Featured Stories
Nixon Peabody Appoints Partner and Former Prosecutor Timothy D. Sini to Lead Litigation Department
ALBANY, New York, June 19 -- Nixon Peabody, a law firm, issued the following news release:
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Nixon Peabody appoints partner and former prosecutor Timothy D. Sini to lead Litigation Department
Nixon Peabody LLP announced that Timothy D. Sini, a Government Investigations & White-Collar Defense partner and former federal prosecutor, will lead the AmLaw 100 firm's Litigation Department and join its Management Committee, effective September 1.
Sini, who is also a member of Nixon Peabody's Congressional Investigations and Crisis Management teams, has built a distinguished career in private practice
... Show Full Article
ALBANY, New York, June 19 -- Nixon Peabody, a law firm, issued the following news release:
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Nixon Peabody appoints partner and former prosecutor Timothy D. Sini to lead Litigation Department
Nixon Peabody LLP announced that Timothy D. Sini, a Government Investigations & White-Collar Defense partner and former federal prosecutor, will lead the AmLaw 100 firm's Litigation Department and join its Management Committee, effective September 1.
Sini, who is also a member of Nixon Peabody's Congressional Investigations and Crisis Management teams, has built a distinguished career in private practiceand public service centered on white-collar matters and government investigations, civil litigation, outside counsel services, and crisis management for a portfolio of clients around the globe. Prior to joining the firm in 2022, Sini was the elected district attorney for Suffolk County, New York, and he previously served as an assistant US Attorney for the Southern District of New York and as commissioner of the Suffolk County Police Department.
"Through his deep leadership experience, Tim has earned a reputation as a trusted advisor to public and private sector leaders and also among his colleagues," said Nixon Peabody CEO and Managing Partner Stephen D. Zubiago. "His commitment to serving clients, empowering our talent, and strategically recruiting top attorneys will serve our firm well as the Litigation Department continues to grow in size, scope, and strength at a time when our clients face highly complex challenges."
Nixon Peabody's nearly 400-member Litigation Department supports clients through all stages of litigation--from pre-trial to appellate proceedings--across a range of industries and jurisdictions. The department comprises the firm's Complex Disputes, Construction and Real Estate Litigation, Privacy & Technology, Government Investigations & White-Collar Defense, Intellectual Property, and Labor & Employment practices.
Sini earned his JD from Brooklyn Law School, magna cum laude, and his BA from American University, also magna cum laude. He served as a law clerk to a federal district court judge in the Southern District of New York and a federal circuit court judge on the Second Circuit US Court of Appeals. In addition to being recommended in The Legal 500 United States 2026 for corporate investigations and white-collar criminal defense: advice to individuals, Tim has been recognized as an expert in investigations and prosecutions, testifying before the President's Commission on Law Enforcement & the Administration of Justice; the US House of Representatives, Subcommittee on Counterterrorism and Intelligence; and the US Senate, Committee on the Department of Homeland Security and Government Affairs. He also received the Federal Bureau of Investigation National Executive Institute Certificate in Executive Leadership, Law Enforcement, and the Harvard University John F. Kennedy School of Government Leadership Decision Making Certificate, Executive Education.
Sini will succeed Anthony Barron as head of the Litigation Department. Department revenue grew in each of Barron's five years in the role, with double-digit growth in the most recent two years, and attorney headcount rose by more than 20%. During his tenure leading the department, Barron oversaw the recruitment of high-profile former public sector leaders, including Sini, enhanced training to increase adoption of AI and other technology tools for litigation, and expanded the department's risk advisory and dispute resolution capabilities to meet emerging client needs. When Sini's new role takes effect, Barron will continue his active and nationally recognized construction litigation practice.
"It has been a privilege to have Tony on our management team throughout my tenure as the firm's managing partner," said Zubiago. "Our firm has benefited from Tony's judgment, drive, and positive outlook, and we are tremendously thankful for his leadership."
Among other recognitions, Barron has been highly ranked by Chambers USA in the field of Construction Law for a number of years and was named one of the top 250 lawyers in the country by Forbes: Meet America's Top Lawyers 2025. He has served in several leadership roles throughout his nearly two decades with Nixon Peabody.
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Original text here: https://www.nixonpeabody.com/about/media/2026/06/18/np-appoints-partner-and-former-prosecutor-timothy-sini-to-lead-litigation-department
[Category: BizLaw/Legal]
Herbert Smith Freehills Kramer Advises Axight on the Acquisition of Estia Health as Part of a Stonepeak-Led Consortium
NEW YORK, June 19 -- Herbert Smith Freehills Kramer LLP, a law firm, issued the following news:
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Herbert Smith Freehills Kramer advises Axight on the acquisition of Estia Health as part of a Stonepeak-led consortium
Herbert Smith Freehills Kramer (HSF Kramer) has advised Axight - an Abu Dhabi-based private equity investment manager focused on the Asia-Pacific region - on its acquisition of a minority stake in Estia Health from Bain Capital as part of a Stonepeak-led consortium.
Axight was established by Lunate, a global investment firm with over US$115 billion in assets under management.
... Show Full Article
NEW YORK, June 19 -- Herbert Smith Freehills Kramer LLP, a law firm, issued the following news:
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Herbert Smith Freehills Kramer advises Axight on the acquisition of Estia Health as part of a Stonepeak-led consortium
Herbert Smith Freehills Kramer (HSF Kramer) has advised Axight - an Abu Dhabi-based private equity investment manager focused on the Asia-Pacific region - on its acquisition of a minority stake in Estia Health from Bain Capital as part of a Stonepeak-led consortium.
Axight was established by Lunate, a global investment firm with over US$115 billion in assets under management.The transaction, which is subject to customary regulatory approvals, marks Axight's second investment in the Australian market and represents a significant investment in one of Australia's largest residential aged care providers.
Headquartered in Sydney, Estia Health is the second largest residential aged care operator in Australia, operating more than 90 homes across New South Wales, Queensland, South Australia, and Victoria, and caring for approximately 9,000 residents.
The HSF Kramer Corporate team was led by partners Tom Hoare and Raji Azzam and senior associate Simone Gould. They were supported by solicitors James Webb and Zoe Feldman.
The HSF Kramer Tax team was led by partners James Pettigrew and Jay Prasad. They were supported by solicitor Coco Frohlich.
Partner Tom Hoare said, "Australia's private capital market continues to attract significant international investment. We are pleased to have supported Axight on their second Australian investment and to have played a role in their future partnership with Stonepeak."
This transaction reflects the depth and capability of our private equity practice. Other recent examples of HSF Kramer's market-leading work in Australian private equity include advising:
* Advent Partners on:
- the sale of Medtech Global to Banyan Software
- its acquisition of Efex
* BGH Capital on:
* the sale of CyberCX to Accenture
* the sale of Laurent Bakery Group to Groupe Le Duff
* BlackRock on its acquisition of StoreLocal
* Blackstone and its portfolio company, Rover Group, Inc on its acquisition of Mad Paws
* Carlyle on its acquisition of Waste Services Group
* Colinton Capital Partners on:
- its acquisition of LPA Energy
- its acquisition of Doors Plus
* EQT and its portfolio company, Compass Education, on:
* its acquisition of Inklass
* its acquisition of Clipboard
* Mercury Capital and its portfolio company, Fyfe, on:
- its acquisition of Ecology and Heritage Partners
- its acquisition of Middleton Group
* Milford Private Equity on its investment in Bridgit
* Odyssey Private Equity on the sale of Sushi Sushi to Genki Global Dining Concepts Corporation
* One Investment Management on its acquisition of Insignia Financial
* Pacific Equity Partners on:
- its acquisition of Serenitas
- its acquisition of IPAH Client Solutions via its portfolio company, Intellihub
* Tasman Capital on its acquisition of Acis
* The Growth Fund on:
- the sale of AFS Logistics to FMH, a PEP portfolio company
- the sale of Black Mount Spring Water to Tasman Capital
* The Riverside Company on:
- its acquisition of Dingo Software
- its acquisition of Virtual IT Group
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URL: Axight
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Original text here: https://www.hsfkramer.com/news/2026-06/hsf-kramer-advises-axight-acquisition-estia-health-stonepeak-consortium
[Category: BizLaw/Legal]
Haynes Boone Secures Sweeping Commercial Division Victories in $100+ Million Noteholder Dispute
DALLAS, Texas, June 19 -- Haynes and Boone, a law firm, issued the following news release:
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Haynes Boone Secures Sweeping Commercial Division Victories in $100+ Million Noteholder Dispute
Haynes Boone secured two significant victories in the Supreme Court of the State of New York, Commercial Division, on behalf of Jasper Lake Ventures One LLC, Redwood Enhanced Income Corp., Liminality Partners LP and Solel-Bioceres SPV, L.P. in a secured-note enforcement action against Bioceres Crop Solutions Corp. and affiliated guarantor entities.
The court granted the noteholders' motion for partial
... Show Full Article
DALLAS, Texas, June 19 -- Haynes and Boone, a law firm, issued the following news release:
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Haynes Boone Secures Sweeping Commercial Division Victories in $100+ Million Noteholder Dispute
Haynes Boone secured two significant victories in the Supreme Court of the State of New York, Commercial Division, on behalf of Jasper Lake Ventures One LLC, Redwood Enhanced Income Corp., Liminality Partners LP and Solel-Bioceres SPV, L.P. in a secured-note enforcement action against Bioceres Crop Solutions Corp. and affiliated guarantor entities.
The court granted the noteholders' motion for partialsummary judgment on liability and denied the defendants' motion for leave to assert additional amended counterclaims and third-party claims. The rulings confirm the enforceability of the noteholders' rights under the governing financing documents and move the case toward a determination of damages, interest, premiums, fees and related relief.
Haynes Boone Partner Lauren Coppola led the litigation team and argued the motions before the court. Counsel Eric Lindenfeld led the briefing on the successful motions and related proceedings, while Partner Greg Kramer advised the noteholder group on pre-default negotiations and strategy.
The litigation concerns more than $100 million in accelerated obligations, along with default interest, contractual premiums, fees and costs. The noteholders alleged that Bioceres and affiliated entities defaulted under the governing note documents, including by breaching indebtedness and financial covenants, making false representations in amendments to the financing documents and failing to satisfy accelerated obligations after notice.
"These decisions are an important result for our clients and a significant step forward in the enforcement process," Coppola said. "The court's rulings keep the case focused on the parties' negotiated agreements, the noteholders' contractual enforcement rights and the consequences of default."
The victories build on the firm's earlier success in the matter, when Haynes Boone secured an emergency temporary restraining order and collateral-preservation relief in December 2025 to help prevent dissipation of pledged assets while enforcement proceedings continued.
Kramer, who led the transaction team responsible for drafting a key pre-default amendment to the governing documents and overall enforcement strategy, said the rulings highlight the importance of carefully crafted financing documents.
"These decisions reinforce the value of clear, thoughtful drafting," Kramer said. "When disputes arise, well-constructed credit documents can provide certainty for all parties and help ensure that lenders are able to enforce the rights and remedies they negotiated."
Haynes Boone's Trials Practice Group delivers strategic, high-stakes advocacy before juries, judges and arbitrators across a wide range of industries. The team is known for its meticulous preparation, persuasive courtroom presentation and ability to handle complex, high-value disputes. The firm's Litigation Department worked alongside Haynes Boone's Capital Markets and Securities Practice Group, which plays a leading role in IPOs, reverse mergers, acquisitions, follow-on offerings and PIPE financings across sectors including technology, life sciences, energy and financial services.
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Original text here: https://www.haynesboone.com/news/press-releases/haynes-boone-secures-sweeping-commercial-division-victories-in-$100-million-noteholder-dispute
[Category: BizLaw/Legal]
Fisher Phillips Issues Insight: Mexico Launches the "Red Card Against Child Labor" Campaign for the 2026 World Cup
ATLANTA, Georgia, June 19 -- Fisher Phillips, a law firm, issued the following insight on June 18, 2026:
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Mexico Launches the "Red Card Against Child Labor" Campaign for the 2026 World Cup
Mexico is using the global stage of the 2026 World Cup to amplify its Red Card Against Child Labor initiative, an international effort aimed at raising public awareness and strengthening measures to prevent child labor exploitation throughout the country. The campaign started May 12 and will run through July 12, leveraging the social and media impact of soccer and the 2026 World Cup to deliver a clear
... Show Full Article
ATLANTA, Georgia, June 19 -- Fisher Phillips, a law firm, issued the following insight on June 18, 2026:
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Mexico Launches the "Red Card Against Child Labor" Campaign for the 2026 World Cup
Mexico is using the global stage of the 2026 World Cup to amplify its Red Card Against Child Labor initiative, an international effort aimed at raising public awareness and strengthening measures to prevent child labor exploitation throughout the country. The campaign started May 12 and will run through July 12, leveraging the social and media impact of soccer and the 2026 World Cup to deliver a clearmessage: there is no place for child labor in Mexico. Here's what employers should know about the campaign, including ways to join the cause.
Business, Union, and Social Participation
The Ministry of Labor and Social Welfare (STPS), the Ministry of Tourism (SECTUR), and the International Labour Organization (ILO) jointly launched the Red Card Against Child Labor campaign in Mexico last month, aiming to prevent and eradicate child labor exploitation.
At the launch event, STPS Secretary Marath Baruch Bolanos Lopez emphasized that "the Government of Mexico maintains a firm commitment to eradicating child labor through public policies grounded in humanism and social welfare, in line with President Claudia Sheinbaum's vision." He further noted that "soccer and the 2026 World Cup represent a historic opportunity to raise awareness and send a clear message: in Mexico, there is zero tolerance for child labor."
SECTUR Secretary Josefina Rodriguez Zamora stated that the tourism sector "is working alongside the Ministry of Labor and Social Welfare to strengthen the protection of children and adolescents in tourism, through the updating and digitalization of the National Code of Conduct, which has expanded its reach to a broader range of service providers." She also announced that a protocol is being developed to prevent, identify, and address potential cases of child exploitation at tourist destinations, particularly in preparation for the FIFA World Cup.
Pedro Americo Furtado de Oliveira, Director of the ILO Country Office for Mexico and Cuba, highlighted that "the red card represents a boundary and a collective decision to declare that certain realities can no longer be tolerated. From Mexico, we want to send a clear message: child labor has no place in the present or in the future we want to build."
The initiative encompasses cultural, sporting, and institutional activities, and counts on the participation of trade unions, business organizations, and civil society.
Child Labor in Mexico: Key Facts
According to the 2022 National Survey on Child Labor (ENTI), Mexico's population includes about 28.4 million children and adolescents between the ages of 5 and 17. Of these, 3.7 million - representing 13.1% - were engaged in child labor. Among this population:
* 48.6% were engaged in prohibited occupations
* 42.9% performed domestic chores under inadequate conditions
* 8.5% were in both situations simultaneously
The survey also sheds light on the family context of children and adolescents in child labor situations:
* 53.5% lived in two-parent households with children
* 13.4% lived with a single parent
* 33.0% resided in households composed of both parents, siblings, and other individuals
At the global level, the ILO and UNICEF estimate that 138 million children and adolescents are engaged in child labor worldwide, of whom 54 million are involved in hazardous work.
The Red Card Against Child Labor campaign invites the public to join the cause by sharing photographs holding a red card on social media using the hashtags #FinAlTrabajoInfantil and #EndChildLabour.
Employer Takeaway
The campaign aims to create public awareness, but it also serves as a compliance reminder for employers doing business in Mexico. Consider taking proactive steps now to review your child labor prevention practices, audit vendor and contractor relationships, and review supply chains to help ensure they are not directly or indirectly connected to risks. Be sure managers are trained to identify and escalate potential concerns, and consider participating in awareness efforts as the 2026 World Cup continues.
Conclusion
For more information, reach out to your Fisher Phillips attorney or the author of this Insight. Fisher Phillips Mexico is at your service to assist you with any questions related to this topic, as well as with any matter in labor law. Make sure you are subscribed to Fisher Phillips' Insight System to have the most up-to-date information sent directly to your inbox.
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Related People
German de la Garza De Vecchi
Regional Managing Partner
+55 4186 8175
gdelagarza@fisherphillips.mx
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Original text here: https://www.fisherphillips.com/en/insights/insights/mexico-launches-the-red-card-against-child-labor-campaign
[Category: BizLaw/Legal]
Fisher Phillips Issues Insight: DOJ Says EEOC Guidance on Unintentional Bias Is Unconstitutional - 5 Things Employers Need to Know
ATLANTA, Georgia, June 19 -- Fisher Phillips, a law firm, issued the following insight on June 18, 2026:
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DOJ Says EEOC Guidance on Unintentional Bias Is Unconstitutional: 5 Things Employers Need to Know
The Trump administration has continued its efforts to step back from enforcing "unintentional" workplace bias liability and is focused on intentional discrimination instead. The EEOC announced earlier this month that it would continue to only prioritize enforcement in intentional discrimination cases (known as disparate treatment liability), with a focus on bias in DEI programs. The agency
... Show Full Article
ATLANTA, Georgia, June 19 -- Fisher Phillips, a law firm, issued the following insight on June 18, 2026:
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DOJ Says EEOC Guidance on Unintentional Bias Is Unconstitutional: 5 Things Employers Need to Know
The Trump administration has continued its efforts to step back from enforcing "unintentional" workplace bias liability and is focused on intentional discrimination instead. The EEOC announced earlier this month that it would continue to only prioritize enforcement in intentional discrimination cases (known as disparate treatment liability), with a focus on bias in DEI programs. The agencywill not focus on workplace discrimination stemming from a policy or practice that unintentionally discriminates against a population of employees (which is known as disparate impact liability). Notably, the Department of Justice (DOJ) backed that position in a June 9 memo giving its opinion that the disparate impact theory of liability is likely unconstitutional. According to the DOJ, the government has been holding employers to an unfairly high standard when it comes to defending everyday workplace practices like background checks, skills tests, and education requirements. The DOJ's position has not been tested in court at this time, but here are the top five things you need to know about the DOJ's memo - and five things you should consider doing now.
Trump Administration's Shifting Workplace Priorities
EEOC Chair Andrea Lucas has been clear that her priorities include rooting out unlawful DEI-motivated race and sex discrimination, as well as a commitment to "merit-based, evenhanded enforcement of our nation's civil rights laws."
The agency's new National Enforcement Plan, which was released earlier this month, extends Chair Lucas' goals by prioritizing disparate treatment claims over disparate impact claims.
Chair Lucas also asked the DOJ to weigh in on its opinion as to whether disparate impact liability is legally sound. The DOJ's short answer was "no."
In a 25-page opinion, the DOJ concluded that the EEOC's longstanding interpretations of Title VII of the Civil Rights Act - including its Uniform Guidelines on Employee Selection Procedures - "embrace an unconstitutional reading of Title VII."
Under the disparate impact theory, employers can face liability because a workplace practice - such as hiring, promoting, or disciplining employees - produces disproportionate harm to a particular demographic group, even if the employer had no intention to discriminate. According to the DOJ, this approach actually forces employers to make decisions based on protected categories to avoid getting sued - which is the exact conduct anti-discrimination laws are supposed to prevent.
DOJ Points to 3 Main Issues
According to the DOJ, the following three key changes would align these rules with the Constitution:
1. A reasonable business reason is enough. To the DOJ, when a practice is challenged, you should only have to show it's rational, convenient, or helpful for a valid business purpose. Common practices like running background checks, giving skills tests, requiring a high school diploma, or using standardized test scores - which have been shown to have a disproportionate impact on certain demographic populations in certain circumstances - should be considered job-related unless proven otherwise. Under this view, the DOJ contends that employers should only face liability for practices that have no logical connection to the job. This is a major departure from the EEOC's current rules, which ask employers to conduct reviews to evaluate whether their employment practices are providing equal employment opportunities - i.e., are correlated with job success - across all demographic groups.
2. The plaintiff has to pinpoint the cause. The DOJ also contends that a job applicant or employee bringing a discrimination lawsuit must identify the specific workplace practice, policy, or procedure that caused the unequal outcome, not external factors or other employer practices. The DOJ reasoned that without this safeguard, any employer whose workforce population is racially imbalanced could face a lawsuit, thereby effectively forcing employers to hire by quota to avoid being sued.
3. The plaintiff has to offer a better alternative that works. The DOJ said that a person challenging your workplace practice should be made to identify an alternative employment practice and prove two things:
* that it would cause less disparate impact; and
* that it would be equally effective at meeting your business goals, cost and other burdens included.
The DOJ's position is that only your refusal to adopt a genuinely equal alternative supports an inference that the practice is a pretext for intentional discrimination.
Impact on Day-to-Day Workplace Practices
The DOJ also flagged two historic EEOC guidelines that may affect your business operations:
* The validation requirements. Current rules can require a formal "validation study" proving a selection procedure (like a pre-employment assessment, skills analysis, or other scored selection procedure) for a role is actually related to the job. This is especially true if the practice produces differing outcomes across demographic groups. The DOJ called these requirements "incomprehensible" to the typical employer, with 19 to 34 mandatory documentation steps that push businesses to hire consultants or drop reasonable standards.
* The affirmative action rules. The DOJ also contends that the EEOC's voluntary Affirmative Action Guidelines are likely unconstitutional because the guidelines encourage race-based preferences in response to workforce imbalances. The DOJ's opinion states that the rules amount to open-ended racial balancing with no clear stopping point.
Does the DOJ's Opinion Have Teeth?
While a DOJ opinion is not a court ruling - and does not rescind any guidance or regulations or change the law - it does carry real weight because it tells federal agencies how to interpret the law and signals the direction in which enforcement is heading. The EEOC and any other federal agency that utilizes disparate impact liability theories will likely conform their enforcement practices to align with the DOJ's opinion. But the DOJ's opinion has not been tested in court, and it will be the courts that determine whether the DOJ's interpretation is correct.
Your 5-Step Action Plan
In light of recent guidance from the Trump administration, including the EEOC and DOJ, employers should consider taking the following five steps:
1. Don't scrap your compliance programs, but take a fresh look. Job applicants and employees can still sue for workplace bias. Employers should be reviewing their policies and practices to ensure they are providing equal employment opportunities and not treating employees differently based on their demographic characteristics.
2. Review your hiring processes. If you use background checks, aptitude tests, or other similar selection criteria for making employment decisions, this opinion provides additional support for those practices - including if you have not validated their effectiveness or potential discriminatory impact. However, it is important to remember that your state may have its own rules, and federal courts in your area may have a different interpretation, so don't assume you're compliant everywhere.
3. Evaluate your diversity, equity, and inclusion programs. In addition to federal priority shifts, if you operate in certain states, like Texas or Florida, or are a federal contractor, you may see increased scrutiny of DEI programs. Examine all DEI-related policies and ensure that they do not give preference or impose illegal requirements based on protected characteristics. This includes reviewing job postings, application forms, internal training materials, and programs. Work with legal counsel to evaluate whether those programs are still on solid legal ground.
4. Anticipate changes from the EEOC. Since the EEOC's own leader asked for this DOJ opinion, expect the agency to update additional guidance in the coming months. This could impact your litigation strategy, as well as your workplace practices, policies, and procedures.
5. Remember that federal and state laws still apply. Even if federal enforcement relaxes, federal, state, and municipal laws exist that have their own anti-discrimination provisions, many of which are stricter than federal enforcement practices. Make sure you know the rules in jurisdiction where you have employees.
Conclusion
Now is a good time to revisit your workplace practices, policies, and procedures across the board and ensure compliance with evolving rules. If you have questions, reach out to your Fisher Phillips attorney, the authors of this Insight, or any member of our DEI and EEO Compliance Team. We will continue to monitor developments related to all aspects of workplace law. Sign up for alerts from Fisher Phillips' Insight System to stay on top of information that could impact your business.
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Related People
Sheila M. Abron
Partner
803.740.7676
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Brett P. Owens
Partner
813.769.7512
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Austin Walker
Associate
813.769.7455
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Original text here: https://www.fisherphillips.com/en/insights/insights/doj-says-eeoc-guidance-on-unintentional-bias-is-unconstitutional
[Category: BizLaw/Legal]
Barnes & Thornburg Assists Western Kentucky University in Transformative Housing Initiative
INDIANAPOLIS, Indiana, June 19 -- Barnes and Thornburg, a law firm, issued the following news release:
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Barnes & Thornburg Assists Western Kentucky University in Transformative Housing Initiative
Barnes & Thornburg acted as counsel to Western Kentucky University for the first phase of a multiyear housing transformation initiative at the university's campus in Bowling Green, Ky.
The project will modernize campus living at the university through the acquisition and renovation of substantially all of the university's existing housing assets, the demolition of select legacy facilities, and
... Show Full Article
INDIANAPOLIS, Indiana, June 19 -- Barnes and Thornburg, a law firm, issued the following news release:
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Barnes & Thornburg Assists Western Kentucky University in Transformative Housing Initiative
Barnes & Thornburg acted as counsel to Western Kentucky University for the first phase of a multiyear housing transformation initiative at the university's campus in Bowling Green, Ky.
The project will modernize campus living at the university through the acquisition and renovation of substantially all of the university's existing housing assets, the demolition of select legacy facilities, andthe development of a new approximately 1,009-bed semi-suite style residence hall and dining facility on the university's campus. Upon completion, the university will have a capacity of approximately 4,452 residential beds. The redevelopment and renovation work is expected to be completed by summer 2028, with the new housing facility scheduled to open ahead of the fall 2028 semester.
The project is being financed with over $330 million in tax-exempt and taxable bonds issued on June 11, 2026, by the Kentucky Bond Development Corporation on behalf of a borrower created by the Collegiate Housing Foundation. The project will be developed by a subsidiary of Gilbane Development Company and will be managed by Inwood Management.
Barnes & Thornburg's P3 practice, nationally ranked by Chambers USA, regularly advises on the development, delivery, and financing of student housing projects and programs, and is viewed as a national leader in the P3 delivery of student housing, energy, and other social and civil infrastructure.
The Barnes & Thornburg team was led by partners Steve Park and John Smolen.
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Original text here: https://btlaw.com/en/insights/news/2026/barnes-thornburg-assists-western-kentucky-university-in-transformative-housing-initiative
[Category: BizLaw/Legal]
Akin Advises Innovex International in Agreement to Acquire TCO Group
WASHINGTON, June 19 -- Akin Gump, a law firm, issued the following news release:
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Akin Advises Innovex International in Agreement to Acquire TCO Group
(Houston) - Akin advised Innovex International, Inc. (Innovex) in its agreement to acquire TCO Group AS in a cash and stock transaction valued at $95 million. The transaction is expected to close early in the third quarter of 2026.
The acquisition is aligned with Innovex's strategy of assembling a portfolio of market-leading, capital-efficient products that are essential to their customers' operations.
It also strengthens Innovex's presence
... Show Full Article
WASHINGTON, June 19 -- Akin Gump, a law firm, issued the following news release:
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Akin Advises Innovex International in Agreement to Acquire TCO Group
(Houston) - Akin advised Innovex International, Inc. (Innovex) in its agreement to acquire TCO Group AS in a cash and stock transaction valued at $95 million. The transaction is expected to close early in the third quarter of 2026.
The acquisition is aligned with Innovex's strategy of assembling a portfolio of market-leading, capital-efficient products that are essential to their customers' operations.
It also strengthens Innovex's presencein Norway and the UAE, two important markets where they see significant long-term opportunity.
The Akin team was led by energy partner Mary Lovely and included capital markets partner Bryan Flannery, senior counsel Alexandra Reuss and counsel Karen Liu; and energy associate Hailey Marino.
For additional information on the transaction, please click here.
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Akin is a leading international law firm with more than 1,000 lawyers in offices throughout the United States, Europe, Asia and the Middle East.
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URL: Innovex International
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Original text here: https://www.akingump.com/en/insights/press-releases/akin-advises-innovex-international-in-agreement-to-acquire-tco-group?__cf_chl_rt_tk=oJvYz3sPkYVJIsyyTC4_B4chA90fvN37bQisWH995zI-1781846966-1.0.1.1-UBTKcHTN5EBMqKgoSwdfj8Ue4EevxV7su.8KsjB7YMk
[Category: BizLaw/Legal]
