.91), Milpitas ($18.50), Pasadena ($18.57), San Francisco ($19.61), and Santa Monica ($18.47). Check the local government websites where you operate for further details, including any industry-specific local wage rates.
* Certain Food Facilities: New Allergen Disclosure Law. If you operate a restaurant chain with 20 or more locations, including at least one in California, you'll likely be covered by a new state law requiring you to disclose certain allergen information on your menus. Here are eight steps you should consider taking now to comply.
* Private Schools: Expanded Child Abuse Prevention Procedures. California private and religious K-12 schools will have to stand up new policies to promote safe learning environments and comply with abuse prevention procedures that already apply to public schools. Here are four action steps for compliance.
* Public Schools: Deadlines for Smart Phone Policies, All-Gender Restrooms. A law enacted in 2024 (AB 3216) requires school districts, county offices of education, and charter schools to adopt a policy no later than July 1, 2026, that limits or prohibits student use of smartphones while at school. July 1 is also the deadline for school districts, county offices of education, and charter schools with any combination of classes from grades 1 to 12 to provide at least one all-gender restroom at each of its school sites that students may opt to use and that meets certain requirements, due to a law enacted in 2023 (SB 760).
Colorado
* Higher Wage Claim Threshold. The state's Division of Labor Standards and Statistics is currently authorized to hear wage claims of $7,500 or less - but the threshold will be rising to $13,000 on July 1. As a result, employers can expect the Division to handle more wage claims moving forward. This change stems from a wage law enacted in 2025 that includes other aggressive enforcement provisions.
Connecticut
* Warehousing Industry: New Worker Protection Standards. Large warehouse distribution centers will need to comply with the state's new Warehouse Worker Protection law (sections 50-57 of SB 298), which aims to improve worker conditions, restrict productivity quotas, and more.
* Updates to the Connecticut Data Privacy Act (CTDPA). The CTDPA has been amended several times since it first took effect in 2023. A law (Substitute Senate Bill No. 1295) enacted last year significantly broadens the CTDPA, including changes taking effect July 1 that will expand the law's reach and what counts as "sensitive data," among others.
District of Columbia
* Minimum Wage Increase. The minimum wage will increase to $18.40 per hour for all workers. In addition, the minimum wage for tipped employees will rise to $10.30 per hour (but an employer must pay the difference if an employee's hourly tip earnings, which are averaged weekly, do not equal the full minimum wage of $18.40 when added to the base minimum wage). Find the DC minimum wage poster here.
Florida
* Procedural Changes Impacting FCRA Actions. Civil actions under the Florida Civil Rights Act will be subject to a new time limitation, thanks to a new law (CS/HB 1407) enacted in May. Such actions must be commenced no later than one year after the date of determination of reasonable cause by the Florida Commission on Human Relations (FCHR) or the issuance of a Notice of Right to Sue by the Equal Employment Opportunity Commission (EEOC). In addition, if the FCHR and EEOC do not make a determination within 180 days after an administrative complaint is filed, a civil action must be commenced within 18 months after such complaint was filed.
* Hospitality Industry: "Operations Charge" Law. A new law significantly expands how public food service establishments disclose fees to customers - including service charges, automatic gratuities, credit card surcharges, delivery fees, and other mandatory add-ons. If you charge any of these fees, you need to act now to update your menus, receipts, websites, and internal processes - and evaluate how these changes impact your wage-and-hour compliance. Here's what the new law requires and five steps you should take before July 1.
Georgia
* New Voluntary Portable Benefits Act. A new law (HB 987) will establish a "voluntary framework for independent contractors to receive portable benefits through dedicated accounts, allowing contributions without affecting their employment classification," according to a press release from the governor's office.
* Changes to Subminimum Wage. Georgia employers that utilize 14(c) certificates must pay workers with disabilities at least half the federal minimum wage from July 1, 2026, to the earlier of June 30, 2027, or the date on which their certificate expires. After that, use of the program will be completely prohibited in Georgia - meaning all employers must pay all workers with disabilities at least the federal minimum wage. Here's what employers need to know about the state's Dignity and Pay Act.
Hawaii
* Family Leave Expanded to Include Qualifying Military Exigencies. The state's family leave law was recently expanded (SB 3082) to cover any qualifying exigency related to active duty service by an employee's child, spouse, reciprocal beneficiary, sibling, grandchild, or parent in the US armed forces.
Illinois
* City of Chicago: Expiration of Cure Period Under Paid Leave Law. The city's expanded paid leave ordinance that took effect in 2024 gave employees a right to bring civil actions only after (a) an alleged violation occurs, and (b) the payday for the next regular payroll period has passed or 16 days have passed since the alleged violation occurred, whichever is the shorter period. However, these requirements to bring a private cause of action will sunset on July 1, 2026.
* Cook County and City of Chicago: Minimum Wage Increases. Cook County's minimum wage will increase to $15.40 per hour for non-tipped employees and $9.25 for tipped employees. In addition, the Chicago minimum wage for employers with four or more employees will increase to $17.05 per hour ($12.96 per hour for tipped workers).
Indiana
* Immigration Enforcement and Crackdown on Employment Authorizations. A new law (SB 76) includes sweeping immigration enforcement provisions. In the workplace context, employers will face new state penalties if they knowingly or intentionally recruit, hire, or continue to employ an unauthorized noncitizen (as defined by federal law) in Indiana. The state attorney general will be authorized to investigate suspected violations and bring enforcement actions against employers, and courts will be empowered to order relief, including suspension or even permanent revocation of an employer's operating authorizations for repeat offenses. The law includes safe harbors for employers that meet certain requirements, such as proper use of a federal E-Verify work authorization program. In addition, employers will be prohibited from discharging or discriminating against an employee for communicating or cooperating with the attorney general concerning compliance with the new rules.
* End of Employer Data Base for Youth Employment. The state's youth employment employer registration system will be eliminated as of July 1. HB 1302 will repeal a state law that established the system and required employers that hire, employ, or permit to work at least five minors who are at least 14 years old to register or be subject to civil penalties.
Maine
* New Pay Transparency Requirements. Maine businesses will soon have to disclose pay ranges and maintain employee compensation records under the state's recently enacted pay transparency law. Here's everything businesses with Maine employees should know about the new law before it goes into effect on July 29, 2026.
* New Restrictions on Workplace Monitoring and Surveillance. Maine employers will soon face new restrictions and disclosure requirements when they use computers, phones, or other electronic equipment to monitor their employees under a new law. The new law, which takes effect July 29, 2026, not only mandates disclosure but also limits certain monitoring practices outright. Here's what you need to know and how you can keep your business in compliance.
* Major Updates to Workplace Drug Testing Rules (LD 2110). Significant changes to the state's rules regarding employer substance use testing policy requirements will take effect July 29, 2026. For example, the new rules add rules for "criteria-based testing," replace "probable cause" testing with a new "reasonable suspicion" standard, and require employers to give applicants and employees an opportunity to contest a non-negative test result (a positive test result that has not yet been confirmed by a confirmation test) through specific procedures. Employers subject to the law must be aware of the many new parameters and update their written policies and practices as needed.
* City of Portland (City Employees Only): The minimum wage for workers employed by the City of Portland will increase to $16.75 per hour (in line with a wage hike for all other employees that took effect January 1), due to a ballot measure voters approved in November. Learn more here.
Maryland
* Howard County and Montgomery County: Minimum Wage Increases. Howard County's minimum wage will rise for employers with fewer than 15 employees to $16 per hour. In addition, Montgomery County's hourly minimum wage rates will increase as follows: $18 (for employers with 51 or more employees), $16.50 (for employers with 11 to 50 employees), and $15.95 (for employers with 10 or fewer employees).
* Immigration-Related Consumer Privacy Protections (HB 711). Certain controllers under a state data privacy law will be prohibited from knowingly selling a consumer's personal data to a federal, state, or local governmental unit that, within the immediately preceding six months, engaged in or supported civil immigration enforcement under certain circumstances.
Minnesota
* Saint Paul Minimum Wage Increases. The city's minimum wage rates will increase on July 1 for small businesses (6-100 employees) and micro businesses (5 employees or less). Learn more here.
Nebraska
* Mini WARN Act, Other Workplace Law Updates (LB 921) The state will roll out new advance notice rules for mass layoffs and closures (learn more and find practical steps for your business here). In addition, the law creates new protections for non-English speaking workers. All changes take effect on July 17, 2026.
* New Youth Minimum Wage Rate. In addition to other wage-related changes under LB 258, employers will be permitted, starting July 17, 2026, to pay a youth minimum wage rate of $13.50 per hour to an employee who is 14 or 15 years old and is not an emancipated minor.
New Hampshire
* Time Extension for Employers to Object to Wage Claims (HB 1168). After receiving notice of a wage claim from the state's labor department, employers will have 20 days (rather than 10 days) to file objections to the claims. This change takes effect July 7, 2026.
* Penalties for Violations of Lacation Rights. New Hampshire began requiring workplace to accommodate nursing mothers last year, and civil penalties for violations of these rules kick in this year on July 1.
New Jersey
* Expansion of New Jersey Family Leave Act (NJFLA). Smaller businesses with at least 15 employees will soon be covered by the NJFLA (30 employees is the threshold under existing rules). In addition, more employees will qualify for job-protected family leave, and employees will have stronger protections related to other types of leave. All of these changes will take effect on July 17, 2026. Learn more and find a five-step employer action plan here.
New York
* Final Registration Deadline for Secure Choice Savings Program. New York enacted a law in 2021 that made participation in the state's Secure Choice Savings Program mandatory for employers that have at least 10 employees and do not offer a qualified retirement plan. The deadline for covered employers to register (or certify an exemption) for the program depends on the size of the employer: March 18, 2026, for employers with 30 or more employees; May 15, 2026, for employers with 15 to 29 employees; and July 15, 2026, for employers with 10 to 14 employees.
Oklahoma
* Public Schools: Paid Bereavement Leave Requirements (SB 1204): School districts will be required to provide three days paid bereavement for teachers and support personnel employees after the death of a spouse or child, including for a miscarriage (in addition to sick leave due to miscarriage and related recovery).
Oregon
* Minimum Wage Increases. The statewide minimum wage will increase to $15.55 per hour, and the Portland Metro and Nonurban Counties will rise to $16.80 and $14.55, respectively.
South Dakota
* Validity of Non-Competes in Context of Jointly Owned Businesses. HB 1180 clarifies the validity of certain non-compete agreements in the context of an owner exiting a business.
* Community Service Providers: Ban on Certain Restrictive Covenants. A new law (SB 153) will prohibit certain restrictions in employment contracts for community services providers.
Tennessee
* Overhaul of Restrictive Covenant Rules. The state's first comprehensive statutory framework governing non-compete, non-solicitation, and other restrictive covenants will apply to agreements entered into, renewed, or amended on or after July 1. Learn more about this new law and how you can prepare.
* State and Local Government Employers: Mandated E-Verify. HB 1705 will, among other things, prohibit state and local government employers from appointing or hiring a prospective employee on or after July 1, 2026, without verifying the work authorization status through the federal E-Verify program.
Virginia
* New Salary History and Wage Transparency Law. Among other things, employers will be prohibited from asking about a job applicant's past wages or salary history and required to set a salary or wage range in both external job postings and internal promotion or transfer opportunities. The law creates a private right of action with violations resulting in up to $10,000 in statutory damages or actual damages, as well as attorneys' fees. Learn more and find practical takeaways here (see #6).
* Another Restriction on All Non-Competes, Ban on Healthcare Non-Competes. In the latest in a series of moves curbing such agreements in the state, a new law will void employee non-competes for certain workers who are laid off without severance or other compensation. Find more details, plus a five-step action plan here. In addition, SB 128 bans non-competes for certain healthcare professionals.
* Expanded Nondiscrimination Protections. Due to SB 637, the Virginia Human Rights Act will expand to cover all employers with five or more employees (currently, the law applies only to employers with at least 15 employees). In addition, the time for an employee to file an employment discrimination complaint with the Office of the Attorney General will extend from 300 days to two years. HB 925 also allows individuals to bring private actions if 180 days have passed since a complaint was filed in a local human rights commission (or in the AG's office, as existing law allows).
* Culinary Arts and IT: New Exception to Child Labor Rules (SB 10/HB 275). A child age 16 or older will be permitted to serve in an apprenticeship program or other work-based learning experience related to culinary arts or information technology, if certain conditions are met.
* Protections for Volunteer Emergency Responders (SB 100). Employers will be prohibited from discharging, disciplining, threatening, discriminating or retaliating against, or penalizing an employee who fails to report for work due to service as a voluntary emergency responder, related to an emergency alarm or state of emergency, provided that certain requirements are met. Employers will not be required to pay employees for the work time missed, but employees will be permitted to use vacation or sick leave if available. Individuals alleging a violation will be entitled to bring a civil action seeking injunctive relief, reinstatement, and compensation for lost wages, benefits, and other remuneration.
* Various Updates to Wage and Hour Laws (HB 238). Among many other changes, the rules related damages and time limitations in civil actions will be more streamlined, a new "good faith" defense and cure period will be available, and employers will be required to keep paystubs or online accounting for at least three years following the date performed.
* Changes to Virginia's IRA Savings Program. HB 176 will allow smaller businesses to participate in the state-facilitated IRA savings program by reducing the employee threshold from 25 to five. The new law also expands the powers and duties of the governing board of the Commonwealth Savers Plan.
New Virginia Laws Kicking in Later
Virginia also recently enacted several major workplace laws that technically take effect July 1 but won't practically kick in until later dates:
* Paid Family and Medical Leave. Virginia joins its DMV neighbors in enacting a new Paid Family Medical Leave Insurance (PFMLI) program. The Virginia PFMLI program provides two main benefits: up to 12 workweeks of job-protected leave for certain qualifying reasons and a partial wage replacement benefit during that leave. While the new law technically takes effect July 1, payroll contributions don't begin until April 1, 2028, and the program starts paying benefits on December 1, 2028. Dive deeper and get information about private insurance plan opt-outs (see #2).
* Minimum Wage Hikes. Virginia's minimum wage will increase incrementally to $15 per hour by January 1, 2028. Learn more here (see #4).
* State-Level Heat Illness Prevention Standards. The state's Safety and Health Codes Board will be required to adopt regulations addressing heat illness in the workplace no later than May 1, 2028. While the law does not yet create any new requirements for Virginia employers, it signals that a future standard is on the way that will address indoor and outdoor occupational heat exposures. Gather additional insight here (see #7).
Washington
* More Limits on Criminal Background Checks. A new Washington law expands protections for job applicants and employees under the state's Fair Chance Act, aligning the statewide law more closely with Seattle's Fair Chance Employment Ordinance. The new restrictions apply starting July 1 for employers with 15 or more employees (January 1, 2027, for employers with fewer than 15 employees). Learn more about what's changing and steps you can take to comply.
* Stronger Protections for Working Minors, More Opportunities for Older Teens. One law (HB 1644) will, among other things, increase penalties for child labor law violations and, in certain circumstances, require the state to revoke an employer's minor permit for at least 12 months. Another law (HB 1121) will allow 16- or 17-years old and enrolled in a bona fide college program or in a qualifying career and technical education program to work more hours during the school year. Hiring teens this summer? Check out our full guide to compliance with child labor rules.
Conclusion
We will continue to monitor developments related to all aspects of workplace law. Make sure you are subscribed to Fisher Phillips' Insight System to get the most up-to-date information. If you have questions, contact your Fisher Phillips attorney.
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Related People
Lauren Laing
Legal Content Counsel
412.822.6623
llaing@fisherphillips.com
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Braden Lawes
Senior Government Affairs Analyst
202.916.7176
blawes@fisherphillips.com
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Original text here: https://www.fisherphillips.com/en/insights/insights/employer-cheat-sheet-for-workplace-laws-taking-effect-july-1-2026
[Category: BizLaw/Legal]
