Featured Stories
Lisa Seifman to Speak at Bloomberg 's Global Credit Forum 2026 - London
NEW YORK, Nov. 18 [Category: BizLaw/Legal] -- Cahill Gordon and Reindel, a law firm, posted the following news:
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Lisa Seifman to Speak at Bloomberg 's Global Credit Forum 2026 - London
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Cahill partner Lisa Seifman, co-chair of the firm's Digital Infrastructure Finance practice group, will speak on the panel "Financing the AI revolution" at Bloomberg's Global Credit Forum 2026.
Lisa will join a panel of industry leaders, including Ben Richardson (CoreWeave), Eleanor Duncan (Bloomberg News), and Roald Nashi (Kirkland & Ellis LLP).
Hosted by Bloomberg News, Bloomberg Intelligence, and
... Show Full Article
NEW YORK, Nov. 18 [Category: BizLaw/Legal] -- Cahill Gordon and Reindel, a law firm, posted the following news:
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Lisa Seifman to Speak at Bloomberg 's Global Credit Forum 2026 - London
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Cahill partner Lisa Seifman, co-chair of the firm's Digital Infrastructure Finance practice group, will speak on the panel "Financing the AI revolution" at Bloomberg's Global Credit Forum 2026.
Lisa will join a panel of industry leaders, including Ben Richardson (CoreWeave), Eleanor Duncan (Bloomberg News), and Roald Nashi (Kirkland & Ellis LLP).
Hosted by Bloomberg News, Bloomberg Intelligence, andBloomberg Television, the Global Credit Forum brings together some of the most influential voices in the credit industry. Together the panelists will explore where debt markets go from here, at a time when a historic debt-fueled race to develop artificial intelligence is coinciding with a growing list of geopolitical headwinds.
To learn more about this, click here.
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Original text here: https://www.cahill.com/news/events/2026-11-18-lisa-seifman-to-speak-at-bloombergs-global-credit-forum-2026-london
Alfonso Garcia Chan and Patrick Lafferty to Speak on Patlytics' "In Practice: Finding Patent Licensing and Monetization Targets with AI" Webinar
NEW YORK, Nov. 17 [Category: BizLaw/Legal] -- Cahill Gordon and Reindel, a law firm, posted the following news:
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Alfonso Garcia Chan and Patrick Lafferty to Speak on Patlytics' "In Practice: Finding Patent Licensing and Monetization Targets with AI" Webinar
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Cahill partners Alfonso Garcia Chan and Patrick Lafferty will speak on the "In Practice: Finding Patent Licensing and Monetization Targets with AI" webinar hosted by Patlytics.
Alfonso and Patrick, along with other industry participants, will explore how AI can be used to help IP teams identify counterparties and turn patent portfolios
... Show Full Article
NEW YORK, Nov. 17 [Category: BizLaw/Legal] -- Cahill Gordon and Reindel, a law firm, posted the following news:
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Alfonso Garcia Chan and Patrick Lafferty to Speak on Patlytics' "In Practice: Finding Patent Licensing and Monetization Targets with AI" Webinar
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Cahill partners Alfonso Garcia Chan and Patrick Lafferty will speak on the "In Practice: Finding Patent Licensing and Monetization Targets with AI" webinar hosted by Patlytics.
Alfonso and Patrick, along with other industry participants, will explore how AI can be used to help IP teams identify counterparties and turn patent portfoliosinto high-value monetization opportunities. The webinar will discuss why companies often devote limited resources to monetizing their portfolios and the shortcomings of manual research. The panelists will explain how AI helps connect patents to the products and companies most likely to use them and prioritize targets based on their relevance and potential value. They will also address verifying AI-generated findings with citations before taking action, ensuring attorneys' judgment guides every decision, and identifying realistic ways for law firms and in-house teams to integrate AI into their existing workflows.
Learn more and register here.
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Original text here: https://www.cahill.com/news/events/2026-11-17-alfonso-garcia-chan-and-patrick-lafferty-to-speak-on-patlytics-in-practice-finding-patent-licensing-and-monetization-targets-with-ai-webinar
Jonathan Galea to Moderate Panel at Capital Summit
NEW YORK, Nov. 13 [Category: BizLaw/Legal] -- Cahill Gordon and Reindel, a law firm, posted the following news:
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Jonathan Galea to Moderate Panel at Capital Summit
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Cahill partner Jonathan Galea will moderate the panel "Compliance Conditions for Institutional Allocation Onchain" at Capital Summit in London.
Jonathan will moderate a panel of industry leaders to discuss the requirements regulated allocators should meet and be able to evidence before capital moves into an onchain strategy. The panel will also examine how a position being held in a smart contract rather than an account impacts
... Show Full Article
NEW YORK, Nov. 13 [Category: BizLaw/Legal] -- Cahill Gordon and Reindel, a law firm, posted the following news:
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Jonathan Galea to Moderate Panel at Capital Summit
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Cahill partner Jonathan Galea will moderate the panel "Compliance Conditions for Institutional Allocation Onchain" at Capital Summit in London.
Jonathan will moderate a panel of industry leaders to discuss the requirements regulated allocators should meet and be able to evidence before capital moves into an onchain strategy. The panel will also examine how a position being held in a smart contract rather than an account impactswhere identity, eligibility, and transfer controls sit. Panelists will compare how supervisors in different jurisdictions approach the same allocation and the resulting implications for fund structuring, and discuss how to distinguish genuine legal constraints from internal policy dressed as regulation.
Capital Summit convenes institutional investors, asset managers, LPs, market makers, corporate treasuries, and onchain infrastructure leaders to discuss key issues and trends in institutional onchain adoption.
To learn more about this year's Capital Summit and register, click here.
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Original text here: https://www.cahill.com/news/events/2026-11-13-jonathan-galea-to-moderate-panel-at-capital-summit
Littler: What Do Employers Need to Know About California's New Anti-hate-speech Training Requirement?
SAN FRANCISCO, California, Nov. 11 -- Littler, a law firm, issued the following news:
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What do employers need to know about California's new anti-hate-speech training requirement?
November 10, 2026
California employers are already familiar with the state's extensive harassment prevention training requirements under the California Fair Employment and Housing Act (FEHA).
Every other year, employers with five or more employees in California must provide at least two hours of sexual harassment prevention training to supervisory employees, and at least one hour to nonsupervisory employees.
... Show Full Article
SAN FRANCISCO, California, Nov. 11 -- Littler, a law firm, issued the following news:
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What do employers need to know about California's new anti-hate-speech training requirement?
November 10, 2026
California employers are already familiar with the state's extensive harassment prevention training requirements under the California Fair Employment and Housing Act (FEHA).
Every other year, employers with five or more employees in California must provide at least two hours of sexual harassment prevention training to supervisory employees, and at least one hour to nonsupervisory employees.The required sexual harassment training must also address discrimination, retaliation, abusive conduct, and harassment based on gender identity, gender expression, and sexual orientation.
Now, California has added something new.
Beginning January 1, 2028, the required training must also include an anti-hate-speech component. That component must provide practical guidance on recognizing, reporting, and confronting workplace speech that vilifies, humiliates, or incites hatred against people based on protected characteristics. But here's an important wrinkle. Employers may already be satisfying the new requirement.
The amended law provides that the anti-hate-speech requirement is satisfied if the training covers the prohibition against unlawful harassment and the prevention of abusive conduct based on protected characteristics. It seems likely that many current training options do indeed cover these topics.
Even so, employers would be well-served to consider expressly addressing hate speech in their training. Doing so can give employees and supervisors clearer guidance on what to recognize, how to report it, and how to respond when it occurs, rather than relying on broader harassment and abusive conduct content to satisfy the requirement.
Employers take note. Now is a good time to review your California harassment prevention training. Determine whether your existing program already satisfies the new requirement and consider adding an anti-hate-speech component.
At Littler, we're here to help you stay ahead of ever-evolving training requirements and provide training that meets the needs of your workforce.
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Bruce J. Sarchet
Shareholder
Sacramento
bsarchet@littler.com
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Original text here:
[Category: BizLaw/Legal]
Littler: Warehouse Quota Notice Laws - Rhode Island Is the Newest Member of the Club
SAN FRANCISCO, California, Nov. 11 -- Littler, a law firm, issued the following news:
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Warehouse Quota Notice Laws: Rhode Island Is the Newest Member of the Club
By Bruce Sarchet, Gregory Tumolo, and David Dixon
November 10, 2026
At a Glance
* Rhode Island's new warehouse quota notice law takes effect on January 1, 2027
* The Rhode Island law continues an expansion of such laws that began in California in 2021
* Employers with covered operations should prepare for compliance
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In 2021, as the online retail industry was mushrooming, California passed a first-in-the-nation law requiring
... Show Full Article
SAN FRANCISCO, California, Nov. 11 -- Littler, a law firm, issued the following news:
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Warehouse Quota Notice Laws: Rhode Island Is the Newest Member of the Club
By Bruce Sarchet, Gregory Tumolo, and David Dixon
November 10, 2026
At a Glance
* Rhode Island's new warehouse quota notice law takes effect on January 1, 2027
* The Rhode Island law continues an expansion of such laws that began in California in 2021
* Employers with covered operations should prepare for compliance
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In 2021, as the online retail industry was mushrooming, California passed a first-in-the-nation law requiringthat employees working in certain warehouses and distribution centers be given advance notice of any productivity quotas, and further notice of any adverse employment actions resulting from a failure to meet a quota. As we noted at the time, "Much has been written about a possible 'California contagion' - that new laws that originate in California may eventually spread across the country."
It has taken a while, but our prediction continues to be proven true. From 2022 to 2025, four other states adopted similar laws: New York (effective 6-19-23), Minnesota (effective 7-1-23), Washington (effective 5-31-24), and Oregon (effective 1-1-25). In 2026, two more states joined the club: Connecticut (effective 7-1-26), and most recently, Rhode Island./1
Rhode Island's new law is found at R.I. Gen. Laws Sec. 28-61-1 et seq., the "Warehouse Worker Protection Act."/2 Rhode Island Governor Daniel McKee signed the Act into law on June 18, 2026. The Act takes effect on January 1, 2027.
Which Employees/Employers Are Covered by the New Rhode Island Law?
Rhode Island's new warehouse quota notice law generally tracks the laws in the other six states. But there are some notable differences as well.
Like its predecessors in other states, Rhode Island's new law applies only to non-exempt employees who work at "warehouse distribution centers," at which the employer employs at least a defined number of employees, and only within operations identified by specific codes within the North American Industry Classification System (NAICS)./3 The specific NAICS codes listed in the Rhode Island law to define potentially covered operations are similar to the codes identified in laws enacted in other states. The Rhode Island law applies only to larger operations: those with 100 or more employees at a single warehouse distribution center in the state or 1,000 or more employees at one or more warehouse distribution centers in the state./4 The law applies to the warehouse distribution operations of the operators of such businesses as well as staffing agencies and other third parties that provide labor to such operators.
What Does the New Rhode Island Law Require?
The law broadly defines a "quota" as a work standard where an employee is assigned or required to perform at a specified productivity speed or a quantified number of tasks or to handle or produce a quantified amount of material within a defined time period, and under which an employee may suffer an adverse employment action if they fail to meet the performance standard./5 This definition generally tracks the definition used in other state laws.
The new law requires covered employers to provide employees, upon hire, with a written description of any quota, and of any potential adverse employment action that may result from a failure to satisfy such quota. The notice must also inform employees of their right to request their individual work speed data, and the work speed data of other comparable employees at the facility. If an employer changes a quota, notice must be provided at least two days in advance, and no disciplinary action may be taken for failure to meet the quota until at least two days following the notice.
The law provides that quotas may not interfere with an employee's right to take a meal break or to use the restroom (including reasonable travel time to and from the restroom). Further, quotas may not prevent compliance with occupational health and safety laws found "in the labor laws or department standards."/6 These provisions are also found in the laws of other states.
Unlike other state laws, the new Rhode Island law does not include a stand-alone recordkeeping requirement. However, employers in Rhode Island are generally required to retain similar records for a period of three years./7
Employees and former employees have the right to request and receive copies of prior notices and their personal work speed data, along with work speed data for comparable employees working in the same facility. Employers must respond to such requests within 21 days. Employees can make only one request every 90 days, unless there is a pending disciplinary action or the request is made at the same time an employee is being provided with an employee performance review.
Covered employers may not retaliate against employees who make requests for such information, or who take action to enforce their rights under the law. The law establishes a rebuttable presumption that any adverse action taken within 90 days following such action was retaliatory. After 90 days, the test reverts to a preponderance of the evidence standard.
What Are the Potential Consequences for Violations?
The Director of the Rhode Island Department of Labor is authorized to enforce the new law, and assess damages payable to employees, and civil penalties./8 Individual employees and former employees may bring an action for injunctive relief, and may be awarded costs and attorney's fees.
What's Next?
Rhode Island's new warehouse quota notice law is set to go into effect on January 1, 2027. Employers in the warehouse and distribution center sectors with operations in the Ocean State should promptly consult with employment law counsel to evaluate whether they are covered by the new law, and, if so, develop a plan for coming into compliance.
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See Footnotes
1/ A bill that contains warehouse quota requirements remains pending under New Jersey's two-year legislative cycle running through 2027. A warehouse quota bill in Illinois passed in January 2025 but was vetoed by the governor in March 2025, but a new bill was introduced in February 2026, containing expanded coverage to include "workers" rather than "employees" and more detail regarding civil penalties. While still technically alive, the bill has been dormant after March 2026. Bills containing warehouse quota requirements were also introduced during 2026 but did not become law in Delaware and Hawaii. Similar bills were unsuccessfully attempted in 2025 in Massachusetts and Georgia. A federal Warehouse Worker Protection Act, S.2613 and H.R. 4896, technically remains pending during the remaining days of the 119th Congress, but has been dormant in the Senate Health, Education, Labor and Pensions (HELP) Committee since July 2025.
2/ The new law emerges from several years of successive proposals in Rhode Island, including a 2023 proposal that stalled in committee, followed by increasingly developed versions in 2024 and 2025, including a 2025 bill that passed the Senate but did not become law.
3/ The law applies to business operating under the following NAICS Codes: 493110 for General Warehousing and Storage; 423 for Merchant Wholesalers, Durable Goods; 424 for Merchant Wholesalers, Nondurable Goods; 454110 for Electronic Shopping and Mail-Order Houses. Unlike the laws in some other states, the following NAICS codes are not specified in the Rhode Island law: 492110 for Couriers and Express Delivery Services; 452311 for Warehouse Clubs and Supercenters; 452319 for All Other General Merchandise Stores; and 444110 for Home Centers.
4/ This is similar to the CA, WA, OR, and NY laws under which coverage may be triggered by 100 or more employees at a covered facility, and different from the 250-employee trigger under the MN and CT laws.
5/ Employers might usefully consult their counsel about whether an "adverse action" could include not only traditional employment discipline, but other actions, such as being identified for layoff as part of a reduction in force, and if so, to evaluate whether to refer to this possibility in the notice.
6/ The CA law contains a similar provision that a quota may not prevent compliance with "occupational health and safety laws." Because CA maintains a federally approved OSH state plan, the verbiage appears to refer to CA's occupational health and safety laws. The additional verbiage in the Rhode Island law that then also refers to such laws "in the labor laws or department standards" is not explained in the statute. Unlike CA, RI does not maintain a federally approved OSH state plan and its occupational health and safety laws are primarily governed by federal law rather than state law or department standards. Whether the term may be clarified in forthcoming rules or informal guidance from the Department of Labor and Training (DLT) remains to be seen.
7/ Two Rhode Island statutes directly require retention of employee hours records for at least three years. Under the minimum wage recordkeeping statute, employers must keep records including the hours worked each day and each workweek for not less than three years. R.I. Gen. Laws Sec. 28-12-12. Separately, the wage payment recordkeeping statute requires employers to keep accurate records of hours worked and wages paid each pay period and to retain those records for at least three years after the record is entered. R.I. Gen. Laws Sec. 28-14-12.
8/ While the civil penalties are not specifically identified in the statute, the law requires the Department of Labor and Training (DLT) to adopt rules to enforce the law, authorizes the Director of the DLT to assess damages payable to the employee as well as civil penalties. R.I. Gen. Laws Sec. 28-61-7. As of the date of this publication, the DLT has not publicly announced a timeframe for rulemaking or published any related informal guidance.
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Authors
Bruce J. Sarchet
Shareholder
Sacramento
bsarchet@littler.com
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Gregory Tumolo
Shareholder
gtumolo@littler.com
Providence
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David A. Dixon
Littler onDemand Counsel
ddixon@littler.com
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Original text here: https://www.littler.com/news-analysis/asap/warehouse-quota-notice-laws-rhode-island-newest-member-club
[Category: BizLaw/Legal]
Littler: UK Budget 2026 - Key Points for Employers
SAN FRANCISCO, California, Nov. 11 -- Littler, a law firm, issued the following news:
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UK Budget 2026: Key Points for Employers
What are the key points for employers from the Autumn Budget 2026?
By David Cohen and Emily Bodger
November 10, 2026
The Chancellor delivered the Autumn Budget on 28 October 2026 announcing a range of measures which will be of interest to employers, from wage increases and employee share incentives to future reform of non-competes and parental leave. Some measures are due to take effect in 2027, whilst others await consultation or further detail.
Non-Competes
The
... Show Full Article
SAN FRANCISCO, California, Nov. 11 -- Littler, a law firm, issued the following news:
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UK Budget 2026: Key Points for Employers
What are the key points for employers from the Autumn Budget 2026?
By David Cohen and Emily Bodger
November 10, 2026
The Chancellor delivered the Autumn Budget on 28 October 2026 announcing a range of measures which will be of interest to employers, from wage increases and employee share incentives to future reform of non-competes and parental leave. Some measures are due to take effect in 2027, whilst others await consultation or further detail.
Non-Competes
TheGovernment reiterated its commitment to legislate on non-competes, with proposed reforms applying "across the whole economy." Consultation on the wider use of restrictive practices is expected shortly, and the Government has indicated it will set out a detailed position on these issues in early 2027 ahead of legislation. See our previous article.
Parental Pay for the Self-Employed
From April 2029, parental pay is expected to be extended to eligible self-employed fathers, partners and adopters in Great Britain (who currently have no entitlement). The Budget paper noted that those recently employed or unemployed, or with irregular or broken employment histories, who do not qualify for statutory paternity or adoption pay may also benefit, subject to having sufficient work and earnings history. Further details, including eligibility requirements and how the right will operate in practice, are awaited.
Continue reading here (https://littler.co.uk/insights/budget-2026-key-points-for-employers/).
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Authors
David Cohen
Partner (Consultant)
London
dcohen@littler.co.uk
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Emily Bodger
Knowledge Lawyer
London
ebodger@littler.co.uk
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Original text here: https://www.littler.com/news-analysis/asap/uk-budget-2026-key-points-employers
[Category: BizLaw/Legal]
Herbert Smith Freehills Kramer Advises Joint Sponsors and Underwriters of Denglin Technology on Its Hong Kong IPO
NEW YORK, Nov. 11 -- Herbert Smith Freehills Kramer LLP, a law firm, issued the following news:
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Herbert Smith Freehills Kramer advises joint sponsors and underwriters of Denglin Technology on its Hong Kong IPO
10 Nov 2026
Global law firm Herbert Smith Freehills Kramer has advised CITIC Securities (Hong Kong) Limited, China Securities (International) Corporate Finance Company Limited and BOCI Asia Limited as joint sponsors and underwriters on the listing of Suzhou Denglin Technology Co., Ltd. (09917.HK) on the Main Board of the Hong Kong Stock Exchange.
Denglin Technology is a general-purpose
... Show Full Article
NEW YORK, Nov. 11 -- Herbert Smith Freehills Kramer LLP, a law firm, issued the following news:
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Herbert Smith Freehills Kramer advises joint sponsors and underwriters of Denglin Technology on its Hong Kong IPO
10 Nov 2026
Global law firm Herbert Smith Freehills Kramer has advised CITIC Securities (Hong Kong) Limited, China Securities (International) Corporate Finance Company Limited and BOCI Asia Limited as joint sponsors and underwriters on the listing of Suzhou Denglin Technology Co., Ltd. (09917.HK) on the Main Board of the Hong Kong Stock Exchange.
Denglin Technology is a general-purposegraphics processing unit ("GPGPU") provider that develops and sells GPGPU products to meet the AI computing needs of China's diverse industries. Anchored in its proprietary GPU+ (Minsky(TM)) architecture -- a domestically developed, software-defined on-chip heterogeneous computing framework -- it focuses on enterprise AI as its core target market, while also seeking to expand into the public cloud market and emerging fields such as robotics.
"Hong Kong continues to connect specialist technology businesses with international capital," said Hong Kong partner Matt Emsley. "We are pleased to have supported the joint sponsors and underwriters on Denglin Technology's listing."
Herbert Smith Freehills Kramer has advised on 13 Hong Kong IPOs that have listed over the past 12 months, with an aggregate value of HK$56.2 billion.
"We congratulate Denglin Technology on its successful listing on the Hong Kong Stock Exchange," said Beijing partner Stanley Xie. "The transaction combined our experience in cross-border equity capital markets and understanding of the semiconductor, tech and AI sectors."
This marks the fourth completed Chapter 18C listing on which the firm has advised, underscoring Herbert Smith Freehills Kramer's strong track record in specialist technology listings in Hong Kong. Chapter 18C is a listing regime introduced by the Hong Kong Stock Exchange for specialist technology companies. The firm has advised on the Chapter 18C listings of QuantumPharm, Beijing Yunji Technology and UISEE Technologies, alongside a broad range of technology and advanced manufacturing listings, such as Luxshare Precision, Kinwong Electronic, Nexchip Semiconductor and Shanghai Longcheer Technology.
Partners Matt Emsley, Stanley Xie and Jin Kong/* led a cross-office team advising the clients, assisted by Maisie Ko, Sean Ji, Crystal Chan, Kathy Zhang, Camille Chai, Vera Chen, Grace Bian, Eliane Ye, Julia Zhu, Sophie Liang and Nicole Luk.
Legal manager Marine Jin led the Herbert Smith Freehills Kramer Kewei Joint Operation's Digital Legal Delivery team in providing efficient support for verification and other document-intensive processes during the listing, assisted by Huidan Luo, Lan Lang, Shirley Xie and Sabrina Ji.
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*/ Due to Hong Kong regulatory requirements, Jin Kong's official title is Senior Registered Foreign Lawyer.
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Original text here: https://www.hsfkramer.com/news/2026-11/hsfkramer-advises-joint-sponsors-and-underwriters-of-denglin-technology-on-its-hong-kong-ipo
[Category: BizLaw/Legal]
