Law/Legal
Here's a look at documents from law firms and legal groups
Featured Stories
Ropes & Gray Attorneys Author Chambers Global Practice Guide Chapter on Life Sciences
BOSTON, Massachusetts, May 22 (TNSrpt) -- Ropes and Gray, a law firm, issued the following news:
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Ropes & Gray Attorneys Author Chambers Global Practice Guide Chapter on Life Sciences
Five attorneys authored the Chambers and Partners Global Practice Guide chapter "Life Sciences 2026 USA: Trends and Developments," which examines market, dealmaking, and policy industry trends.
The authors explain the life sciences industry navigated a challenging landscape in 2025, marked by early policy uncertainty that gave way to a strong second-half rebound in public markets, M&A and licensing activity.
... Show Full Article
BOSTON, Massachusetts, May 22 (TNSrpt) -- Ropes and Gray, a law firm, issued the following news:
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Ropes & Gray Attorneys Author Chambers Global Practice Guide Chapter on Life Sciences
Five attorneys authored the Chambers and Partners Global Practice Guide chapter "Life Sciences 2026 USA: Trends and Developments," which examines market, dealmaking, and policy industry trends.
The authors explain the life sciences industry navigated a challenging landscape in 2025, marked by early policy uncertainty that gave way to a strong second-half rebound in public markets, M&A and licensing activity.Licensing deal values climbed well above recent benchmarks, with transactions involving Chinese biotech firms playing an increasingly prominent role. Venture capital, while subdued, reflected continued deployment toward de-risked, later-stage opportunities.
The trends that shaped the sector's upward trajectory to close the year have carried into 2026, with the impending drug patent cliff expected to continue driving both M&A and licensing activity as companies seek to fill gaps in their pipelines. The intensifying GLP-1 weight loss drug market and advancing AI applications in drug discovery will likely continue to influence innovation and deal activity. While the policy environment appears to be stabilizing, uncertainties around most-favored-nation drug pricing, tariffs, and the BIOSECURE Act created both opportunities and challenges.
The chapter was authored by life sciences licensing partner David McIntosh, mergers & acquisitions partner Matt Byron, intellectual property transactions associate Zoe Dettelbach and corporate associates Paul Matheke and Toby Shao.
Lincoln Tsang, partner and head of the firm's European life sciences practice, served as contributing editor of Global Practice Guide: Life Sciences 2026. In a column titled "Navigating the Ever-Changing Global Regulatory Landscape: Adapting to Disruption and Uncertainty," Lincoln notes the evolving global regulatory landscape--shaped by geopolitical tensions, regional conflicts and policy divergence--continues to present both challenges and opportunities. Successfully navigating this environment calls for a considered approach, with an emphasis on agility, informed decision-making and strategic foresight. For life sciences organizations, remaining responsive to change and attentive to emerging trends will be key to addressing complexity and making the most of new developments.
The Life Sciences 2026 guide features nearly 30 jurisdictions. The guide provides the latest legal information on the regulatory framework for life sciences; clinical trials; the marketing, manufacturing and distribution of pharmaceuticals and medical devices; their import, export and pricing; and regulatory reliance and fast-track registration.
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REPORT: https://www.ropesgray.com/-/media/files/pdf/2026/20260516_chambers-life-sciences-global-practice-guide-2026-usa-trends-and-developments.pdf
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Original text here: https://www.ropesgray.com/en/news-and-events/news/2026/05/ropes-gray-attorneys-author-chambers-global-practice-guide-chapter-on-life-sciences
[Category: BizLaw/Legal]
Polsinelli Continues Strong Performance in PitchBook's Q1 2026 League Tables
KANSAS CITY, Missouri, May 22 -- Polsinelli, a law firm, issued the following news:
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Polsinelli Continues Strong Performance in PitchBook's Q1 2026 League Tables
Polsinelli is pleased to announce that the firm has again been recognized in PitchBook's Q1 2026 Global League Tables for its dealmaking activity across mergers and acquisitions, private equity and venture capital. The firm earned rankings across multiple categories globally and throughout the United States, including top 10 placements in M&A, private equity and venture capital categories.
These rankings further exemplify Polsinelli's
... Show Full Article
KANSAS CITY, Missouri, May 22 -- Polsinelli, a law firm, issued the following news:
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Polsinelli Continues Strong Performance in PitchBook's Q1 2026 League Tables
Polsinelli is pleased to announce that the firm has again been recognized in PitchBook's Q1 2026 Global League Tables for its dealmaking activity across mergers and acquisitions, private equity and venture capital. The firm earned rankings across multiple categories globally and throughout the United States, including top 10 placements in M&A, private equity and venture capital categories.
These rankings further exemplify Polsinelli'sstrength in middle-market corporate transactions, reflecting the firm's significant volume of deals and continued role advising clients on complex transactions across the industries and sectors driving today's economy.
In total, the firm achieved 44 rankings in PitchBook's Q1 2026 league tables, including 17 improved rankings.
The 2026 Q1 ranking highlights include:
Deals Combined:
* Ranked #8 Most Active in the U.S.: Representing Companies
* Ranked #11 Most Active Globally: Representing Companies
* Ranked #12 Most Active in the U.S.
* Ranked #17 Most Active Globally
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Mergers & Acquisitions:
* Ranked #7 Most Active in the U.S.
* Ranked #7 Most Active in the U.S.: Representing Companies
* Ranked #9 Most Active Globally: Representing Companies
* Ranked #15 Most Active Globally
* Ranked #25 Most Active Globally: Representing Investors
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Private Equity:
* Ranked #5 Most Active in Healthcare
* Ranked #9 Most Active in the U.S.: Representing Companies
* Ranked #12 Most Active in the U.S.: Representing Investors
* Ranked #12 Most Active in the U.S.
* Ranked #18 Most Active in Financial Services
* Ranked #20 Most Active Globally
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Venture Capital:
* Ranked #3 Most Active in Consumer Goods & Services
* Ranked #7 Most Active in HC Services & Systems
* Ranked #11 Most Active in the U.S.: Representing Companies
* Ranked #12 Most Active Globally: Representing Companies
* Ranked #12 Most Active in IT Hardware
* Ranked #15 Most Active in the U.S.
* Ranked #16 Most Active Globally
* Ranked #25 Most Active in the U.S.: Representing Investors
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Original text here: https://www.polsinelli.com/news/polsinelli-pitchbook-q1-2026-league-tables
[Category: BizLaw/Legal]
Littler Issues Commentary: Public Act No. 26-12 Is a Gamechanger for Connecticut Workplace Compliance - Here Are the Highlights
SAN FRANCISCO, California, May 22 -- Littler, a law firm, issued the following commentary on May 21, 2026, by office managing shareholder Paula N. Anthony, counsel Nicole S. Mule and associates Ian C. Beck and Dylan C. Harriger:
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Public Act No. 26-12 Is a Gamechanger for Connecticut Workplace Compliance - Here Are the Highlights
At a Glance
* Connecticut enacted a 124-page omnibus bill that represents the most comprehensive overhaul of Connecticut's workplace laws in recent years, imposing significant compliance burdens upon employers across industries.
* The Act addresses liability for
... Show Full Article
SAN FRANCISCO, California, May 22 -- Littler, a law firm, issued the following commentary on May 21, 2026, by office managing shareholder Paula N. Anthony, counsel Nicole S. Mule and associates Ian C. Beck and Dylan C. Harriger:
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Public Act No. 26-12 Is a Gamechanger for Connecticut Workplace Compliance - Here Are the Highlights
At a Glance
* Connecticut enacted a 124-page omnibus bill that represents the most comprehensive overhaul of Connecticut's workplace laws in recent years, imposing significant compliance burdens upon employers across industries.
* The Act addresses liability forunpaid wages in the construction trades, expands workers' compensation for employees injured by workplace assaults, modifies pay transparency requirements, expands break time for nursing mothers, and broadens workplace rights of police, firefighters and veterans, among other far-reaching changes.
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A sweeping labor and employment bill passed at the end of Connecticut's 2026 legislative session was signed by the governor on May 11. Public Act No. 26-12, An Act Concerning Workforce Development and Working Conditions in the State, makes far reaching changes to Connecticut's workplace laws. The Act spans more than 120 pages and combines provisions from dozens of individual bills introduced during the 2026 session. While numerous sections of the omnibus bill had failed in this and past legislative sessions, combining the provisions into a single bill enabled unions and other employee advocates to maneuver passage of the package as the legislative session expired.
The result is an act that changes the legal landscape for public and private sector employers across a wide range of industries. Among other things, the Act addresses liability for unpaid wages in the construction trades, expands workers' compensation for employees injured by workplace assaults, modifies pay transparency requirements, expands break time for nursing mothers, and broadens workplace rights of police, firefighters and veterans.
While this article focuses on the new measures that apply to private employers, note that there are other portions of the Act, not discussed here, that affect public employers specifically./1
Wages, Compensation and Pay Transparency
Mandatory Wage Range and Benefits Disclosure in All Job Postings
Effective October 1, 2026, all employers, regardless of size, must include a position's wage or wage range, as well as a general description of the position's benefits, in both public and internal job postings. "Benefits" are defined as "health insurance benefits, retirement benefits, fringe benefits, paid leave and any other compensation other than wages to be offered with a position."
The amended statute revises the definition of "wage range" from the range an employer "anticipates relying on when setting wages" to a range the employer "sets in good faith." This aligns Connecticut's definition of wage range with pay transparency statutes enacted in other jurisdictions. The amendment applies not only to jobs performed in Connecticut, but also to out of state positions that report to a Connecticut based supervisor, office, or worksite.
The statute continues to authorize private rights of action, but the amendment eliminates punitive damages. Compensatory damages and attorneys' fees remain available.
Expanded Restrictions of Employment Promissory Notes
Since 1985, Connecticut law has prohibited employment promissory notes, or agreements requiring employees to repay money an employer advances for training, sign-on bonus or relocation expenses, if the employee leaves before working a specified period. Employers with 25 or fewer employees were, however, exempted from this provision. Beginning October 1, 2026, the prohibition will apply to all employers, regardless of size. The law does not prohibit employers and employes from entering into voluntary agreements for repayment of amounts advanced by the employer.
Minimum Wage at Cannabis Establishments
The Act eliminates tip credits in the compensation of employees working for cannabis establishments, dispensary facilities, or producers. These employers must now pay employees at least Connecticut's minimum wage without using tips to supplement a lower hourly rate. This provision takes effect October 1, 2026.
Paycheck Transparency
Effective October 1, 2026, employers with at least 100 employees must create a plain language guide explaining the pay codes they use for overtime and commonly used pay differentials. Examples include shift differentials, on call pay, hazard pay, call back pay, holiday or weekend pay, and geographic pay differentials. If applicable, the guide must include no fewer than 10 pay codes and must be updated whenever a new overtime or pay differential code is added.
The guide must be posted on the employer's website in English, Spanish, and the other commonly spoken languages of the employer's workforce. It must identify the office or individual responsible for handling employee questions or disputes related to timekeeping and pay calculations. Employers must provide employees with access to the guide by sharing the website address at hire and including a link on each record of hours worked that they provide to employees.
The Act treats employers as compliant if they use a third party payroll service that supplies a pay code guide that meets the statute's standards. The Act does not require employers to create or maintain a website if they do not already have one and does not require employers to create new pay codes solely to comply with the statute.
Prevailing Wage
Effective October 1, 2026, employers working on projects subject to Connecticut's prevailing wage requirements must keep daily attendance records for all mechanics, laborers, and other workers on a covered job site. The records must list: the project name and location, the date, each worker's name (and trade license number, if applicable), and each worker's arrival and departure times. Employers must submit these daily attendance records weekly to the contracting agency.
These records will be treated as public records subject to the Freedom of Information Act, meaning anyone may inspect or copy them. An employer that fails to maintain and submit these records may face fines, imprisonment, or both.
The Act also clarifies how prevailing wage rates are set on public works projects. When calculating those rates, the labor commissioner must now determine the portion attributable to benefit payments and contributions, such as health insurance and retirement benefits, using the journeyman rate.
Contractor Liability for Unpaid Wages
For any contract entered on or after January 1, 2027, the Act makes general contractors (GC) liable for wages not paid by their subcontractors for construction, renovation, or rehabilitation projects in the state.
The GC will be jointly and severally liable for any unpaid wages owed to a subcontractor's employee for work performed under the construction contract. Before bringing a claim against the GC, the employee must provide 30 days' notice describing the general nature of the alleged violation. The 30-day notice is not required, however, if the employee has raised this issue (or a different violation by the same subcontractor) to the GC previously.
For some level of protection, GCs can include a provision in the subcontract authorizing that unpaid wages be satisfied from the contract retainage. Such provisions do not, however, limit an employee's right to bring an action against the GC, nor waive or release any of the GC's liability. In other words, while inclusion of such language offers GCs some level of protection against loss, it cannot shield GCs against claims brought by unpaid employees.
Retention of Service Contract Workers
Effective July 1, 2027, entities that take over certain service contracts at covered locations, contract out covered services, or receive property in a sale or transfer ("successor employers") must retain covered service contract employees for at least 90 days. For example, if an office building utilizes a cleaning contractor, and they replace that cleaning contractor with a different cleaning contractor, the new contractor would be required to retain all the prior cleaning contractor employees for a period of 90 days, so long as each employee had worked 16 hours per week for at least 60 days during the previous 90 days.
The retention requirement applies to employers with two or more employees that operate in certain industries, including: higher educational facilities, multifamily residential buildings with 50 or more units, commercial centers, complexes or office buildings occupying more than 75,000 square feet, cultural centers or complexes, including museums, convention centers, arenas or performance halls, banks, shopping malls, warehouses or distribution centers, airports, and train stations.
The Act also requires the awarding authority/2 to provide at least 15 days' advance written notice of the termination or nonrenewal, start of the successor contract, or property sale or transfer to the terminated contactor, including contact information of the successor contractor. The terminated contractor has three days to provide the successor contractor with the name, date of hire and job classification of each covered employee. Written offers to those employees must be provided by the successor contractor by the later of five days prior to the termination of the original service contract or 15 days prior to the start of the successor contract.
Covered service employees cannot be terminated during the 90-day retention period absent just cause. However, the successor employer may terminate employees whose attendance and performance records while working under the terminated service contract would lead a reasonably prudent employer to terminate the employee. Moreover, if a successor employer determines that fewer employees are required to perform the work, the employer must retain such required employees by seniority within each job classification, based on the employees' total length of service at the affected site(s). Employees who are not retained must be placed on a preferential hiring list and be recalled if additional employees are necessary.
After the 90-day retention period ends, the successor employer must provide each retained employee with a written performance evaluation. If the employee's performance is deemed satisfactory, the successor employer must offer continued employment either on the same terms and conditions the employee previously had, or any modified terms required by law.
Employees who are displaced or terminated in violation of this law may file a complaint with the labor commissioner or bring a private civil action. Penalties for noncompliance include back pay and lost benefits, reinstatement, compensatory damages, and attorney's fees and costs. The labor commissioner may also direct the attorney general to bring an action in Superior Court seeking damages, injunctive relief, or other equitable remedies on behalf of affected employees.
Healthcare
Direct Care Services Employee Access to Virtual Monitoring Evidence
Under the Act, employees of nonprofit organizations and contractors who provide direct care services to individuals enrolled in programs administered by the Department of Developmental Services (DDS) or the Department of Social Services (DSS) have a right to review virtual monitoring data relied upon as evidence in proposed disciplinary action against them. Labor organizations representing those employees can also obtain such evidence. This right is limited to evidence used in a proposed disciplinary action, not any further recordings.
Virtual monitoring data is defined as remote monitoring of an individual providing direct care services by technology owned and operated by the care recipient in their home. Employees (and/or their union representative) can request access to that evidence so long as they: (1) agree to sign a confidentiality agreement approved by the DDS or DSS; (2) treat any recordings or images obtained as confidential; and (3) refrain from replicating, reproducing, or further disseminating the evidence obtained.
The Act does not curtail employers' use of virtual monitoring data, nor does it require employers to provide such evidence absent a request. However, to the extent an employer relies on virtual monitoring data to discipline an employee, it should be prepared to provide that data to the employee and representative upon request and execution of an approved confidentiality agreement.
DDS and DSS are directed to implement policies and procedures to carry out these provisions by July 1, 2027, and to ensure that granting access to virtual monitoring evidence does not violate HIPAA or any other federal or state law.
Hospital Staffing Committees and Nurse Staffing Plans
In 2024, Connecticut adopted legislation requiring hospitals to provide the State Department of Public Health biannually a prospective nurse staffing plan, including written certification that the developed plan is sufficient to provide adequate and appropriate delivery of health care services to patients for the covered period. The Act amends the statute to require the Department of Public Health Commissioner, in consultation with an organization that represents hospitals in the state, to create a report regarding the number of variations from the nurse staffing plans that hospitals are required by law to develop.
The report must include the number of times a hospital-wide variation from the nurse staffing plan occurred and the number of times there was unit variance from the nurse staffing plans by a hospital. The commissioner must submit the report no later than January 1, 2027, to the Public Health and Labor and Public Employees Committees.
Enhanced Workers' Compensation Benefits for Health Care Providers and Teachers Assaulted at Work
Under Connecticut's Workers' Compensation Act, employees injured in the course of employment are generally eligible to receive wage replacement benefits equal to approximately 75% of their average weekly wage, subject to a cap.
The Act expands workers' compensation benefits for teachers, health care providers and related employees by providing enhanced benefits if they are unable to work as a result of having been "physical[ly] or negligent[ly]" assaulted in the performance of their duties. The new law is essentially a salary continuation benefit, entitling these employees to 100% of their average weekly wage, without a cap on the benefit amount, for periods of partial or total incapacity due to the assault. Reasonably incurred expenses for medical and other services resulting from the assault, as well as lost wages due to their attendance for court appearances related to the assault, are also covered. Further, such absences cannot be charged against the employee's PTO.
Health care providers are defined broadly to include employees and volunteers of a "health care facility or institution" who have direct patient care or patient/family contact responsibilities. "Health care facility or institution" is defined under the statute to include hospitals, nursing homes, home health care agencies, urgent care, medical offices, student infirmaries and other facilities. State-operated facilities, with the exception of UConn Health Center, are excluded. Covered teachers and other educational employees are also defined broadly.
The statute does not define "physical or negligent assault," so the nature of employer conduct that will trigger these statutory provisions, including whether intent is a necessary element, are unclear. When enhanced benefits apply may need to be clarified through litigation or future amendment.
Statutory indemnification provisions that previously saved teachers and other education personnel assaulted in the line of duty from financial loss and expenses not covered by workers' compensation or other insurance have been repealed./3
Disability Accommodations
ADA Posting and Notice Requirements
Effective October 1, 2026, the Connecticut Department of Labor will be required to post information in English and Spanish about the federal Americans with Disabilities Act (ADA) on its website, including the definition of disability and how it relates to reasonable accommodation obligations. The notice must be available for download by employers for posting at their places of business.
Further, employers will be required to provide written notice of the right to reasonable accommodation to existing employees within 120 days of October 1, 2026 (January 29, 2027) and thereafter to new employees upon hire. Employers must also provide such notice within 10 days after an employee notifies the employer of their disability. The DOL Commissioner is authorized to adopt regulations imposing additional requirements regarding methods of employee notice.
As currently written, an employee does not have to request accommodation, but only advise their employer of a disability, to trigger the notice requirement. It is unclear whether the employer's obligation is triggered where the employee's disability may be readily observable without communication from the employee. It is likely that the DOL will provide additional guidance concerning this through regulation.
Expansion of Lactation Accommodations
Connecticut significantly expanded its lactation accommodation law in 2021, mandating that all employers make reasonable efforts to provide a private, sanitary location for employees to breastfeed or express milk during their meal or break periods.
The new law expands the 2021 amendments, requiring employers to provide reasonable break times - not limited to an employee's regular meal or break periods - to breastfeed or express milk.
Conclusion
Public Act 26 12 represents the most comprehensive overhaul of Connecticut's workplace laws in recent years, imposing significant compliance burdens upon employers across industries. While not every provision will affect every workplace, the Act's breadth demands early review and proactive planning. Connecticut employers should determine which provisions apply to their operations, update policies and practices as needed, and consult with labor and employment counsel to ensure compliance with the full gamut of this wide ranging law.
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See Footnotes
1/ For example, the Act extends "portal-to-portal" workers' compensation coverage to public works employees, sets standards for termination of tenured public-school teachers, and establishes mortgage assistance for first responders.
2/ Awarding authority means any person, including a contractor or subcontractor, that (A) awards or otherwise enters into a contract or subcontract to perform services at a covered location, or (B) contracts to sell or transfer control of a property where employees were employed at any time during the 90-day period preceding such sale or transfer. Awarding authority does not include the federal government, the state or the Connecticut Airport Authority.
3/ The so-called "Teacher Assault Statute" codified at Conn. Gen. Stat. 10-236a is repealed by Sec.75 of Public Act 26-12.
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Authors
Paula N. Anthony
Office Managing Shareholder
New Haven
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Nicole S. Mule
Of Counsel
New Haven
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Ian C. Beck
Associate
New Haven
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Dylan C. Harriger
Associate
New Haven
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Original text here: https://www.littler.com/news-analysis/asap/public-act-no-26-12-gamechanger-connecticut-workplace-compliance-here-are
[Category: BizLaw/Legal]
Husch Blackwell Secures Precedential Decision at Federal Circuit on Patent Owners' Standing to Sue for Infringement
KANSAS CITY, Missouri, May 22 -- Husch Blackwell, a law firm, issued the following news release:
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Husch Blackwell Secures Precedential Decision at Federal Circuit on Patent Owners' Standing to Sue for Infringement
A Husch Blackwell appellate team secured a precedential opinion at the U.S. Court of Appeals for the Federal Circuit, which held that clients A.L.M. Holding Company and Ergon Asphalt & Emulsions, Inc. have Article III standing to pursue their infringement claims for patents they own. Agreeing with Husch Blackwell's arguments, the Federal Circuit reversed the District of Delaware's
... Show Full Article
KANSAS CITY, Missouri, May 22 -- Husch Blackwell, a law firm, issued the following news release:
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Husch Blackwell Secures Precedential Decision at Federal Circuit on Patent Owners' Standing to Sue for Infringement
A Husch Blackwell appellate team secured a precedential opinion at the U.S. Court of Appeals for the Federal Circuit, which held that clients A.L.M. Holding Company and Ergon Asphalt & Emulsions, Inc. have Article III standing to pursue their infringement claims for patents they own. Agreeing with Husch Blackwell's arguments, the Federal Circuit reversed the District of Delaware'sprior dismissal.
Even though A.L.M. and Ergon had granted an exclusive license, the Federal Circuit reasoned, they still retained sufficient patent rights--including the right to sue, to veto sublicenses, and to receive sublicense royalties--to have standing.
The Federal Circuit's decision provides important guidance on Article III standing requirements in patent infringement cases, a threshold issue that can make or break a plaintiff's ability to enforce their intellectual property rights. Attorneys handling patent litigation should be aware of this favorable precedent when advising clients on standing issues.
The patents-in-suit at the district court involve "warm mix asphalt" made using lubricating additives that lower mixing and compaction temperatures, with benefits including reduced energy costs and emissions; improved paving at colder temperatures and deeper into the paving season; and the production of better, longer-lasting pavement.
The Husch Blackwell appellate team includes attorneys Joseph Diedrich, Jeffer Ali, Steve Howe, and David Cleveland and paralegal Anna Florian.
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Original text here: https://www.huschblackwell.com/inthenews/husch-blackwell-secures-precedential-decision-at-federal-circuit-on-patent-owners-standing-to-sue-for-infringement
[Category: BizLaw/Legal]
Fredrikson Attorneys Named 2026 Great Plains Super Lawyers and Rising Stars
MINNEAPOLIS, Minnesota, May 22 -- Fredrikson and Byron, a law firm, issued the following news:
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Fredrikson Attorneys Named 2026 Great Plains Super Lawyers and Rising Stars
Super Lawyers named 10 Fredrikson attorneys to the list of 2026 Great Plains Super Lawyers and included six Fredrikson attorneys on the list of 2026 Great Plains Rising Stars.
2026 Great Plains Super Lawyers
Iowa
* Philip S. Bubb - Construction Litigation
* Krystle L. Campa - Real Estate
* Bret A. Dublinske - Energy & Resources
* Bridget R. Penick - Employment & Labor
* Emily S. Pontius - Employment & Labor
*
... Show Full Article
MINNEAPOLIS, Minnesota, May 22 -- Fredrikson and Byron, a law firm, issued the following news:
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Fredrikson Attorneys Named 2026 Great Plains Super Lawyers and Rising Stars
Super Lawyers named 10 Fredrikson attorneys to the list of 2026 Great Plains Super Lawyers and included six Fredrikson attorneys on the list of 2026 Great Plains Rising Stars.
2026 Great Plains Super Lawyers
Iowa
* Philip S. Bubb - Construction Litigation
* Krystle L. Campa - Real Estate
* Bret A. Dublinske - Energy & Resources
* Bridget R. Penick - Employment & Labor
* Emily S. Pontius - Employment & Labor
*Brett F. Roberts - Mergers & Acquisitions
* Sean D. Solberg - Intellectual Property
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North Dakota
* Kristy L. Albrecht - Employment & Labor
* Lawrence Bender - Energy & Resources
* Todd E. Zimmerman - Business Litigation
2026 Great Plains Rising Stars
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Iowa
* Cara S. Donels - Intellectual Property Litigation
* Austin L. Goodnight - Mergers & Acquisitions
* Grace Manzione - Mergers & Acquisitions
* Olivia N. Norwood - Employment Litigation: Defense
* Thomas M. Patton - Intellectual Property Litigation
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North Dakota
* Abigale R. Griffin - Business Litigation
Super Lawyers, a Thomson Reuters business, 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, including nominations, independent research and peer evaluations. The Great Plains Super Lawyers list is made up of lawyers in Iowa, Nebraska, North Dakota and South Dakota.
The Rising Stars designation honors leading attorneys who are either 40 years old or younger or in practice for 10 years or less. While up to five percent of the lawyers in a state are named to Super Lawyers, no more than two and a half percent are named to Rising Stars.
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Fredrikson & Byron is a leading Midwest law firm working collaboratively to help businesses achieve their goals regionally, nationally and globally. With a reputation as the firm "where law and business meet," our attorneys bring business acumen and entrepreneurial thinking to work with clients and operate as business advisors and strategic partners as well as legal counselors. The firm's 400+ attorneys serve clients from offices in Minnesota, Iowa, North Dakota, Wisconsin, Mexico and China. Learn more at fredlaw.com or LinkedIn.
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Original text here: https://www.fredlaw.com/news-fredrikson-attorneys-named-2026-great-plains-super-lawyers-and-rising-stars
[Category: BizLaw/Legal]
EPA Moving to Regulate Data Center Turbines as "Mobile Sources"
CLEVELAND, Ohio, May 22 -- Frantz Ward, a law firm, issued the following news:
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EPA Moving to Regulate Data Center Turbines as "Mobile Sources"
Recent statements and rulemakings suggest that the United States Environmental Protection Agency ("the EPA") is exploring pathways to reduce permitting burdens associated with temporary power sources, such as combustion turbines and diesel generators, which are frequently used during data center construction and early operations.
Most notably, the EPA is considering whether certain portable or truck-mounted units could be classified as "mobile
... Show Full Article
CLEVELAND, Ohio, May 22 -- Frantz Ward, a law firm, issued the following news:
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EPA Moving to Regulate Data Center Turbines as "Mobile Sources"
Recent statements and rulemakings suggest that the United States Environmental Protection Agency ("the EPA") is exploring pathways to reduce permitting burdens associated with temporary power sources, such as combustion turbines and diesel generators, which are frequently used during data center construction and early operations.
Most notably, the EPA is considering whether certain portable or truck-mounted units could be classified as "mobilesources" under the Clean Air Act, rather than "stationary sources."
If adopted, this approach could allow developers to avoid more stringent permitting regimes, including New Source Review (NSR) requirements applicable to major stationary sources, which would likely result in shorter timelines and reduced costs.
Potential Reclassification of Temporary Power Sources
The EPA previewed this concept in its recent updates to the New Source Performance Standards (NSPS) for combustion turbines. The rule introduces a less stringent nitrogen oxides (NOx) standard for "temporary" units and outlines a potential conditional exclusion from the definition of "stationary combustion turbine."
Under this framework, turbines that meet the definition of "nonroad engines" and comply with Title II mobile source standards could be excluded from stationary source regulation--pending the EPA's anticipated development of emission standards and certification requirements for portable turbines.
For developers, such a reclassification would represent a significant shift, effectively allowing certain temporary generation assets to bypass NSR permitting and associated control requirements, such as Best Available Control Technology (BACT).
NSR Reform and Construction Flexibility
In parallel, the EPA has submitted a proposed rule for White House review that would clarify the meaning of "begin actual construction" under NSR. The proposal is expected to allow developers to undertake limited pre-construction activities--such as building foundations or structural components--prior to obtaining a permit, provided that no emissions units are installed. This approach, if finalized, would codify prior EPA guidance and could help accelerate project timelines.
Ongoing Challenges: Major Source Thresholds and Aggregation
Despite these potential reforms, developers continue to face challenges under existing NSR frameworks:
* Major Source Determinations: Large clusters of backup generators--common at hyperscale data centers--may collectively trigger major source thresholds, particularly in areas subject to Prevention of Significant Deterioration (PSD) or nonattainment NSR.
* Aggregation Risks: Regulators may aggregate multiple units based on factors such as common ownership, proximity, and operational interdependence, increasing the likelihood of major source classification.
* Synthetic Minor Strategies: Many developers continue to pursue "synthetic minor" status by voluntarily limiting potential emissions to avoid more stringent permitting requirements.
Increased Scrutiny and Policy Divergence
At the same time, data center projects are drawing heightened scrutiny from regulators and policymakers:
* State-level initiatives, such as New York's ongoing rulemaking, are exploring more comprehensive environmental requirements for data centers.
* Federal lawmakers have raised concerns regarding air emissions, energy consumption, and broader environmental impacts of AI-related infrastructure.
* Local opposition and enforcement risks are increasing, particularly where temporary power sources are deployed without clear permitting pathways.
Recent disputes involving large-scale data center projects underscore the legal and reputational risks associated with reliance on temporary generation assets.
Looking Ahead
The EPA's anticipated actions regarding mobile source classification and NSR reforms could provide meaningful regulatory relief for data center developers. However, uncertainty remains as to the scope and timing of these changes, as well as how they will be implemented at the state and local level.
In the interim, developers should carefully evaluate permitting strategies for temporary and backup power systems, with particular attention to aggregation risks, emissions limits, and evolving federal and state policy signals.
We will continue to monitor these developments and provide updates as the EPA's rulemaking progresses.
If you have questions regarding these developments or would like assistance in evaluating how these changes might affect your current or planned data center projects, please contact a member of Frantz Ward's Environmental or Construction Practice Groups.
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Original text here: https://www.frantzward.com/epa-moving-to-regulate-data-center-turbines-as-mobile-sources/
[Category: BizLaw/Legal]
Daily Journal Names Deborah Fishman and Tom Magnani to 2026 'Top Intellectual Property Lawyers' List
WASHINGTON, May 22 -- Arnold and Porter, a law firm, issued the following news:
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Daily Journal Names Deborah Fishman and Tom Magnani to 2026 'Top Intellectual Property Lawyers' List
Arnold & Porter partners Deborah Fishman and Tom Magnani were named to Daily Journal's list of "Top Intellectual Property Lawyers 2026." The annual list recognizes an outstanding group of California-based attorneys whose achievements over the past year have significantly influenced the field of intellectual property.
Deborah, recognized on the list since 2022, was commended for her nearly 30 years of representing
... Show Full Article
WASHINGTON, May 22 -- Arnold and Porter, a law firm, issued the following news:
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Daily Journal Names Deborah Fishman and Tom Magnani to 2026 'Top Intellectual Property Lawyers' List
Arnold & Porter partners Deborah Fishman and Tom Magnani were named to Daily Journal's list of "Top Intellectual Property Lawyers 2026." The annual list recognizes an outstanding group of California-based attorneys whose achievements over the past year have significantly influenced the field of intellectual property.
Deborah, recognized on the list since 2022, was commended for her nearly 30 years of representingbiopharmaceutical and medical device companies in high-stakes patent and commercial disputes, including cases exceeding $1 billion in value and matters reaching the U.S. Supreme Court.
Daily Journal emphasized her long-standing representation of Regeneron in defending the patents protecting EYLEA, its flagship ophthalmology biologic, where Deborah and the Arnold & Porter team defended nine inter partes review and post-grant review proceedings while simultaneously managing two Federal Circuit appeals and parallel foreign matters.
Daily Journal highlighted Tom, head of the firm's Technology Transactions practice and co-chair of the firm's Technology & Media industry group and Artificial Intelligence (AI) group, for his work at the forefront of AI and intellectual property law.
Tom was recognized for his representation of AI-developer Anthropic in cutting-edge copyright matters, as well as for his decades of experience navigating complex, multi-stakeholder transactions, including negotiating the deal that brought classic Peanuts television specials to Apple TV+, and representing Middle-earth Enterprises in the sale of rights to The Lord of the Rings and The Hobbit.
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Original text here: https://www.arnoldporter.com/en/perspectives/news/2026/05/daily-journal-names-deborah-fishman-and-tom-magnani-to-2026-top-intellectual-property-lawyers-list
[Category: BizLaw/Legal]
