Featured Stories
UCLA Health: Cancer Care Uses Biological Tests to Guide Treatment. Why Doesn't Psychiatry?
LOS ANGELES, California, Sept. 19 (TNSjou) -- The UCLA Health issued the following news release:
* * *
Cancer care uses biological tests to guide treatment. Why doesn't psychiatry?
UCLA Health psychiatrist co-leads national effort to bring precision medicine to psychiatric drug development
September 18, 2026
For many people with depression, schizophrenia or other psychiatric conditions, finding the right medication means trying one, waiting weeks to see how it goes, and often trying another. Unlike conditions such as cancer and Alzheimer's disease, there are few reliable biological tests to
... Show Full Article
LOS ANGELES, California, Sept. 19 (TNSjou) -- The UCLA Health issued the following news release:
* * *
Cancer care uses biological tests to guide treatment. Why doesn't psychiatry?
UCLA Health psychiatrist co-leads national effort to bring precision medicine to psychiatric drug development
September 18, 2026
For many people with depression, schizophrenia or other psychiatric conditions, finding the right medication means trying one, waiting weeks to see how it goes, and often trying another. Unlike conditions such as cancer and Alzheimer's disease, there are few reliable biological tests topredict which treatment will help treat a certain psychiatric disorder. A new position paper from the American College of Neuropsychopharmacology (ACNP) and co-led by UCLA Health lays out a plan to change that.
The consensus paper (https://www.nature.com/articles/s44277-026-00069-w), published in the journal NPP - Digital Psychiatry and Neuroscience, was created by the ACNP Precompetitive Stakeholder Task Force. Its authors include university researchers including from UCLA Health, representatives of the pharmaceutical industry, scientists from the National Institute of Mental Health, and the FDA's Office of Neuroscience.
The researchers state that the central issue is that two people with the same diagnosis can have very different biology, yet current psychiatric drug trials typically group participants by symptoms alone. A medication that works well for one subgroup can look ineffective when tested in a mixed population. The authors propose using biomarkers, which are measurable signals from blood, brain activity or wearable devices, to more precisely identify those subgroups and design better trials. Over time, the same tools could help guide treatment choices for individual patients, the authors state.
Precision biomarkers have already shown promise in Alzheimer's disease and Parkinson's disease, and the authors argue psychiatry can follow a similar path.
The authors note that their roadmap focuses on precompetitive collaboration for drug development, and that bringing validated tests into everyday care is a separate, later step. They also point out that biomarkers can already be used in drug trials without a lengthy FDA approval process, a common misunderstanding that may be slowing progress.
"Right now, patients rely on repeated trials to learn whether a medication is working for them, which is costly and time-consuming," said the paper's first author Dr. Sahib Khalsa, psychiatrist and director of Anxiety Disorders Research at the UCLA Semel Institute for Neuroscience and Human Behavior. "The goal of this effort is to give clinicians, researchers, drug developers, and drug regulators better ways to collaborate and see the biology behind a person's symptoms so treatments can be matched more accurately from the start."
Key recommendations in the paper include:
* Agree on common definitions and clear intended uses for psychiatric biomarkers
* Run small, focused studies of blood tests, genetics, brain-wave recordings (EEG) and wearable device data that can show early signs of treatment response
* Test promising biomarkers in existing large datasets before launching costly new trials
* Create a precompetitive framework for data sharing, including results that did not pan out, available to scientists and companies
* Standardize how biomarker data are collected and analyzed across research sites
* Consult the FDA and European regulators early including on newer approaches that combine multiple types of data
* Show industry and payers how biomarker-guided trials can lower costs and improve results
"Precision psychiatry will not emerge from isolated breakthroughs," the authors conclude. "It will require sustained collaboration around shared standards and shared data."
* * *
Original text here: https://www.uclahealth.org/news/release/cancer-care-uses-biological-tests-guide-treatment-why-doesnt
[Category: Medical]
Newmark Arranges Financing for Related Ross' Acquisition of Landmark 1.7 MSF Boca Raton Innovation Campus
NEW YORK, Sept. 19 -- Newmark Group, a commercial real estate company that says they offer comprehensive suite of services and products, posted the following news release:
* * *
Newmark Arranges Financing for Related Ross' Acquisition of Landmark 1.7 MSF Boca Raton Innovation Campus
September 18, 2026
Vision for Former IBM Campus Includes Mix of Amenities, Retail and Restaurants
-
Newmark Group, Inc. (Nasdaq: NMRK) ("Newmark" or the "Company"), a leading commercial real estate advisor and service provider to large institutional investors, global corporations and other owners and occupiers,
... Show Full Article
NEW YORK, Sept. 19 -- Newmark Group, a commercial real estate company that says they offer comprehensive suite of services and products, posted the following news release:
* * *
Newmark Arranges Financing for Related Ross' Acquisition of Landmark 1.7 MSF Boca Raton Innovation Campus
September 18, 2026
Vision for Former IBM Campus Includes Mix of Amenities, Retail and Restaurants
-
Newmark Group, Inc. (Nasdaq: NMRK) ("Newmark" or the "Company"), a leading commercial real estate advisor and service provider to large institutional investors, global corporations and other owners and occupiers,announces the Company has arranged financing on behalf of Related Ross for the acquisition of Boca Raton Innovation Campus (BRiC), a 1.7-million-square-foot, 124-acre office and technology campus in Boca Raton, Florida.
Co-President of Global Debt & Structured Finance Jordan Roeschlaub, Vice Chairman Nick Scribani and Managing Director John Caraviello, in collaboration with Executive Vice Chairman Josh King, arranged the financing with Ares.
"Related Ross has long been a tastemaker in the office sector, creating destinations that redefine how companies and communities experience the workplace," said Scribani. "BRiC represents a generationally significant development opportunity, combining an extraordinary legacy, substantial scale and a strategic South Florida location."
Located at 5000 T-Rex Avenue, BRiC spans more than 1.7 million square feet across two office buildings. Originally developed by IBM as its North American research and development campus, the property is recognized as the birthplace of the company's first personal computer and remains one of Boca Raton's largest employment centers.
BRiC offers an extensive amenity program, including two cafes, an 800-seat presentation hall, multiple event spaces and direct shuttle service to the Boca Raton Tri-Rail station. The campus is also situated near Florida Atlantic University, Boca Raton Airport and two Interstate 95 interchanges.
Related Ross plans to continue operating BRiC as an office and technology campus while advancing a long-term vision for the property that introduces a curated mix of amenities, retail and restaurants. The acquisition expands the company's presence across Palm Beach County and marks its entry into Boca Raton.
* * *
About Newmark
Newmark Group, Inc. (Nasdaq: NMRK), together with its subsidiaries ("Newmark"), is a world leading commercial real estate advisor and service provider to large institutional investors and other owners, global corporations and other occupiers, and lenders. Built with purpose and driven by excellence, Newmark's comprehensive platform is uniquely tailored to provide superior outcomes to clients. For the twelve months ended June 30, 2026, Newmark generated revenues of more than $3.6 billion. As of June 30, 2026, Newmark and its business partners together operated from over 195 offices with more than 10,000 professionals across four continents. Learn more at nmrk.com or follow @newmark.
* * *
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.
* * *
Original text here: https://www.nmrk.com/insights/press-releases/newmark-arranges-financing-for-related-ross-acquisition-of-landmark-1-7-msf-boca-raton-innovation-campus
[Category: BizReal Estate]
Memorial Hermann Health System: Could Man's Best Friend Help Patients Get Back on Their Feet? New Study Says Maybe
HOUSTON, Texas, Sept. 19 (TNSbrep) -- Memorial Hermann Health System issued the following news release:
* * *
Could Man's Best Friend Help Patients Get Back on Their Feet? New Study Says Maybe
HOUSTON (September 17, 2026)
Could a dog be more than a patient's best friend during rehabilitation? New research suggests a trained facility dog may also be a meaningful part of the recovery process.
Tara Haas, MS, OTR, TIRR Memorial Hermann's Facility Dog Program Coordinator and handler of Annie, is an author of a newly published study examining the association between canine-assisted intervention
... Show Full Article
HOUSTON, Texas, Sept. 19 (TNSbrep) -- Memorial Hermann Health System issued the following news release:
* * *
Could Man's Best Friend Help Patients Get Back on Their Feet? New Study Says Maybe
HOUSTON (September 17, 2026)
Could a dog be more than a patient's best friend during rehabilitation? New research suggests a trained facility dog may also be a meaningful part of the recovery process.
Tara Haas, MS, OTR, TIRR Memorial Hermann's Facility Dog Program Coordinator and handler of Annie, is an author of a newly published study examining the association between canine-assisted interventionand functional independence among patients receiving inpatient rehabilitation.
The study examined 1,619 adult inpatient rehabilitation patients, including 269 who participated in at least one therapy session involving a trained facility dog. Researchers found that patients exposed to canine-assisted intervention experienced greater improvement in overall functional independence from admission to discharge compared with those who did not participate in canine-assisted intervention.
Patients who received canine-assisted intervention had an average 2.4 point greater improvement in their composite functional independence score. The study also found that among patients who participated in canine-assisted intervention, greater cumulative exposure to the facility dog was associated with progressively greater improvement in functional independence.
While the findings are encouraging, researchers emphasize that the study demonstrates an association, not proof that canine-assisted intervention causes better recovery.
At TIRR Memorial Hermann, Haas sees firsthand how specially trained facility dogs can become part of a patient's rehabilitation experience.
For example, Annie can participate in therapy sessions and respond to task-specific cues designed to help patients work toward individualized goals.
"We see such wonderful responses when the dogs are present. Folks might go from standing maybe thirty seconds to then all of a sudden they're standing at the mat working on playing a game with our dogs or brushing them and the next thing you know they've broken standing records," Haas said.
TIRR Memorial Hermann is also home to Pilot, another specially trained facility dog who works with handler Renee Lee. The dogs work alongside physical, occupational, speech and other rehabilitation professionals, helping patients stay engaged and motivated as they work toward functional goals.
For patients, that can mean turning a challenging therapy exercise into something a little more engaging, whether that involves reaching, moving, walking or completing another task necessary for greater independence.
The new research offers a scientific look at something rehabilitation teams like Haas have seen in practice: the connection between a patient, a specially trained dog and the rehabilitation team may be about more than comfort, it may also help support functional recovery.
* * *
Original text here: https://memorialhermann.org/about-us/newsroom/press-releases
[Category: BizHospital]
Fisher Phillips Issues Insight: Employer Cheat Sheet for Workplace Laws Taking Effect in October 2026
ATLANTA, Georgia, Sept. 19 -- Fisher Phillips, a law firm, issued the following Insight:
* * *
Employer Cheat Sheet for Workplace Laws Taking Effect in October 2026
Sep 18, 2026
The seasons are changing, and so are workplace laws for many states across the country. Employers operating in certain states will see new legislation take effect in October on issues ranging from pay transparency to "captive audience" meetings to immigration-related notices. Here's your employer cheat sheet to some of the key laws kicking in next month (all laws take effect October 1, 2026, unless otherwise noted).
Alabama
*
... Show Full Article
ATLANTA, Georgia, Sept. 19 -- Fisher Phillips, a law firm, issued the following Insight:
* * *
Employer Cheat Sheet for Workplace Laws Taking Effect in October 2026
Sep 18, 2026
The seasons are changing, and so are workplace laws for many states across the country. Employers operating in certain states will see new legislation take effect in October on issues ranging from pay transparency to "captive audience" meetings to immigration-related notices. Here's your employer cheat sheet to some of the key laws kicking in next month (all laws take effect October 1, 2026, unless otherwise noted).
Alabama
*Ban on non-disclosure provisions related to sexual abuse (SB 30). Alabama employers will need to ensure that workplace agreements (including nondisclosure, confidentiality, employment, settlement, or other agreements) do not prohibit disclosure of an act of sexual abuse or related facts. Such provisions, if part of an agreement entered into, executed, or amended on or after October 1, 2026, will be void and unenforceable due to new legislation known as "Trey's Law."
Connecticut
* Artificial Intelligence Responsibility and Transparency Act (SB 5). Earlier this year, Connecticut enacted one of the most comprehensive AI laws in the country, and employers need to start preparing now. The law uses staggered effective dates, so compliance obligations will roll in over the next two years. The first key date - October 1, 2026 - triggers the anti-discrimination amendments, the developer-deployer framework, and a new WARN Act disclosure requirement. Here are four important items you should add to your to-do list.
* Major Expansion of Pay Transparency Requirements (Sub. HB 5003, Sec. 2). Employers will be required to disclose in internal and public job postings: (1) the wages or wage range - which will need to be set in "good faith" - for the position posted, and (2) a general description of the benefits (including health insurance benefits, retirement benefits, fringe benefits, paid leave, and any other compensation other than wages) to be offered with such position.
* Small Employers No Longer Exempt from Stay-or-Pay Ban (Sub. HB 5003, Sec. 4). All employers, regardless of size, will be prohibited from requiring, as a condition of employment, an employee (or prospective employee) to execute an employment promissory note requiring the individual to pay the employer a sum of money if they leave such employment within a certain time period (subject to limited exceptions). Prior to October 1, 2026, employers with fewer than 26 employees were exempt from the state's longstanding stay-or-pay ban.
* New ADA Accommodation Notice Requirements (Sub. HB 5003, Sec. 30-31). Employers will be required to provide written notice of an employee's right under federal law to reasonable accommodations in the workplace for a disability. The notice will need to be provided to new employees upon hire, to existing employees within 120 days of October 1 (by January 29, 2027), and to any employee who notifies the employer of their disability within 10 days of such notification. Employers can satisfy these notice requirements by displaying a poster created by the state's Labor Commissioner in a conspicuous place that is accessible to employees (though, as of publication, a model poster does not appear to be available yet).
* Expanded Rights Regarding Lactation Breaks (Sub. HB 5003, Sec. 32). Employers will be required to provide reasonable break times for an employee to express breast milk for their nursing child or breastfeed at the workplace in addition to any scheduled breaks. This is an update to current law, which merely allows employees to express breastmilk or breastfeed during their meal or break periods.
* New Paycheck Transparency Rules for Large Employers (Sub. HB 5003, Sec. 38). Employers with 100 or more employees will be required to create a guide for pay codes for overtime and the employer's most commonly used pay differentials (such as shift differentials, on-call pay, hazard pay, call-back pay, holiday or weekend pay, or geographical pay differentials). Each guide must meet certain content and language requirements, be posted on the employer's website, and be updated each time new pay codes are added (employers can use a third-party payroll services company to meet these requirements). Employers must provide the website address for such guide to employees upon hire and include it on each record of hours furnished to employees (or, alternatively, provide a copy of the guide to an employee upon hire in English and the employee's primary language).
* Tip Credit Eliminated for Certain Cannabis Workers (Sub. HB 5003, Sec. 6). The Connecticut Labor Commissioner will no longer recognize gratuities, as part of the minimum fair wage, for employees at cannabis establishments, dispensaries facilities, or producers. Such businesses must therefore be prepared to comply with the state's minimum wage rules without taking a tip-credit for such employees.
* Expanded Prevailing Wage Rules (Sub. HB 5003, Sec. 54). Employers subject to the state's existing prevailing wage requirements will be required to complete detailed daily records of each person performing the work of any mechanic, laborer, or worker at a work site and to meet related recordkeeping and filing requirements. A failure to file will be a class C misdemeanor, and the employer could face a fine of up to $500, up to three months' imprisonment, or both.
* Comptroller to Withhold Payment for Prevailing Wage Violations (SB 268). When contractors or subcontractors on public works projects are violating prevailing wage laws, the state comptroller will be authorized to stop issuing payments to such contractors until the case is resolved. Learn more here (governor's press release).
* Enhanced workers' compensation for certain workers assaulted on the job (Sub. HB 5003, Sec. 1). "Teachers, health care providers, and related employees who cannot work due to an on-the-job assault will now receive 100% of their average weekly earnings (versus the standard 75% after-tax cap), plus medical expenses and lost wages for court appearances," according to a press release from Governor Lamont.
* Expanded Notice Rules for Electronic Workplace Surveillance (Sub. SB 472). Employers that electronically monitor their employees are required under existing state law to give their employees written notice about such monitoring and post that notice in a conspicuous place accessible to employees. Starting October 1, 2026, that notice must identify the specific workplace locations that may be monitored (unless such premises are an airport or unless the employer has "reasonable grounds" to conduct such monitoring for security and employee safety purposes), and the notice must also be posted in the locations where monitoring may occur. In addition, employers must give prospective employees hired on or after October 1 a written, plain-language statement on prohibited activities that may be monitored without prior written notice.
District of Columbia
* Universal Paid Leave Reductions (FY 2027 Budget Support Act, summarized here). Starting October 1, 2026, the maximum weekly benefit amount will be capped at $1,100 (a decrease from the current $1,190 weekly cap) for all benefit types (including parental, medical, family, and prenatal leave) provided through the Universal Paid Leave (UPL) Program managed by the Department of Employment Services (DOES). The weekly benefit amount may be increased for inflation each October 1 (starting in 2027), so long as the Office of the Chief Financial Officer certifies that sufficient UPL funds can support the increase. In addition, the maximum number of weeks allowed will be reduced from 12 weeks to eight weeks for qualifying medical leave for an employee to care for their own serious medical condition and to six weeks for qualifying family leave to care for a sick family member with a serious medical condition. (The maximum number of weeks allowed will remain at 12 weeks for qualifying parental leave and at two weeks for qualifying prenatal leave.) The employer contribution amount will continue to be equal to 0.75% of covered employees' wages. Stay tuned for updated notices from the DOES Office of Paid Family Leave to ensure compliance with the employer posting requirements.
Maryland
* Ban on "Captive Audience" Meetings (SB 417). Covered employers will be prohibited (subject to limited exceptions) from discharging, disciplining, or otherwise penalizing an employee for declining to attend, participate in, or listen to an employer-sponsored meeting during which the employer communicates its opinion regarding broadly-defined "religious" or "political" matters. Similar protections will apply to applicants. An employee who believes their employer has violated this new "captive audience" meeting ban will have a right to file a complaint with the state's Commissioner of Labor and Industry, who may, after an investigation, assess a civil penalty of up to $10,000 for an initial violation (or up to $25,000 for a subsequent violation) and award other relief, such as reinstatement of the employee and back pay with interest. In addition, employers will need to meet certain notice and posting requirements (the Commissioner is required to make a poster and model notice available on or before November 1, 2026).
* Ban on Dynamic Pricing for Certain Businesses (HB 895). Certain food retailers and third-party delivery service providers will be prohibited from using "dynamic pricing" (sometimes known as "surveillance pricing") or a consumer's personal data to set a higher price for food that is exempt from the state's sale and use tax. Covered businesses will also be prohibited from using protected class data to offer, advertise, or sell a consumer good or service if such use results in withholding or denying from the consumer an accommodation, advantage, or a privilege accorded to others. The Protection From Predatory Pricing Act will be enforced by the Office of Attorney General's Consumer Protection Division, which will issue a notice of violation before taking action and provide the alleged violator with a 45-day cure period. Learn more about increasing litigation and legislation related to dynamic pricing.
Michigan
* Youth employment authorizations (2024 HB 5594). Starting October 2, 2026, all youth work permits in Michigan must be obtained exclusively through the State of Michigan's centralized work permit system, and employers must keep work permits on file. Learn more here (state website on the Youth Employment Standards Act).
New Jersey
* Controversial ABC Classification Test (NJDOL Final Rule). New Jersey businesses should get ready for new regulations on classifying workers as independent contractors under the state's ABC test, which makes it difficult for many companies to treat workers as independent contractors, and for businesses to hire smaller, entrepreneurial businesses. Here's what businesses need to know about the finalized regulations and three steps you should consider taking now.
North Carolina
* Modernization of the State Human Resources System (SB 1041). The state's Human Resources Act repealed and replaced, completely overhauling a wide range of laws related to State government employment.
Ohio
* Loosened Child Labor Restrictions (HB 455). Among other changes kicking in October 9, 2026, 14- and 15-year olds will soon be permitted to be employed between 7:00 p.m. and 9:00 p.m. any night preceding a day school is not in session if the minor has approval from a parent or legal guardian. (Under current law, individuals of such age are prohibited from working past 7:00 p.m., except between June 1 and September 1 or during any school holiday of five school days or more). However, this change may be of little or no impact to employers subject to more protective provisions of the federal Fair Labor Standards Act, which supersede state law.
Rhode Island
* RISavers Program Compliance Deadline for Large Employers (RISavers website). A 2024 state law established the RISavers Program, a state-sponsored retirement savings program, and set phased-in enforcement. The first compliance deadline, which applies to eligible employers with more than 100 eligible employees, is October 15, 2026. Learn more here (official press release).
South Carolina
* Protected Leave for Civil Air Patrol Service (SB 1043). All employers will be required to provide at least 30 days per calendar year of leave for the purpose of response to an emergency service operation of the Civil Air Patrol, as well as at least 10 days per calendar year of leave for the purpose of training and proficiency activities administered by the Civil Air Patrol, US Air Force, FEMA, or other emergency management-related organizations. For private employers, Civil Air Patrol leave may be paid or unpaid (for public employers, such leave must be paid at the employee's current pay rate). The new law includes additional requirements, various exceptions, and employees will have a right to bring a civil action against an employer who allegedly violates the new rules.
* Expanded Paid Parental Leave for Certain Public Employees (SB 11). Changes to South Carolina's paid parental leave law for certain public employees include: extending coverage to eligible state employees working in temporary-grant or time-limited positions; clarifying that stillbirth is a qualifying event; and increasing the amount of required paid leave from two weeks to four weeks for adoption (for employees who are not the child's primary caregiver) or foster care placement (other qualifying events will still require six weeks of paid leave).
Vermont
* Savers Program Penalty Increase (2023 SB 135). Vermont requires covered employers with two or more W-2 employees to register for Vermont Saves, a state-sponsored retirement program, if they do not already offer a qualified workplace retirement savings plan. The maximum penalty for a covered employer that fails to comply without reasonable cause will significantly increase on October 1 to $75 per covered employee.
Washington
* Immigrant Worker Protection Act (HB 2105). Employers will be required to provide a specific notice to each worker (and their representative, if any) within five days of receiving notification from a federal agency of any inspection of I-9 forms and any related worker records. Employers will also be required to provide a separate notice to affected workers (and their representatives, if any) within five days of receiving results of any such inspection, as well as comply with posting and anti-retaliation requirements. Any individual injured by an alleged violation of these new provisions will be entitled to bring a private cause of action and recover damages and other relief. In addition, the state's attorney general will be authorized to enforce the law, and employers will be required to pay statutory damages of $500 for each notice failure (doubled for willful violations), subject to a limited exception requiring correction. Learn more and find model posters and notices here (fhttps://www.atg.wa.gov/IWPA).
* * *
Related People
David R. Dorey
Partner
drdorey@fisherphillips.com
202/978-9655
* * *
Lauren Laing
Legal Content Counsel
llaing@fisherphillips.com
412/822-6623
* * *
Braden Lawes
Senior Government Affairs Analyst
blawes@fisherphillips.com
202/916-7176
* * *
Sarah Wieselthier
Partner
swieselthier@fisherphillips.com
908/516-1064
* * *
Original text here: https://www.fisherphillips.com/en/insights/insights/employer-cheat-sheet-for-workplace-laws-taking-effect-in-october-2026
[Category: BizLaw/Legal]
Dorsey & Whitney Advises Beijing Xunzhong on Placing of New H Shares Under General Mandate
MINNEAPOLIS, Minnesota, Sept. 19 -- Dorsey and Whitney, a law firm, issued the following news release:
* * *
Dorsey & Whitney Advises Beijing Xunzhong on Placing of New H Shares under General Mandate
September 18, 2026
International law firm Dorsey & Whitney LLP acted as Hong Kong legal advisors to Beijing Xunzhong Communication Technology Co., Ltd. ("Xunzhong") as to Hong Kong law in connection with its placing of new H shares under general mandate (the "Placing"). Xunzhong's H shares are listed on the Main Board of the Hong Kong Stock Exchange (Stock Code: 2597).
Winbull Securities International
... Show Full Article
MINNEAPOLIS, Minnesota, Sept. 19 -- Dorsey and Whitney, a law firm, issued the following news release:
* * *
Dorsey & Whitney Advises Beijing Xunzhong on Placing of New H Shares under General Mandate
September 18, 2026
International law firm Dorsey & Whitney LLP acted as Hong Kong legal advisors to Beijing Xunzhong Communication Technology Co., Ltd. ("Xunzhong") as to Hong Kong law in connection with its placing of new H shares under general mandate (the "Placing"). Xunzhong's H shares are listed on the Main Board of the Hong Kong Stock Exchange (Stock Code: 2597).
Winbull Securities International(Hong Kong) Limited acted as sole overall coordinator and placing agent. With 11,190,000 new H shares placed at HK$28.20 per H share, the Placing raised approximately HK$315.56 million in gross proceeds and approximately HK$313.64 million in net proceeds. The Placing was completed on September 17, 2026.
Xunzhong is principally engaged in cloud-based communications services and enterprise digitalization services in the PRC. Xunzhong intends to use the net proceeds to build out its new computing power operation services business segment, which is operated independently of its existing businesses and focuses on computing power resource scheduling, artificial intelligence platforms, and customer-facing computing power and artificial intelligence products and solutions.
Approximately 38% of the net proceeds will fund the development of infrastructure and R&D environment for the computing power business, including artificial intelligence training and inference servers, general-purpose computing and storage servers, network equipment and integrated cabling; approximately 22% will fund the research and development of platforms and products for the computing power business, including computing power scheduling and artificial intelligence platforms, customer-facing products and solutions, and data and model asset management platforms; approximately 15% will be used to procure elastic computing power and hosting services from third parties; approximately 8% will go toward team building and talent acquisition; approximately 7% will support market expansion, ecosystem cooperation and solution delivery; and approximately 10% will be used for general working capital and general corporate purposes of the Group.
Partner and Co-Head of Dorsey's Asia Capital Markets practice Rachel Han and Of Counsel in the Capital Markets and Corporate Compliance group Carlton Ng, along with Associate Kristy Ting, led the Dorsey Hong Kong Capital Markets & Corporate Compliance group in navigating the regulatory and legal complexities of the Placing.
* * *
URL: Beijing Xunzhong Communication Technology Co.
* * *
Original text here: https://www.dorsey.com/newsresources/news/press-releases/2026/09/beijing-xunzhong
[Category: BizLaw/Legal]
Chemistry or Compatibility? '#Love' Bets It All, Only on Netflix October 2
LOS GATOS, California, Sept. 19 -- Netflix, a content provider, issued the following news:
* * *
Chemistry or Compatibility? '#Love' Bets It All, Only on Netflix October 2
17 September 2026
Chemistry or compatibility - which one actually wins? That's the question two rival dating-app founders are about to put everything on the line for, in Netflix's upcoming Tamil series #Love, premiering on October 2. Showrun and produced by Soundarya Rajinikanth, and directed by acclaimed filmmaker Balaji Mohan, this series stars Aishwarya Lekshmi and Arjun Das in a fresh on-screen pairing - and spoiler alert,
... Show Full Article
LOS GATOS, California, Sept. 19 -- Netflix, a content provider, issued the following news:
* * *
Chemistry or Compatibility? '#Love' Bets It All, Only on Netflix October 2
17 September 2026
Chemistry or compatibility - which one actually wins? That's the question two rival dating-app founders are about to put everything on the line for, in Netflix's upcoming Tamil series #Love, premiering on October 2. Showrun and produced by Soundarya Rajinikanth, and directed by acclaimed filmmaker Balaji Mohan, this series stars Aishwarya Lekshmi and Arjun Das in a fresh on-screen pairing - and spoiler alert,their chemistry needs no algorithm to figure out!
And honestly, it hits close to home - "love" today comes with swipes, matches, unread messages, and occasionally, a full-blown rivalry - seri dhaane (translation: isn't that right)? Set against the vibrant world of rival dating apps FOUND and Find My Bae, #Love follows founders Tara and Matthew, who've built entire businesses matching everyone else... Except for themselves.
Monika Shergill, Vice President, Content, Netflix India, said, "This has been a defining year for Netflix India, as we've deepened our investment in storytelling from the South of India -- and #LOVE is a title we're especially excited about. As we expand our slate across Tamil storytelling, this contemporary, feel-good rom-com stood out as a genre and that was ready for a fresh, confident take. #LOVE steps into that space with a modern, chemistry-driven love story about two rival dating-app founders who end up testing their own theories of love on each other. Director Balaji Mohan, together with showrunner and producer Soundarya Rajinikanth, brings a wonderfully playful perspective to the series, while Arjun Das and Aishwarya Lekshmi bring the central relationship to life with chemistry, warmth and humour. The series captures that giddy, unguarded feeling of falling for someone you never saw coming - funny, warm, and exhilarating to anyone who's ever overthought a text message."
Speaking about the series, showrunner and producer Soundarya Rajinikanth said, "What drew me to #Love was how effortlessly it captures relationships today without losing its warmth and emotion. Balaji has created characters who are ambitious, flawed and incredibly easy to root for, and Arjun and Aishwarya bring such a refreshing energy to them. It's exactly the kind of contemporary story we were excited to bring to audiences with Netflix."
Echoing this, director Balaji Mohan added, "When we made #Love, we wanted to tell a story that feels like it belongs to today. Romance has evolved, the way we meet people has changed, but the emotions at the heart of relationships remain incredibly familiar and timeless. What I love about this series is that it isn't only about two people falling for each other - friendship, family, ambition and finding yourself are equally important parts of their journeys."
#Love is written by Nirmal Williams, with Sharada Subramanian and Shweta Chakravarty as co-writers, and produced by May6 Entertainment Factory. Chemistry or compatibility - which will you bet on? Get ready for a whole new kind of modern romance!
~ #Love premieres October 2, only on Netflix! ~
* * *
Original text here: https://about.netflix.com/en/news/chemistry-or-compatibility-love-bets-it-all-only-on-netflix-october-2
[Category: Media]
Baker Donelson Attorneys Named to 2026 Edition of Texas Super Lawyers and Rising Stars
MEMPHIS, Tennessee, Sept. 19 -- Baker Donelson, a law firm, issued the following news release:
* * *
Baker Donelson Attorneys Named to 2026 Edition of Texas Super Lawyers and Rising Stars
September 18, 2026
Baker Donelson attorneys Kimberly A. Chojnacki and Sean B. Davis have been named to the 2026 Texas Rising Stars and Super Lawyers lists, respectively. Ms. Chojnacki was recognized for Civil Litigation: Defense, and Mr. Davis was recognized for Bankruptcy.
Ms. Chojnacki, a shareholder in the Firm's Houston office, defends motor carriers and other businesses in litigation arising from fatalities,
... Show Full Article
MEMPHIS, Tennessee, Sept. 19 -- Baker Donelson, a law firm, issued the following news release:
* * *
Baker Donelson Attorneys Named to 2026 Edition of Texas Super Lawyers and Rising Stars
September 18, 2026
Baker Donelson attorneys Kimberly A. Chojnacki and Sean B. Davis have been named to the 2026 Texas Rising Stars and Super Lawyers lists, respectively. Ms. Chojnacki was recognized for Civil Litigation: Defense, and Mr. Davis was recognized for Bankruptcy.
Ms. Chojnacki, a shareholder in the Firm's Houston office, defends motor carriers and other businesses in litigation arising from fatalities,catastrophic injuries, intentional torts, and mass tort events. She guides clients through incident response and resulting litigation, with an emphasis on both the immediate dispute and its longer-term business implications. Ms. Chojnacki also handles complex commercial and condemnation matters and has trial and appellate experience in state and federal courts. She is vice chair of Baker Donelson's Logistics, Energy, and Manufacturing Group and a member of the Firm's 24-hour Emergency Response Team.
Mr. Davis, also a shareholder in the Houston office, is a member of the Firm's Corporate Restructuring and Bankruptcy Group. He represents lenders, vendors, purchasers, and other stakeholders in commercial bankruptcy and restructuring matters.
He also advises secured and unsecured creditors, financial institutions, lessors, servicers, and trade creditors in bankruptcy proceedings, foreclosures, workouts, insolvency matters, and related litigation. Mr. Davis's work spans industries including construction, financial services, health care, manufacturing, maritime, oil and gas, and real estate.
Super Lawyers, part of Thomson Reuters, is a rating service of outstanding lawyers from more than 70 practice areas who have attained a high degree of peer recognition and professional achievement. The annual selections are made using a patented, multiphase process that includes a statewide survey of lawyers, an independent research evaluation of candidates, and peer reviews by practice area. The result is a credible, comprehensive, and diverse listing of exceptional attorneys.
* * *
Original text here: https://www.bakerdonelson.com/baker-donelson-attorneys-named-to-2026-edition-of-texas-super-lawyers-and-rising-stars
[Category: BizLaw/Legal]
