Law/Legal
Here's a look at documents from law firms and legal groups
Featured Stories
Troutman Pepper Locke Wins M&A Practice of the Year, Laurenlee Dominguez Takes Most Promising Newcomer at 2026 Pennsylvania Legal Awards
ATLANTA, Georgia, June 13 -- Troutman Pepper, a law firm, issued the following news:
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Troutman Pepper Locke Wins M&A Practice of the Year, Laurenlee Dominguez Takes Most Promising Newcomer at 2026 Pennsylvania Legal Awards
PHILADELPHIA - Troutman Pepper Locke earned the M&A Practice of the Year Award, and associate Laurenlee Dominguez was named Most Promising Newcomer at the 2026 Pennsylvania Legal Awards, presented by The Legal Intelligencer and Law.com.
The wins were part of many additional recognitions for the firm, with Troutman Pepper Locke also named a Law Firm of the Year finalist
... Show Full Article
ATLANTA, Georgia, June 13 -- Troutman Pepper, a law firm, issued the following news:
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Troutman Pepper Locke Wins M&A Practice of the Year, Laurenlee Dominguez Takes Most Promising Newcomer at 2026 Pennsylvania Legal Awards
PHILADELPHIA - Troutman Pepper Locke earned the M&A Practice of the Year Award, and associate Laurenlee Dominguez was named Most Promising Newcomer at the 2026 Pennsylvania Legal Awards, presented by The Legal Intelligencer and Law.com.
The wins were part of many additional recognitions for the firm, with Troutman Pepper Locke also named a Law Firm of the Year finalistand Chair Tom Cole, Deborah Spranger, and Jessica Davis shortlisted in the Managing Partner of the Year, Most-Effective Dealmakers, and Law Firm Innovators categories, respectively.
This showing across six categories underscores Troutman Pepper Locke's momentum across leadership, transactions, and innovation.
Winners
M&A Practice of the Year
Troutman Pepper Locke earned the M&A Practice of the Year Award, recognizing the strength and scale of one of the region's leading transactional platforms. The firm has one of Pennsylvania's largest transactional practices, advising companies on M&A, collaboration, and financing deals through a cross-disciplinary team of corporate, intellectual property, and regulatory attorneys.
"This recognition is a testament to our team that brings creativity, precision, and relentless dedication to every transaction," said Matt Greenberg, partner in the Transactional Department and member of Troutman Pepper Locke's Executive Committee. "Pennsylvania has one of the most dynamic deal-making environments in the country, and we are proud to be a trusted partner for our clients navigating the most complex transactions in the region."
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Most Promising Newcomer - Laurenlee Dominguez
Dominguez, an associate in the Employee Benefits and Executive Compensation Practice Group, was named Most Promising Newcomer for her exceptional potential, work ethic, and legal acumen. She brings a distinctive combination of intellectual rigor and practical insight to her work and has already been entrusted with high-profile, complex transactions.
The Most Promising Newcomer Award recognizes attorneys in their first years of practice who have made a major impact, demonstrating the qualities necessary to quickly advance in their careers.
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Finalists
Law Firm of the Year
Troutman Pepper Locke, with more than 200 attorneys and 200 business professionals across four Pennsylvania offices, was a finalist for Law Firm of the Year. The firm's industry-shaping client work, sustained economic engagement, and deep civic leadership helped define Pennsylvania's legal market while elevating its national profile.
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Managing Partner of the Year - Tom Cole
Cole, Chair of Troutman Pepper Locke and based in the Philadelphia office, was recognized for steering two transformative law firm mergers within five years. His strategic, communication-focused leadership, emphasizing transparency, cross-practice connectivity, and seamless client service, drove innovation, growth, and long-term institutional strength across the firm.
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Most-Effective Dealmakers - Deborah Spranger
Spranger, leader of the Life Sciences Transactions Practice, was distinguished for her ability to achieve client goals and consistently close deals. Recognized as one of Pennsylvania's most sought-after M&A advisors, she aligned parties' objectives to close complex transactions and delivered strategic value beyond deal size.
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Law Firm Innovators - Jessica Davis
Davis, chief intake and conflicts officer, was recognized for leading the firm's responsible adoption of generative AI, including the in-house platform Athena, and her work on the Generative AI Task Force to keep the firm at the forefront of emerging technology while safeguarding client interests.
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Troutman Pepper Locke
Troutman Pepper Locke helps clients solve complex legal challenges and achieve their business goals in an ever-changing global economy. With more than 1,600 attorneys in 30+ offices, the firm serves clients in all major industry sectors, with particular depth in energy, financial services, health care and life sciences, insurance and reinsurance, private equity, and real estate. Learn more at troutman.com.
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Original text here: https://www.troutman.com/insights/troutman-pepper-locke-wins-ma-practice-of-the-year-laurenlee-dominguez-takes-most-promising-newcomer-at-2026-pennsylvania-legal-awards/
[Category: BizLaw/Legal]
Perkins Coie Advises Digimarc on At-The-Market Equity Offering
SEATTLE, Washington, June 13 -- Perkins Coie, a law firm, issued the following news release:
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Perkins Coie Advises Digimarc on At-The-Market Equity Offering
PORTLAND, Ore.--Perkins Coie is pleased to have advised Digimarc Corporation, who is building the trust layer for the modern world, on its at-the-market equity offering program.
Digimarc plans to use the new program to accelerate commercialization, expand market adoption, and support the next phase of innovation investment and scaled execution while maintaining a disciplined approach to capital allocation.
Under the program, Digimarc
... Show Full Article
SEATTLE, Washington, June 13 -- Perkins Coie, a law firm, issued the following news release:
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Perkins Coie Advises Digimarc on At-The-Market Equity Offering
PORTLAND, Ore.--Perkins Coie is pleased to have advised Digimarc Corporation, who is building the trust layer for the modern world, on its at-the-market equity offering program.
Digimarc plans to use the new program to accelerate commercialization, expand market adoption, and support the next phase of innovation investment and scaled execution while maintaining a disciplined approach to capital allocation.
Under the program, Digimarcmay offer and sell shares of its common stock through an at-the-market equity offering facility. Digimarc intends to use any net proceeds from the program for working capital and other general corporate purposes.
Digimarc's innovative, highly scalable, and ultra-secure solutions make it possible for consumers, businesses, and intelligent systems to instantly verify what's real, protect what matters, and transact with confidence. Digimarc's solutions for loss prevention, authentication, and digital are built to counter the speed and sophistication of today's AI-enabled threats.
The Perkins Coie team was led by Partners John Thomas and Joe Bailey and included Counsel Erin Gordon and Associate Annamarie Carty.
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Perkins Coie is a leading global law firm, dedicated to helping the world's most innovative companies solve the legal and business challenges of tomorrow. Learn about our work and values here (https://perkinscoie.com/about-us).
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URL: Digimarc Corporation
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Original text here: https://perkinscoie.com/news/press-release/perkins-coie-advises-digimarc-market-equity-offering
[Category: BizLaw/Legal]
Morgan Lewis Earns Five Honors for Litigation Excellence, Talent Development, and Leadership in 2026 Pennsylvania Legal Awards
PHILADELPHIA, Pennsylvania, June 13 [Category: BizLaw/Legal] -- Morgan Lewis, a law firm, issued the following news release:
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Morgan Lewis Earns Five Honors for Litigation Excellence, Talent Development, and Leadership in 2026 Pennsylvania Legal Awards
Morgan Lewis earned five honors in The Legal Intelligencer's 2026 Pennsylvania Legal Awards, including Litigation Department of the Year - Labor and Employment and the Talent Management Initiative award. Three firm lawyers also received individual recognition.
* Steven R. Wall - Managing Partner of the Year
* Barbara Murphy Melby - Distinguished
... Show Full Article
PHILADELPHIA, Pennsylvania, June 13 [Category: BizLaw/Legal] -- Morgan Lewis, a law firm, issued the following news release:
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Morgan Lewis Earns Five Honors for Litigation Excellence, Talent Development, and Leadership in 2026 Pennsylvania Legal Awards
Morgan Lewis earned five honors in The Legal Intelligencer's 2026 Pennsylvania Legal Awards, including Litigation Department of the Year - Labor and Employment and the Talent Management Initiative award. Three firm lawyers also received individual recognition.
* Steven R. Wall - Managing Partner of the Year
* Barbara Murphy Melby - DistinguishedLeader
* Avryl Klich - Lawyer on the Fast Track
Morgan Lewis was named Litigation Department of the Year - Labor and Employment Law in recognition of the employment litigation practice's exceptional results throughout 2025. The Legal Intelligencer highlighted the team's high-profile victory for the University of Pennsylvania in a closely watched discrimination and free speech lawsuit, as well as its successful defense of more class actions arising from Philadelphia's predictive scheduling law than any other law firm.
Morgan Lewis also received the Talent Management Initiative award for its innovative lawyer-development programs, including eight in-person academies developed entirely in-house. The academies are part of a comprehensive, customized professional-development platform to support lawyers from the summer associate level through senior associate ranks.
Lawyer Honors
* Steve was named Managing Partner of the Year for leading the firm's continued global expansion, including the opening of its Riyadh office and significant growth in Paris, while championing lawyer well-being and efforts to address substance misuse within the legal profession.
* Barbara received the Distinguished Leader award for her decades-long leadership in technology, digital transformation, and outsourcing, including her role in launching the firm's data center initiative and helping establish Morgan Lewis as a global leader in complex technology and digital infrastructure projects.
* Avryl was recognized as a Lawyer on the Fast Track for her work advising clients on sophisticated mergers and acquisitions across the life sciences, technology, healthcare, manufacturing, and sports sectors.
Morgan Lewis also was recognized as a finalist for Litigation Department of the Year - General Litigation. In addition, Philadelphia partner Aaron D. Suh, co-leader of the firm's M&A practice, was a finalist for Dealmaker of the Year.
The Pennsylvania Legal Awards celebrate excellence, innovation, and leadership across the Pennsylvania and Delaware legal communities.
View the full list of winners (https://www.event.law.com/thelegalintelligencer-palegalawards/2026-honorees-finalists)
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Original text here: https://www.morganlewis.com/news/2026/06/morgan-lewis-earns-five-honors-for-litigation-excellence-talent-development-and-leadership-in-2026-pennsylvania-legal-awards
Mayer Brown Advises Miyoshi America on First-Of-Its-Kind Prepackaged Talc Chapter 11 Case
CHICAGO, Illinois, June 13 [Category: BizLaw/Legal] -- Mayer Brown, a law firm, issued the following news:
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Mayer Brown advises Miyoshi America on first-of-its-kind prepackaged talc Chapter 11 case
A multi-office, multi-practice team of Mayer Brown lawyers advised Miyoshi America, Inc., a manufacturer of cosmetics ingredients, in securing confirmation of its prepackaged Chapter 11 plan to resolve talc-related tort claims.
Prior to commencing its Chapter 11 process, Miyoshi America was facing hundreds of tort claims asserting asbestos-related injuries allegedly arising from talc-containing
... Show Full Article
CHICAGO, Illinois, June 13 [Category: BizLaw/Legal] -- Mayer Brown, a law firm, issued the following news:
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Mayer Brown advises Miyoshi America on first-of-its-kind prepackaged talc Chapter 11 case
A multi-office, multi-practice team of Mayer Brown lawyers advised Miyoshi America, Inc., a manufacturer of cosmetics ingredients, in securing confirmation of its prepackaged Chapter 11 plan to resolve talc-related tort claims.
Prior to commencing its Chapter 11 process, Miyoshi America was facing hundreds of tort claims asserting asbestos-related injuries allegedly arising from talc-containingproducts that Miyoshi America processed and sold. Mayer Brown worked with Miyoshi America to develop a strategy of engaging with talc plaintiff representatives to negotiate a global settlement to be implemented through a prepackaged plan of reorganization.
After reaching an agreement in principle with talc plaintiff representatives, including Hon Shelley C. Chapman (Ret.) as legal representative on behalf of unknown future claimants and securing financing commitments from Miyoshi America's parent company, Miyoshi Kasei, Inc., Miyoshi America solicited votes from individual talc claimants prior to the company's Chapter 11 filing. Claimants were given the opportunity to vote on approval of the plan, which provided for the creation of a trust, funded with $20 million from Miyoshi America, that will assume responsibility for resolving all current and future talc claims against Miyoshi America while also protecting the company's affiliates and other individuals and entities.
When Miyoshi America filed for Chapter 11 in April 2026, it had already secured all stakeholder support necessary for approval of the Chapter 11 plan, resulting in a streamlined and cost-effective in-court process. The U.S. Bankruptcy Court and District Court for the Southern District of Texas and approved the plan, with Bankruptcy Judge Christopher M. Lopez noting the "incredible amount of people" who voted in favor of the proposal and that "due process was carefully considered."
The fully consensual plan allows Miyoshi America to emerge as a going concern while resolving all talc liabilities through a trust structure pursuant to Section 524(g) of the U.S. Bankruptcy Code, offering a blueprint for an efficient, negotiated approach to resolving mass tort liabilities in Chapter 11.
The Mayer Brown team advising Miyoshi America was led by partners Louis Chiappetta, Charles Kelley, Jamie Netznik, and Joshua Gross.
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URL: Miyoshi America Inc.
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Original text here: https://www.mayerbrown.com/en/news/2026/06/mayer-brown-advises-miyoshi-america-on-first-of-its-kind-prepackaged-talc-chapter-11-case
Fredrikson Earns Pro Bono Award From The Advocates for Human Rights
MINNEAPOLIS, Minnesota, June 13 -- Fredrikson and Byron, a law firm, issued the following news on June 12, 2026:
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Fredrikson Earns Pro Bono Award from The Advocates for Human Rights
The Advocates for Human Rights honored Fredrikson with a Pro Bono Litigation Counsel Award at the 2026 Human Rights Awards Dinner June 11. The award is in recognition of the firm's contributions in representing the organization in The Advocates for Human Rights et al. v. U.S. Department of Homeland Security.
In the class-action lawsuit, which was filed amid Operation Metro Surge, the court found that the U.S.
... Show Full Article
MINNEAPOLIS, Minnesota, June 13 -- Fredrikson and Byron, a law firm, issued the following news on June 12, 2026:
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Fredrikson Earns Pro Bono Award from The Advocates for Human Rights
The Advocates for Human Rights honored Fredrikson with a Pro Bono Litigation Counsel Award at the 2026 Human Rights Awards Dinner June 11. The award is in recognition of the firm's contributions in representing the organization in The Advocates for Human Rights et al. v. U.S. Department of Homeland Security.
In the class-action lawsuit, which was filed amid Operation Metro Surge, the court found that the U.S.Department of Homeland Security (DHS) denied people detained at the Bishop Henry Whipple Federal Building meaningful access to lawyers in violation of rights protected by the United States Constitution. The court issued a temporary restraining order requiring that the government allow detainees confidential attorney-client visits and private phone calls with counsel. The court also ruled that the government could not transfer detainees out of Minnesota during the first 72 hours of their detention. Litigation is ongoing.
"The right to counsel is not optional, it's constitutional. When the government systematically blocks people from speaking privately with their attorneys and rushes them out of state before they can mount a defense, it violates the very foundation of due process," said Alethea M. Huyser, who led Fredrikson's legal team on the matter. "This was a critical victory not just for our clients, but for justice itself."
"We are excited to recognize Fredrikson's contributions to the organization in representing us in The Advocates for Human Rights et al. v. U.S. Department of Homeland Security et al. lawsuit to defend access to counsel, due process, and the rule of law," said The Advocates for Human Rights Pro Bono Director Theresa Dykoschak. "We greatly appreciate the firm's dedication to The Advocates, our clients, our partners, and the greater community, and its contributions to the human rights movement."
Huyser was joined by Fredrikson attorneys Rachel L. Dougherty, Devin T. Driscoll, Sarah Theisen and Margaret G. Severson. Attorneys from Democracy Forward also represented The Advocates for Human Rights in the case.
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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-earns-pro-bono-award-from-the-advocates-for-human-rights
[Category: BizLaw/Legal]
Fisher Phillips Issues Insight: Employer Cheat Sheet for Workplace Laws Taking Effect July 1, 2026
ATLANTA, Georgia, June 13 -- Fisher Phillips, a law firm, issued the following insight on June 12, 2026:
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Employer Cheat Sheet for Workplace Laws Taking Effect July 1, 2026
Most employers are prepared for new laws at the start of each year - but did you know that a heap of new workplace laws take effect at the halfway point? Here's your employer cheat sheet to prepare for all the new laws taking effect in July 2026 (July 1, unless otherwise noted).
NOTE: This list should not be relied upon as a comprehensive source for any or all new laws taking effect across the country. Check with your
... Show Full Article
ATLANTA, Georgia, June 13 -- Fisher Phillips, a law firm, issued the following insight on June 12, 2026:
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Employer Cheat Sheet for Workplace Laws Taking Effect July 1, 2026
Most employers are prepared for new laws at the start of each year - but did you know that a heap of new workplace laws take effect at the halfway point? Here's your employer cheat sheet to prepare for all the new laws taking effect in July 2026 (July 1, unless otherwise noted).
NOTE: This list should not be relied upon as a comprehensive source for any or all new laws taking effect across the country. Check with yourFP attorney to determine whether the jurisdictions in which you operate have additional workplace law changes set to take effect on July 1.
Alaska
* Statewide Minimum Wage Increase. Due to a ballot measure approved by voters in 2024, the minimum wage will increase again to $14 per hour. The Alaska Department of Labor and Workforce Development's Summary of Wage and Hour poster can be found here.
Arkansas
* Arkansas Children and Teens' Online Privacy Protection Act. A law enacted last year (HB 1717) will impose various data privacy and security requirements on covered operators of websites, online services, online applications, or mobile applications if the product or service is directed at children or teens or if the operator has actual knowledge that it is collecting personal information from children or teens. The law provides protections for anyone under age 17 - a much higher age threshold than the federal Children's Online Privacy Protection Act, which covers children under age 13. (Note: Federal lawmakers recently introduced a national data privacy bill that would, among other things, classify personal data about anyone under age 16 as sensitive data and require verified parental consent to process it.)
California
* Healthcare Industry: Next Round of Minimum Wage Hikes. For example, the minimum wage rate will bump up to $25 per hour for workers at large healthcare systems and dialysis systems. Here's the full wage increase schedule.
* Local Minimum Wage Increases. The hourly minimum wage rate will increase in many cities and counties, including, for example, each of the following localities: Alameda ($17.76), Berkeley ($19.61), Emeryville ($19.50), Fremont ($18.05), City of Los Angeles ($18.42), County of Los Angeles ($18.47), Malibu ($17.91), Milpitas ($18.50), Pasadena ($18.57), San Francisco ($19.61), and Santa Monica ($18.47). Check the local government websites where you operate for further details, including any industry-specific local wage rates.
* Certain Food Facilities: New Allergen Disclosure Law. If you operate a restaurant chain with 20 or more locations, including at least one in California, you'll likely be covered by a new state law requiring you to disclose certain allergen information on your menus. Here are eight steps you should consider taking now to comply.
* Private Schools: Expanded Child Abuse Prevention Procedures. California private and religious K-12 schools will have to stand up new policies to promote safe learning environments and comply with abuse prevention procedures that already apply to public schools. Here are four action steps for compliance.
* Public Schools: Deadlines for Smart Phone Policies, All-Gender Restrooms. A law enacted in 2024 (AB 3216) requires school districts, county offices of education, and charter schools to adopt a policy no later than July 1, 2026, that limits or prohibits student use of smartphones while at school. July 1 is also the deadline for school districts, county offices of education, and charter schools with any combination of classes from grades 1 to 12 to provide at least one all-gender restroom at each of its school sites that students may opt to use and that meets certain requirements, due to a law enacted in 2023 (SB 760).
Colorado
* Higher Wage Claim Threshold. The state's Division of Labor Standards and Statistics is currently authorized to hear wage claims of $7,500 or less - but the threshold will be rising to $13,000 on July 1. As a result, employers can expect the Division to handle more wage claims moving forward. This change stems from a wage law enacted in 2025 that includes other aggressive enforcement provisions.
Connecticut
* Warehousing Industry: New Worker Protection Standards. Large warehouse distribution centers will need to comply with the state's new Warehouse Worker Protection law (sections 50-57 of SB 298), which aims to improve worker conditions, restrict productivity quotas, and more.
* Updates to the Connecticut Data Privacy Act (CTDPA). The CTDPA has been amended several times since it first took effect in 2023. A law (Substitute Senate Bill No. 1295) enacted last year significantly broadens the CTDPA, including changes taking effect July 1 that will expand the law's reach and what counts as "sensitive data," among others.
District of Columbia
* Minimum Wage Increase. The minimum wage will increase to $18.40 per hour for all workers. In addition, the minimum wage for tipped employees will rise to $10.30 per hour (but an employer must pay the difference if an employee's hourly tip earnings, which are averaged weekly, do not equal the full minimum wage of $18.40 when added to the base minimum wage). Find the DC minimum wage poster here.
Florida
* Procedural Changes Impacting FCRA Actions. Civil actions under the Florida Civil Rights Act will be subject to a new time limitation, thanks to a new law (CS/HB 1407) enacted in May. Such actions must be commenced no later than one year after the date of determination of reasonable cause by the Florida Commission on Human Relations (FCHR) or the issuance of a Notice of Right to Sue by the Equal Employment Opportunity Commission (EEOC). In addition, if the FCHR and EEOC do not make a determination within 180 days after an administrative complaint is filed, a civil action must be commenced within 18 months after such complaint was filed.
* Hospitality Industry: "Operations Charge" Law. A new law significantly expands how public food service establishments disclose fees to customers - including service charges, automatic gratuities, credit card surcharges, delivery fees, and other mandatory add-ons. If you charge any of these fees, you need to act now to update your menus, receipts, websites, and internal processes - and evaluate how these changes impact your wage-and-hour compliance. Here's what the new law requires and five steps you should take before July 1.
Georgia
* New Voluntary Portable Benefits Act. A new law (HB 987) will establish a "voluntary framework for independent contractors to receive portable benefits through dedicated accounts, allowing contributions without affecting their employment classification," according to a press release from the governor's office.
* Changes to Subminimum Wage. Georgia employers that utilize 14(c) certificates must pay workers with disabilities at least half the federal minimum wage from July 1, 2026, to the earlier of June 30, 2027, or the date on which their certificate expires. After that, use of the program will be completely prohibited in Georgia - meaning all employers must pay all workers with disabilities at least the federal minimum wage. Here's what employers need to know about the state's Dignity and Pay Act.
Hawaii
* Family Leave Expanded to Include Qualifying Military Exigencies. The state's family leave law was recently expanded (SB 3082) to cover any qualifying exigency related to active duty service by an employee's child, spouse, reciprocal beneficiary, sibling, grandchild, or parent in the US armed forces.
Illinois
* City of Chicago: Expiration of Cure Period Under Paid Leave Law. The city's expanded paid leave ordinance that took effect in 2024 gave employees a right to bring civil actions only after (a) an alleged violation occurs, and (b) the payday for the next regular payroll period has passed or 16 days have passed since the alleged violation occurred, whichever is the shorter period. However, these requirements to bring a private cause of action will sunset on July 1, 2026.
* Cook County and City of Chicago: Minimum Wage Increases. Cook County's minimum wage will increase to $15.40 per hour for non-tipped employees and $9.25 for tipped employees. In addition, the Chicago minimum wage for employers with four or more employees will increase to $17.05 per hour ($12.96 per hour for tipped workers).
Indiana
* Immigration Enforcement and Crackdown on Employment Authorizations. A new law (SB 76) includes sweeping immigration enforcement provisions. In the workplace context, employers will face new state penalties if they knowingly or intentionally recruit, hire, or continue to employ an unauthorized noncitizen (as defined by federal law) in Indiana. The state attorney general will be authorized to investigate suspected violations and bring enforcement actions against employers, and courts will be empowered to order relief, including suspension or even permanent revocation of an employer's operating authorizations for repeat offenses. The law includes safe harbors for employers that meet certain requirements, such as proper use of a federal E-Verify work authorization program. In addition, employers will be prohibited from discharging or discriminating against an employee for communicating or cooperating with the attorney general concerning compliance with the new rules.
* End of Employer Data Base for Youth Employment. The state's youth employment employer registration system will be eliminated as of July 1. HB 1302 will repeal a state law that established the system and required employers that hire, employ, or permit to work at least five minors who are at least 14 years old to register or be subject to civil penalties.
Maine
* New Pay Transparency Requirements. Maine businesses will soon have to disclose pay ranges and maintain employee compensation records under the state's recently enacted pay transparency law. Here's everything businesses with Maine employees should know about the new law before it goes into effect on July 29, 2026.
* New Restrictions on Workplace Monitoring and Surveillance. Maine employers will soon face new restrictions and disclosure requirements when they use computers, phones, or other electronic equipment to monitor their employees under a new law. The new law, which takes effect July 29, 2026, not only mandates disclosure but also limits certain monitoring practices outright. Here's what you need to know and how you can keep your business in compliance.
* Major Updates to Workplace Drug Testing Rules (LD 2110). Significant changes to the state's rules regarding employer substance use testing policy requirements will take effect July 29, 2026. For example, the new rules add rules for "criteria-based testing," replace "probable cause" testing with a new "reasonable suspicion" standard, and require employers to give applicants and employees an opportunity to contest a non-negative test result (a positive test result that has not yet been confirmed by a confirmation test) through specific procedures. Employers subject to the law must be aware of the many new parameters and update their written policies and practices as needed.
* City of Portland (City Employees Only): The minimum wage for workers employed by the City of Portland will increase to $16.75 per hour (in line with a wage hike for all other employees that took effect January 1), due to a ballot measure voters approved in November. Learn more here.
Maryland
* Howard County and Montgomery County: Minimum Wage Increases. Howard County's minimum wage will rise for employers with fewer than 15 employees to $16 per hour. In addition, Montgomery County's hourly minimum wage rates will increase as follows: $18 (for employers with 51 or more employees), $16.50 (for employers with 11 to 50 employees), and $15.95 (for employers with 10 or fewer employees).
* Immigration-Related Consumer Privacy Protections (HB 711). Certain controllers under a state data privacy law will be prohibited from knowingly selling a consumer's personal data to a federal, state, or local governmental unit that, within the immediately preceding six months, engaged in or supported civil immigration enforcement under certain circumstances.
Minnesota
* Saint Paul Minimum Wage Increases. The city's minimum wage rates will increase on July 1 for small businesses (6-100 employees) and micro businesses (5 employees or less). Learn more here.
Nebraska
* Mini WARN Act, Other Workplace Law Updates (LB 921) The state will roll out new advance notice rules for mass layoffs and closures (learn more and find practical steps for your business here). In addition, the law creates new protections for non-English speaking workers. All changes take effect on July 17, 2026.
* New Youth Minimum Wage Rate. In addition to other wage-related changes under LB 258, employers will be permitted, starting July 17, 2026, to pay a youth minimum wage rate of $13.50 per hour to an employee who is 14 or 15 years old and is not an emancipated minor.
New Hampshire
* Time Extension for Employers to Object to Wage Claims (HB 1168). After receiving notice of a wage claim from the state's labor department, employers will have 20 days (rather than 10 days) to file objections to the claims. This change takes effect July 7, 2026.
* Penalties for Violations of Lacation Rights. New Hampshire began requiring workplace to accommodate nursing mothers last year, and civil penalties for violations of these rules kick in this year on July 1.
New Jersey
* Expansion of New Jersey Family Leave Act (NJFLA). Smaller businesses with at least 15 employees will soon be covered by the NJFLA (30 employees is the threshold under existing rules). In addition, more employees will qualify for job-protected family leave, and employees will have stronger protections related to other types of leave. All of these changes will take effect on July 17, 2026. Learn more and find a five-step employer action plan here.
New York
* Final Registration Deadline for Secure Choice Savings Program. New York enacted a law in 2021 that made participation in the state's Secure Choice Savings Program mandatory for employers that have at least 10 employees and do not offer a qualified retirement plan. The deadline for covered employers to register (or certify an exemption) for the program depends on the size of the employer: March 18, 2026, for employers with 30 or more employees; May 15, 2026, for employers with 15 to 29 employees; and July 15, 2026, for employers with 10 to 14 employees.
Oklahoma
* Public Schools: Paid Bereavement Leave Requirements (SB 1204): School districts will be required to provide three days paid bereavement for teachers and support personnel employees after the death of a spouse or child, including for a miscarriage (in addition to sick leave due to miscarriage and related recovery).
Oregon
* Minimum Wage Increases. The statewide minimum wage will increase to $15.55 per hour, and the Portland Metro and Nonurban Counties will rise to $16.80 and $14.55, respectively.
South Dakota
* Validity of Non-Competes in Context of Jointly Owned Businesses. HB 1180 clarifies the validity of certain non-compete agreements in the context of an owner exiting a business.
* Community Service Providers: Ban on Certain Restrictive Covenants. A new law (SB 153) will prohibit certain restrictions in employment contracts for community services providers.
Tennessee
* Overhaul of Restrictive Covenant Rules. The state's first comprehensive statutory framework governing non-compete, non-solicitation, and other restrictive covenants will apply to agreements entered into, renewed, or amended on or after July 1. Learn more about this new law and how you can prepare.
* State and Local Government Employers: Mandated E-Verify. HB 1705 will, among other things, prohibit state and local government employers from appointing or hiring a prospective employee on or after July 1, 2026, without verifying the work authorization status through the federal E-Verify program.
Virginia
* New Salary History and Wage Transparency Law. Among other things, employers will be prohibited from asking about a job applicant's past wages or salary history and required to set a salary or wage range in both external job postings and internal promotion or transfer opportunities. The law creates a private right of action with violations resulting in up to $10,000 in statutory damages or actual damages, as well as attorneys' fees. Learn more and find practical takeaways here (see #6).
* Another Restriction on All Non-Competes, Ban on Healthcare Non-Competes. In the latest in a series of moves curbing such agreements in the state, a new law will void employee non-competes for certain workers who are laid off without severance or other compensation. Find more details, plus a five-step action plan here. In addition, SB 128 bans non-competes for certain healthcare professionals.
* Expanded Nondiscrimination Protections. Due to SB 637, the Virginia Human Rights Act will expand to cover all employers with five or more employees (currently, the law applies only to employers with at least 15 employees). In addition, the time for an employee to file an employment discrimination complaint with the Office of the Attorney General will extend from 300 days to two years. HB 925 also allows individuals to bring private actions if 180 days have passed since a complaint was filed in a local human rights commission (or in the AG's office, as existing law allows).
* Culinary Arts and IT: New Exception to Child Labor Rules (SB 10/HB 275). A child age 16 or older will be permitted to serve in an apprenticeship program or other work-based learning experience related to culinary arts or information technology, if certain conditions are met.
* Protections for Volunteer Emergency Responders (SB 100). Employers will be prohibited from discharging, disciplining, threatening, discriminating or retaliating against, or penalizing an employee who fails to report for work due to service as a voluntary emergency responder, related to an emergency alarm or state of emergency, provided that certain requirements are met. Employers will not be required to pay employees for the work time missed, but employees will be permitted to use vacation or sick leave if available. Individuals alleging a violation will be entitled to bring a civil action seeking injunctive relief, reinstatement, and compensation for lost wages, benefits, and other remuneration.
* Various Updates to Wage and Hour Laws (HB 238). Among many other changes, the rules related damages and time limitations in civil actions will be more streamlined, a new "good faith" defense and cure period will be available, and employers will be required to keep paystubs or online accounting for at least three years following the date performed.
* Changes to Virginia's IRA Savings Program. HB 176 will allow smaller businesses to participate in the state-facilitated IRA savings program by reducing the employee threshold from 25 to five. The new law also expands the powers and duties of the governing board of the Commonwealth Savers Plan.
New Virginia Laws Kicking in Later
Virginia also recently enacted several major workplace laws that technically take effect July 1 but won't practically kick in until later dates:
* Paid Family and Medical Leave. Virginia joins its DMV neighbors in enacting a new Paid Family Medical Leave Insurance (PFMLI) program. The Virginia PFMLI program provides two main benefits: up to 12 workweeks of job-protected leave for certain qualifying reasons and a partial wage replacement benefit during that leave. While the new law technically takes effect July 1, payroll contributions don't begin until April 1, 2028, and the program starts paying benefits on December 1, 2028. Dive deeper and get information about private insurance plan opt-outs (see #2).
* Minimum Wage Hikes. Virginia's minimum wage will increase incrementally to $15 per hour by January 1, 2028. Learn more here (see #4).
* State-Level Heat Illness Prevention Standards. The state's Safety and Health Codes Board will be required to adopt regulations addressing heat illness in the workplace no later than May 1, 2028. While the law does not yet create any new requirements for Virginia employers, it signals that a future standard is on the way that will address indoor and outdoor occupational heat exposures. Gather additional insight here (see #7).
Washington
* More Limits on Criminal Background Checks. A new Washington law expands protections for job applicants and employees under the state's Fair Chance Act, aligning the statewide law more closely with Seattle's Fair Chance Employment Ordinance. The new restrictions apply starting July 1 for employers with 15 or more employees (January 1, 2027, for employers with fewer than 15 employees). Learn more about what's changing and steps you can take to comply.
* Stronger Protections for Working Minors, More Opportunities for Older Teens. One law (HB 1644) will, among other things, increase penalties for child labor law violations and, in certain circumstances, require the state to revoke an employer's minor permit for at least 12 months. Another law (HB 1121) will allow 16- or 17-years old and enrolled in a bona fide college program or in a qualifying career and technical education program to work more hours during the school year. Hiring teens this summer? Check out our full guide to compliance with child labor rules.
Conclusion
We will continue to monitor developments related to all aspects of workplace law. Make sure you are subscribed to Fisher Phillips' Insight System to get the most up-to-date information. If you have questions, contact your Fisher Phillips attorney.
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Related People
Lauren Laing
Legal Content Counsel
412.822.6623
llaing@fisherphillips.com
* * *
Braden Lawes
Senior Government Affairs Analyst
202.916.7176
blawes@fisherphillips.com
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Original text here: https://www.fisherphillips.com/en/insights/insights/employer-cheat-sheet-for-workplace-laws-taking-effect-july-1-2026
[Category: BizLaw/Legal]
Best Lawyers in France 2027 Recognizes 66 Jones Day Lawyers Across 39 Practice Areas
CLEVELAND, Ohio, June 13 -- Jones Day, a law firm, issued the following news:
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The Best Lawyers in France 2027(TM) recognizes 66 Jones Day lawyers across 39 practice areas
The Best Lawyers in France(TM) 2027 recognizes 66 Jones Day lawyers across 39 different areas of practice from Jones Day's Paris Office. Four lawyers were named "Lawyer of the Year," 16 lawyers were named to the list for the first time, and 11 lawyers were named "Ones to Watch." For 40 years, Jones Day's Paris Office has served as a strategic hub for clients conducting business throughout Europe, the African continent,
... Show Full Article
CLEVELAND, Ohio, June 13 -- Jones Day, a law firm, issued the following news:
* * *
The Best Lawyers in France 2027(TM) recognizes 66 Jones Day lawyers across 39 practice areas
The Best Lawyers in France(TM) 2027 recognizes 66 Jones Day lawyers across 39 different areas of practice from Jones Day's Paris Office. Four lawyers were named "Lawyer of the Year," 16 lawyers were named to the list for the first time, and 11 lawyers were named "Ones to Watch." For 40 years, Jones Day's Paris Office has served as a strategic hub for clients conducting business throughout Europe, the African continent,and the Middle East, providing sophisticated legal counsel on complex cross-border matters. This recognition reflects the Firm's long-standing commitment to delivering exceptional service in the region.
Best Lawyers(R) compiles its listings through a months-long peer review process across specific practice areas and geographic regions, seeking candid assessments of their colleagues' professional abilities and reputations.
The following is a complete list of Jones Day lawyers recognized by The Best Lawyers in France(TM):
* Ozan Akyurek - Litigation
* Nicolas J. Andre - Tax Law
* Jeremy Attali - Corporate Governance and Compliance Practice
* Eric Barbier de la Serre - Competition/Antitrust Law; European Union Law (Lawyer of the Year)
* Pierre Barthelemy - Administrative and Public Law (One to Watch)
* Emmanuel G. Baud - Intellectual Property Law
* Fabienne Beuzit - Insolvency and Reorganization Law
* Renaud Bonnet - Biotechnology and Life Sciences Practice; Capital Markets Law; Corporate Law; Private Equity Law; Venture Capital Law; Energy Law; Mergers and Acquisitions Law (Lawyer of the Year)
* Audrey Bontemps - Energy Law; Mergers and Acquisitions Law
* Thomas Bouvet - Biotechnology and Life Sciences Practice; Intellectual Property Law
* Florent Bouyer - Capital Markets Law; Securities Law; Mergers and Acquisitions Law (Lawyer of the Year)
* Nicolas Brice - Administrative Law; Energy Law; Project Finance and Development Practice; Public Finance Law; Public Law; Regulatory Practice
* Alban Caillemer du Ferrage - Derivatives; Structured Finance Law (Lawyer of the Year)
* Aurelie Camard - Corporate Law; Mergers and Acquisitions Law (One to Watch)
* Rodolphe Carriere - Insolvency and Reorganization Law
* Emmanuel de La Rochethulon - Real Estate Law; Tax Law
* Alexandre de Verdun - Energy Law; Mergers and Acquisitions Law
* Philippe Delelis - Administrative Law; Public Law; Energy Law; Project Finance and Development Practice
* Colin Devinant - Intellectual Property Law (One to Watch)
* Xavier Domino - Public Law
* Seth E. Engel - Capital Markets Law
* Remy Fekete - Media Law; Technology Law; Telecommunications Law; Energy Law; Project Finance Development Practice
* Edouard Fortunet - Intellectual Property Law
* Emma France - Energy Law (One to Watch)
* Charles Gavoty - Capital Markets Law; Mergers and Acquisitions Law; Private Equity Law; Venture Capital Law
* Philippe Goutay - Banking and Finance Law; Regulatory Practice; Securities Law
* Olga Goncharska - Banking and Finance Law
* Benedicte Graulle - Corporate Governance and Compliance Practice; Criminal Defense
* Jean-Gabriel Griboul - Capital Markets Law; Corporate Law; Private Equity Law; Venture Capital Law
* Frederic Gros - Banking and Finance Law
* Olivier Haas - Information Technology Law; Intellectual Property Law; Technology Law
* Sophie Hagege - Corporate Law; Mergers and Acquisitions Law
* Jean-Pierre N Harb - Arbitration and Mediation; Construction Law; International Arbitration
* Qian Hu - Derivatives
* Anne Kerneur - Venture Capital Law
* Carol Khoury - Real Estate Law
* Elie Kleiman - Arbitration and Mediation; Energy Law; International Arbitration; Litigation; Construction Law
* Francoise S. Labrousse - Project Finance and Development Practice; Biotechnology and Life Sciences Practice; Corporate Governance and Compliance Practice; Corporate Law; Environmental Law
* Eileen Lagathu - Competition/Antitrust Law
* Marta Lahuerta Escolano - Media Law
* Erwan Le Douce-Bercot - Real Estate Law
* Solene Maulard - Real Estate Law (One to Watch)
* Isabelle Maury - Banking and Finance Law; Insolvency and Reorganization Law; Structured Finance Law
* Hatziri Minaudier - Privacy and Data Security Law
* Carine Mou Si Yan - Banking and Finance Law; Energy Law; Project Finance and Development Practice
* Florence Moulin - Investment Funds; Private Equity Law
* Edward J. Nalbantian - Capital Markets Law
* Solene Noris - Environmental Law (One to Watch)
* Claire Pauly - Arbitration and Mediation; International Arbitration
* Geoffroy Pineau-Valencienne - Capital Markets Law; Corporate Law; Mergers and Acquisitions Law; Venture Capital Law
* Flavia Poujade - Real Estate Law
* Eddy Prothiere - Intellectual Property Law
* Marie-Fleur Rautou - Derivatives
* Marie-Antoinette Rettori - Capital Markets Law (One to Watch)
* Emmanuelle Rivez-Domont - Employee Benefits Law; Labor and Employment Law
* Armelle Sandrin-Deforge - Biotechnology and Life Sciences Practice; Project Finance and Development Practice; Environmental Law; Public Law
* Mikael Schinazi - Arbitration and Mediation (One to Watch)
* Thibault Schulthess - Mergers and Acquisitions Law (One to Watch)
* Diane Senechal - Banking and Finance Law; Leveraged Buyouts
* Elodie Simon - Environmental Law
* Charles Smith - Banking and Finance Law; Litigation (One to Watch)
* David Swinburne - Corporate Law; Leveraged Buyouts; Private Equity Law; Mergers and Acquisitions Law
* Karim Tarantino - Environmental Law (One to Watch)
* Francois-Guilhem Vaissier - Energy Law; Project Finance and Development Practice
* Christine Van Gallebaert - Capital Markets Law; Structured Finance Law
* Alexandre Wibaux - Venture Capital Law
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Jones Day is a global law firm with 2,500 lawyers in 40 offices across five continents. The Firm is distinguished by: a singular tradition of client service; the mutual commitment to, and the seamless collaboration of, a true partnership; formidable legal talent across multiple disciplines and jurisdictions; and shared professional values that focus on client needs.
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Original text here: https://www.jonesday.com/en/news/2026/06/the-best-lawyers-in-france-2027-recognizes-66-jones-day-lawyers-across-39-practice-areas
[Category: BizLaw/Legal]
