Law/Legal
Here's a look at documents from law firms and legal groups
Featured Stories
Thompson Hine Earns National Recognition in Legal 500 2026: Eight Practices, 61 Lawyers
CLEVELAND, Ohio, June 18 -- Thompson Hine, a law firm, issued the following news release:
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Thompson Hine Earns National Recognition in Legal 500 2026: Eight Practices, 61 Lawyers
Thompson Hine LLP is pleased to announce its inclusion in the 2026 edition of The Legal 500 United States, a directory of client- and peer-recommended firms, practices and lawyers used by clients throughout the country to guide their selection of lawyers and law firms. The Legal 500 series "highlights the practice area teams who are providing the most cutting edge and innovative advice to corporate counsel."
The
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CLEVELAND, Ohio, June 18 -- Thompson Hine, a law firm, issued the following news release:
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Thompson Hine Earns National Recognition in Legal 500 2026: Eight Practices, 61 Lawyers
Thompson Hine LLP is pleased to announce its inclusion in the 2026 edition of The Legal 500 United States, a directory of client- and peer-recommended firms, practices and lawyers used by clients throughout the country to guide their selection of lawyers and law firms. The Legal 500 series "highlights the practice area teams who are providing the most cutting edge and innovative advice to corporate counsel."
Theguide recommends Thompson Hine's Construction, Corporate Transactions & Securities, Employee Benefits & Executive Compensation, Government Contracts, Investment Management, Real Estate, Sport and Transportation practices and recognizes 61 of its lawyers.
Additionally, Construction partner Jeffrey R. Appelbaum and Frank D. Chaiken, chair of the Corporate Transactions & Securities practice, are noted as "Hall of Fame" members, hailed as one of the top 15 lawyers in the Construction (including construction litigation) category and one of the top 12 in the M&A Middle-Market ($250-$500M) category, respectively. According to Legal 500, lawyers in this category are "at the very top of the profession, widely known and respected by peers and clients for their longstanding involvement in market-leading work."
Transportation practice group chair Karyn A. Booth is one of 12 "Leading Partners" for Transport: Rail and Road, Alan S. Ritchie is one of 18 "Leading Partners" for Construction, and Will Henry is one of 25 lawyers recognized on the "Leading Partners" list for M&A: Middle-Market ($250-$500M). According to Legal 500, lawyers with this designation are the strongest partners in their field, leading on market-leading deals and endorsed by peers and clients alike.
Also called out for special recognition as a "Next Generation Partner" is Jack Clark, one of 16 named for Construction. David E. Benz is one of 3 named a "Leading Associate" for Transport: Rail and Road.
The guide recommends the following Thompson Hine lawyers by name:
* Paul Allaer (M&A: Middle-Market ($250-$500M))
* Matthew Alshouse (Real Estate: Large Cap ($500M+))
* Jeffrey R. Appelbaum (Construction, Sport)
* James B. Aronoff (Real Estate: Large Cap ($500M+))
* Robyn Axberg (M&A: Middle-Market ($250-$500M))
* Corby J. Baumann (M&A: Middle-Market ($250-$500M))
* David E. Benz (Transport: Rail and Road, Transport: Shipping)
* Karyn A. Booth (Transport: Rail and Road, Transport Shipping)
* Sandra L. Brown (Transport: Rail and Road, Transport: Shipping)
* Timothy R. Brown (Employee Benefits, Executive Compensation and Retirement Plans)
* Frank D. Chaiken (M&A: Middle-Market ($250-$500M))
* Jack Clark (Construction, Sport)
* Susan C. Cornett (Real Estate: Large Cap ($500M+))
* John D. Cottingham (M&A: Middle-Market ($250-$500M))
* Thomas J. Coyne (Real Estate: Large Cap ($500M+))
* Edward T. DeLisle (Government Contracts)
* Dominic DeMatties (Employee Benefits, Executive Compensation and Retirement Plans)
* Andrew J. Davalla (Mutual/Registered/Exchange-Traded Funds)
* Garret D. Evers (M&A: Middle-Market ($250-$500M))
* James E. Frankel (Construction)
* Cathryn E. Greenwald (Real Estate: Large Cap ($500M+))
* Daniel M. Haymond (Construction)
* Will Henry (M&A: Middle-Market ($250-$500M))
* William J. Hubbard (Construction)
* Christie Iannetta (Transport: Rail and Road, Transport: Shipping)
* Katherine B. Kohn (Employee Benefits, Executive Compensation and Retirement Plans)
* Stephen M. King (Real Estate: Large Cap ($500M+))
* Karen M. Kozlowski (Real Estate: Large Cap ($500M+))
* David Lewis ((Real Estate: Large Cap ($500M+))
* Julia Ann Love (Employee Benefits, Executive Compensation and Retirement Plans)
* Erin Luke (Construction, Sport)
* Beth A. Mandel (Employee Benefits, Executive Compensation and Retirement Plans)
* Jeff Moreno (Transport: Rail and Road, Transport: Shipping)
* Allyson O'Keefe (Real Estate: Large Cap ($500M+))
* Kevin D. Oles (Construction)
* Jonathan A. Olick (Real Estate: Large Cap ($500M+))
* Mitchell R. Prentis (Real Estate: Large Cap ($500M+))
* Francis E. Purcell, Jr. (Government Contracts)
* Rebeccah Raines (M&A: Middle-Market ($250-$500M))
* Kimberly E. Ramundo (Construction)
* Edward C. Redder (Employee Benefits, Executive Compensation and Retirement Plans)
* Alan S. Ritchie (Construction, Sport)
* Laura A. Ryan (Employee Benefits, Executive Compensation and Retirement Plans)
* Michael N. Samuels (Real Estate: Large Cap ($500M+))
* Todd M. Schild (M&A: Middle-Market ($250-$500M))
* Stephen B. Schrock (Real Estate: Large Cap ($500M+))
* Philip B. Sineneng (Mutual/Registered/Exchange-Traded Funds)
* Robyn Minter Smyers (Real Estate: Large Cap ($500M+))
* Sarah Sparer (Construction)
* Ryan S. Spiegel (Government Contracts)
* JoAnn M. Strasser (Mutual/Registered/Exchange-Traded Funds)
* Bibb Strench (Mutual/Registered/Exchange-Traded Funds)
* William Ticknor (Real Estate: Large Cap ($500M+))
* Jason D. Tutrone (Transport: Rail and Road, Transport: Shipping)
* David Uhlendorff (Employee Benefits, Executive Compensation and Retirement Plans)
* Andres M. Vera (Government Contracts)
* Mike Viayra, Jr. (Construction)
* David D. Watson (M&A: Middle-Market ($250-$500M))
* Stuart Welburn (M&A: Middle-Market ($250-$500M))
* David Whaley (Employee Benefits, Executive Compensation and Retirement Plans)
* Michael V. Wible (Mutual/Registered/Exchange-Traded Funds)
* Kim Wilcoxon (Employee Benefits, Executive Compensation and Retirement Plans)
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Original text here: https://www.thompsonhine.com/insights/thompson-hine-earns-national-recognition-inthe-legal-500-2026-eight-practices-61-lawyers/
[Category: BizLaw/Legal]
Pillsbury Advises TJM Labs on Acquisition of Pharmesol
NEW YORK, June 18 -- Pillsbury, a law firm, issued the following news release:
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Pillsbury Advises TJM Labs on Acquisition of Pharmesol
Pillsbury advised TJM Labs, a leader in AI automation for pharmacy operations, on its acquisition of Pharmesol, further enhancing TJM's integrated pharmacy AI platform and expanding its capabilities across workflow automation, patient communication and voice-enabled interactions.
TJM's platform supports more than 400 pharmacies and facilitates the processing of over 300,000 prescriptions daily, helping pharmacy organizations reduce administrative burden,
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NEW YORK, June 18 -- Pillsbury, a law firm, issued the following news release:
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Pillsbury Advises TJM Labs on Acquisition of Pharmesol
Pillsbury advised TJM Labs, a leader in AI automation for pharmacy operations, on its acquisition of Pharmesol, further enhancing TJM's integrated pharmacy AI platform and expanding its capabilities across workflow automation, patient communication and voice-enabled interactions.
TJM's platform supports more than 400 pharmacies and facilitates the processing of over 300,000 prescriptions daily, helping pharmacy organizations reduce administrative burden,improve operational efficiency and scale operations. The addition of Pharmesol strengthens TJM's ability to automate inbound and outbound communications with patients, provider clinics and pharmacy benefit managers, or PBMs.
The acquisition comes as TJM continues to broaden its platform to serve retail, long-term care, specialty, compounding and enterprise pharmacy organizations seeking scalable ways to modernize operations.
Click here (https://tjmlabs.com/blog/tjm-labs-expands-patient-communication-voice-ai/) to learn more.
The Pillsbury deal team was led by Corporate partner Steven Green and included associates Kit Ryan and Krisha Patel and senior legal analyst Rory O'Neill; Tax partners Julie Divola and Nora Burke; Technology Transactions partner Daphne Higgs; and Executive Compensation & Benefits partner Colleen Lamarre.
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URL: TJM Labs
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Original text here: https://www.pillsburylaw.com/en/news-and-insights/pillsbury-tjm-labs-acquisition-pharmesol.html
[Category: BizLaw/Legal]
Ogilvy Announces Global APAC Leadership Transitions as Kent Wertime Retires
NEW YORK, June 18 -- Ogilvy, an advertising, marketing and public relations agency, issued the following news on June 17, 2026:
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Ogilvy Announces Global APAC Leadership Transitions as Kent Wertime Retires
Ogilvy today announced a series of leadership transitions across its global and Asia Pacific networks. Kent Wertime, one of the agency's most accomplished and long-serving leaders, will officially retire at the end of June. Kent will be retiring from his roles as Co-CEO of Ogilvy APAC, Global Chief Operating Officer of Ogilvy, and Global Chief Executive Officer of Ogilvy One.
In tandem
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NEW YORK, June 18 -- Ogilvy, an advertising, marketing and public relations agency, issued the following news on June 17, 2026:
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Ogilvy Announces Global APAC Leadership Transitions as Kent Wertime Retires
Ogilvy today announced a series of leadership transitions across its global and Asia Pacific networks. Kent Wertime, one of the agency's most accomplished and long-serving leaders, will officially retire at the end of June. Kent will be retiring from his roles as Co-CEO of Ogilvy APAC, Global Chief Operating Officer of Ogilvy, and Global Chief Executive Officer of Ogilvy One.
In tandemwith Kent's retirement, Chris Reitermann will also be transitioning away from his role as Co-CEO of Ogilvy APAC. He will focus his full energy on his role as CEO of WPP Greater China, continuing to drive growth and integration in one of WPP's most vital global markets.
Together, Kent and Chris have co-led Ogilvy APAC since 2016, forging an unique and highly successful partnership that has navigated a decade of immense growth, digital acceleration, and market evolution across the region.
Kent's departure has implications beyond APAC, and successors for his global roles as Global COO of Ogilvy and Global CEO of Ogilvy One will be announced in due course. In the meantime, the APAC leadership responsibilities previously shared by Kent and Chris will be assumed by the regional leadership team, who will work closely with local market leaders to ensure business continuity and strong connectivity across the Ogilvy network.
Kent Wertime joined Ogilvy in 1999 as CEO of Ogilvy Interactive Asia Pacific, positioning himself as an early champion of digital transformation when the internet was just beginning to reshape the business landscape. Over nearly three decades, his unique leadership qualities saw him take on increasingly complex regional and global mandates. Kent's ability to concurrently manage the multiple responsibilities stands as a rare and remarkable feat, reflecting the absolute confidence the global network placed in him. Beyond his corporate achievements, Kent is widely respected as a writer, mentor, and lifelong student of culture and technology.
Laurent Ezekiel, Global Chief Executive Officer of Ogilvy, said: "Kent is a true Ogilvy giant. Over his 27 years with the agency, he has demonstrated a rare combination of vision, sharp commercial acumen, and steady leadership. From pioneering our early digital transformation in Asia to simultaneously holding three of the most demanding roles in our global network, Kent's impact on our business and our clients is immeasurable. We are immensely grateful for his dedication, his wisdom, and the incredible legacy of mentorship he leaves behind. We wish him the absolute best in a very well-deserved retirement."
Laurent added: "We also want to thank Chris for his outstanding leadership as Co-CEO of APAC alongside Kent. Under their joint stewardship, our APAC network has flourished as a creative and economic powerhouse. While Chris moves away from his Ogilvy regional role, we are thrilled that WPP Greater China will continue to benefit from his exceptional leadership, focus, and drive."
Kent Wertime said: "It has been the privilege of a lifetime to help lead this incredible agency across both its global and regional frontiers. I have had the honor of working alongside some of the most brilliant minds in our industry worldwide. I want to thank Chris, my partner of ten years, for a shared journey in Asia Pacific filled with trust, mutual respect, and plenty of laughs. My deepest gratitude goes to our clients and the entire Ogilvy family globally and in APAC. I leave with absolute confidence in the talent, character, and ambition of this global network as it steps into its next chapter."
Chris Reitermann commented: "Leading Ogilvy APAC alongside Kent has been an extraordinary journey. Our partnership has been built on deep trust and friendship, and I could not have asked for a better partner to navigate the highs and challenges of this dynamic region. As I transition to focus entirely on driving WPP's growth and integration in Greater China, I am incredibly proud of what we have built together. I know the APAC region is in great hands with Kyoko and our regional leadership team, and I wish Kent nothing but happiness in his retirement."
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About Ogilvy
Ogilvy has been creating impact for brands through iconic, culture-changing, value-driving ideas since the company was founded by David Ogilvy in 1948. It builds on that rich legacy through Borderless Creativity -- innovating at the intersections of its advertising, public relations, relationship design, consulting, and health capabilities with experts collaborating seamlessly across more than 120 offices spanning 90 markets. Ogilvy currently ranks as the #1 global agency network for creative excellence and effectiveness by WARC, signifying its ability to deliver creative solutions that drive unreasonable impact for clients and communities. Ogilvy is a WPP company (NYSE: WPP). For more information, visit Ogilvy.com, and follow us on LinkedIn, X, Instagram, and Facebook.
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Ogilvy has been creating impact for brands through iconic, culture-changing, value-driving ideas since the company was founded by David Ogilvy over 75 years ago.
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Original text here: https://www.ogilvy.com/ideas/ogilvy-announces-global-apac-leadership-transitions-kent-wertime-retires
[Category: BizAdvertising]
Mayer Brown Represents Whirlpool in $2 Billion Senior Secured ABL Credit Facility
CHICAGO, Illinois, June 18 [Category: BizLaw/Legal] -- Mayer Brown, a law firm, issued the following news:
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Mayer Brown represents Whirlpool in $2 billion senior secured ABL credit facility
Mayer Brown represented Whirlpool Corporation, the leading US-based home appliance manufacturer, and several of its US and Canadian subsidiaries in connection with a $2.0 billion senior secured first-lien asset based credit facility and with the collateral aspects of a Rule 144A/Regulation S offering of $1.0 billion aggregate principal amount of 7.500% senior secured second lien notes due 2031, and $1.0
... Show Full Article
CHICAGO, Illinois, June 18 [Category: BizLaw/Legal] -- Mayer Brown, a law firm, issued the following news:
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Mayer Brown represents Whirlpool in $2 billion senior secured ABL credit facility
Mayer Brown represented Whirlpool Corporation, the leading US-based home appliance manufacturer, and several of its US and Canadian subsidiaries in connection with a $2.0 billion senior secured first-lien asset based credit facility and with the collateral aspects of a Rule 144A/Regulation S offering of $1.0 billion aggregate principal amount of 7.500% senior secured second lien notes due 2031, and $1.0billion aggregate principal amount of 7.875% senior secured second lien notes due 2034.
These were the company's first secured credit facilities and bonds.
Whirlpool plans to use proceeds from the new notes and borrowings under the ABL facility to fund tender offers for its 1.250% notes due 2026 and 1.100% notes due 2027, repay its existing unsecured revolver, and cover related fees and expenses.
Early tender participation reached 73.06% of the Euros500 million 2026 notes and 91.12% of the Euros600 million 2027 notes.
The team was led by Banking & Finance partners Adam Wolk and Kyle Spies and associates Merry Li, Hana Muwaqet and Suzanne Chami, in the firm's Chicago, Houston, and New York offices.
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URL: Whirlpool Corporation
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Original text here: https://www.mayerbrown.com/en/news/2026/06/mayer-brown-represents-whirlpool-in-2-billion-senior-secured-abl-credit-facility
Holland & Knight Advises Uplift Investors' Orion Legal MSO on Partnership With John Foy & Associates
MIAMI, Florida, June 18 -- Holland and Knight, a law firm, issued the following news release:
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Holland & Knight Advises Uplift Investors' Orion Legal MSO on Partnership with John Foy & Associates
NEW YORK - Holland & Knight's Legal Services Transactions Team represented Orion Legal MSO, a managed services organization (MSO) that supports plaintiff firms, on its co-founding partnership with John Foy & Associates, a personal injury law firm that practices across Georgia. Orion Legal MSO is owned by Darien, Connecticut-based Uplift Investors, a middle-market private equity firm with a business
... Show Full Article
MIAMI, Florida, June 18 -- Holland and Knight, a law firm, issued the following news release:
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Holland & Knight Advises Uplift Investors' Orion Legal MSO on Partnership with John Foy & Associates
NEW YORK - Holland & Knight's Legal Services Transactions Team represented Orion Legal MSO, a managed services organization (MSO) that supports plaintiff firms, on its co-founding partnership with John Foy & Associates, a personal injury law firm that practices across Georgia. Orion Legal MSO is owned by Darien, Connecticut-based Uplift Investors, a middle-market private equity firm with a businessmodel-centric focus on services investing.
The partnership supports the continued expansion of Orion's national platform, building on its founding partnership with Dudley DeBosier Injury Lawyers and, most recently, Hughes & Coleman Injury Lawyers. As part of the transaction, John Foy, the firm's founder and CEO, will also become a member of Orion's National Advisory Board, a forum for partner firms to help guide strategy and operations across the platform.
Orion will provide John Foy & Associates with non-legal operational support services, including marketing, finance, technology, talent and administrative infrastructure, designed to enable attorneys to focus on their clients and legal outcomes. John Foy & Associates remains 100 percent owned by John Foy, who will continue to direct the firm's legal practice.
The Holland & Knight team advising Orion was led by Partner Trisha Rich (Legal Profession Regulation) and Partners Joshua Porte and Chrystie Holmstrom (M&A). They were assisted by Partner Kristin Ornstein and Associates Remy Farkas and Gabrielle Engel (M&A); Partner Lindsay Murphy and Associates Rachel Long and Jessica Novey (Executive Compensation & Benefits); Senior Counsel Thu Lam and Associate Christine Younger (Tax); Associate Harshita Rathore (Regulatory); Associate Allysan Scatterday (Intellectual Property); Associate Jasmin Hampton (Real Estate); and Associate Lee Sands (Labor & Employment).
Holland & Knight's Legal Services Transactions Team is supported by nearly 50 lawyers spanning corporate, mergers and acquisitions, finance, legal ethics, legal regulation, tax, employment, venture capital, fund formation and related disciplines. The team's work spans the full life cycle of legal services transactions, from initial structuring through execution and operational implementation. This transaction marks the 17th that Holland & Knight has closed in the legal MSO space in 2026.
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URL: Orion Legal MSO
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Original text here: https://www.hklaw.com/en/news/pressreleases/2026/06/holland-knight-advises-uplift-investors-orion-legal-mso-on-partnership
[Category: BizLaw/Legal]
Fisher Phillips Issues Insight: Philadelphia Employers Get New "Fair Chance" Compliance Tool - 7 Steps to Consider Taking Now
ATLANTA, Georgia, June 18 -- Fisher Phillips, a law firm, issued the following insight on June 17, 2026:
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Philadelphia Employers Get New "Fair Chance" Compliance Tool: 7 Steps to Consider Taking Now
Employers in Philadelphia just received a new tool to help comply with the city's ban on criminal history inquiries, which was significantly expanded in January. This year's changes to Philly's "fair chance" or "ban-the-box" ordinance covered more employers, clarified key definitions and procedures, and added more robust notice, retaliation, and enforcement provisions. The Philadelphia Commission
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ATLANTA, Georgia, June 18 -- Fisher Phillips, a law firm, issued the following insight on June 17, 2026:
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Philadelphia Employers Get New "Fair Chance" Compliance Tool: 7 Steps to Consider Taking Now
Employers in Philadelphia just received a new tool to help comply with the city's ban on criminal history inquiries, which was significantly expanded in January. This year's changes to Philly's "fair chance" or "ban-the-box" ordinance covered more employers, clarified key definitions and procedures, and added more robust notice, retaliation, and enforcement provisions. The Philadelphia Commissionon Human Rights (PCHR) has now released a document summarizing the ordinance amendments, which can be provided to employees to satisfy the "notice of rights" requirement. Here's what you need to know about the new model notice, a refresher on your obligations, and a seven-step compliance plan.
What Happened?
Philadelphia's Fair Criminal Record Screening Standards Ordinance has been in place since 2011. This law - which is also known as a "fair chance" or "ban-the-box" ordinance - puts limits on the questions employers can ask job applicants about their criminal history. The goal is to remove barriers to employment for people with criminal records.
Mayor Cherelle Parker approved amendments in October 2025, and they took effect in January. The amendments are meant to give job applicants more protections by covering more workers, clarifying definitions, creating new notice requirements, and strengthening the PCHR's enforcement capabilities.
The PCHR was expected to create model forms for employers, and recently posted a notice on its website, which you may now provide as the required "summary of rights" to job applicants or employees before taking adverse action based on their criminal history. As a best practice, you may also use this form to satisfy certain posting requirements.
Read on for a refresher on the key requirements and changes under Philadelphia's fair chance ordinance, as well as the steps you should consider taking to ensure compliance.
Broad Workplace Coverage
The expanded ban-the-box law applies to nearly all private employers with operations in Philadelphia, as well as city agencies, though there are some exceptions for law enforcement agencies and domestic services performed in private homes.
Employment broadly means:
* any occupation, vocation, job, work for pay, or employment, including temporary or seasonal work, contracted work, contingent work and work through the services of a temporary or other employment agency; or
* any form of vocational or educational training with or without pay.
In addition to employees, the amendments extend protections to:
* independent contractors;
* transportation network company drivers;
* rideshare drivers; and
* other gig economy workers.
Moreover, the definition of "employment process" includes more than just the initial hiring stage. It covers re-employment, continued employment, promotions, raises, and termination decisions. This means employers will need to ensure compliance through all aspects of the employment relationship, not just during the selection process.
Updated Criminal History Screening Rules
In addition to expanding workplace coverage, the amendments also revised how and when employers may ask about and review criminal background information. Here's a breakdown of the essentials:
* Inquiries: Before asking about criminal convictions, you'll need to make a conditional offer of employment, promotion, or rehire.
* Key Terms: The amendments clarified terms like convictions, exonerations, felonies, misdemeanors, summary offenses, and incarceration.
* Time Limit: Employers can still consider felonies within seven years, but misdemeanors can only be considered within four years. And summary offenses may not be considered at all.
* No Sealed or Expunged Records: You can't consider records that have been sealed or expunged. If such records appear in a background check or driver record, you should allow the job applicant to show proof of expungement or sealing.
* Individualized Assessment: Rather than having a blanket policy against hiring workers with criminal records or certain types of offenses, employers need to conduct an individualized assessment that includes considerations like the nature of the offense, time passed and rehabilitation, employment references, and job duties.
* Pending Criminal Charges: You may ask employees about pending criminal charges when you have reasonably reliable information about a charge that relates to specific job duties. You may ask employees to report pending charges if you have a written policy on the offenses that are reportable. Still, any adverse actions must be justified. It's best to consult with legal counsel before doing so.
* Expanded Anti-Retaliation Provisions: Philadelphia's amended ban-the-box law includes stronger anti-retaliation provisions and creates a rebuttable presumption of retaliation if an adverse action is taken within 90 days of a protected activity. To overcome the presumption, be prepared to show that you acted in good faith and took adverse action for legitimate reasons.
* Higher Risks: The revised law comes with higher penalties, new liquidated damages, and stronger rights for job applicants and employees to sue.
This is just an overview of the key requirements and changes. You can read the details of the ordinance here.
Notice Requirements
If you inform job applicants during the employment process, including in a job ad, that you conduct background checks, you'll need to state that any consideration of the background check will be "an individualized assessment based on the applicant or employee's specific record and the duties and requirements of the specific job."
Additionally, if you plan to deny an applicant or employee based on their criminal record, you'll need to notify them in writing before making a final decision. The notice should include:
* the specific convictions you considered and a copy of the records you used;
* a summary of the employee's rights under the Fair Criminal Record Screening Standards Ordinance;
* a statement that you will consider evidence of errors, rehabilitation, and mitigation, as well as the type of evidence that may be offered; and
* information on how to submit relevant evidence.
You'll be required to give the applicant 10 business days to respond before making a final employment decision.
Your 7-Step Compliance Plan
Here are seven steps you should consider taking to ensure ongoing compliance with Philadelphia's fair chance ordinance:
1. Review HR Forms and Practices: Be sure that job applications, internal candidate and promotion paperwork, and related selection processes are compliant with all new and existing requirements.
2. Create Notice and Documentation Policies: Ensure your criminal background forms, notifications, and documentation practices comply with all federal, state, and local requirements for conducting investigations, as well as considering and taking adverse action.
3. Provide Training: Educate your HR staff, recruiters, and hiring managers on the requirements. Make sure they understand how the law covers gig workers and other independent contractors.
4. Recordkeeping: Maintain and retain proper documentation of individualized assessments, risk evaluations, and notices.
5. Ensure Consistency: Consider creating a single clearinghouse within your organization to review and approve all individualized assessment decisions. This will help create a more consistent decision-making process and reduce the chances that a disgruntled applicant will be able to advance a discrimination claim based on a disparate treatment theory.
6. Be Prepared for an Investigation: If a complaint is filed, you should be ready to provide the PCHR with an explanation of how you conducted the individualized assessment and documentation related to any adverse employment decisions.
7. Reach Out to Counsel: Philadelphia's amended ban-the-box ordinance includes complex requirements for employers that conduct criminal background investigations. Your attorney can help you create a robust plan to ensure compliance.
Conclusion
We will continue to monitor workplace developments impacting your business, so make sure you are subscribed to Fisher Phillips' Insight System to get the most up-to-date information directly to your inbox. If you have questions about whether your policies comply, contact your Fisher Phillips attorney, the authors of this Insight, or any attorney in our Philadelphia office.
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Related People
Leanne Lane Coyle
Associate
610.230.6121
lcoyle@fisherphillips.com
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Kelsey E. Schiappacasse
Partner
610.230.2184
kschiappacasse@fisherphillips.com
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Original text here: https://www.fisherphillips.com/en/insights/insights/philadelphia-employers-get-new-fair-chance-compliance-tool
[Category: BizLaw/Legal]
Fisher Phillips Issues Insight: 3 Recent Court Wins Show How Well-Built Website Terms Can Defeat Class Actions
ATLANTA, Georgia, June 18 -- Fisher Phillips, a law firm, issued the following insight on June 17, 2026:
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3 Recent Court Wins Show How Well-Built Website Terms Can Defeat Class Actions
A well-built website "terms of use" is one of the most powerful tools you have to keep a privacy class action out of court, but most businesses simply treat theirs as a boilerplate afterthought. Three recent court decisions show the strong defense the terms of use can create when you get it right. In each case, the business used its own website terms of use to force a proposed class action into individual
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ATLANTA, Georgia, June 18 -- Fisher Phillips, a law firm, issued the following insight on June 17, 2026:
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3 Recent Court Wins Show How Well-Built Website Terms Can Defeat Class Actions
A well-built website "terms of use" is one of the most powerful tools you have to keep a privacy class action out of court, but most businesses simply treat theirs as a boilerplate afterthought. Three recent court decisions show the strong defense the terms of use can create when you get it right. In each case, the business used its own website terms of use to force a proposed class action into individualarbitration or push the fight out of the plaintiff's preferred courtroom. What do you need to know about these three cases, and what should you do about your own site?
Why Should Businesses Care?
If your website collects information from visitors, you are a target for privacy class actions. California's Invasion of Privacy Act (CIPA) carries penalties of up to $5,000 per violation, and CIPA class actions routinely settle in the high six figures or even seven figures. If your site gets thousands of California visits a year, you are in danger of being a class-action target.
Recent Wins Are the Flip Side of 2 Recent Losses
These recent wins make the most sense when you read them against losses that businesses suffered in the past year.
* In Chabolla v. ClassPass, the 9th Circuit refused to enforce a gym's arbitration clause because its three sign-up screen designs used inconsistent design and ambiguous buttons labeled "Continue" and "Redeem now." The court found that a reasonable consumer would not have understood they agreed to arbitration.
* In Rios v. HRB Digital, a California federal court struck the arbitration clause as unconscionable. The court pointed to inconspicuous, buried opt-out and mass-arbitration sections that could delay claims for years, then declined to sever the offending terms and tossed the whole clause.
The Key Test in a Nutshell
In the three cases summarized below, all three courts ran the same analysis to decide whether a binding agreement was formed:
1. Did the website give the consumer reasonably conspicuous notice of the terms?
2. Did the consumer take some action that unambiguously manifested assent to those terms?
What's striking is that the companies cleared this bar in three very different settings: a mortgage refinance application, a med spa intake form, and a website cookie banner.
What Made These Notices "Conspicuous"
* In Firlej v. Petrosian Esthetic Enterprises (C.D. Cal., June 2026), the court pushed an entire putative class action into individual arbitration on the strength of an arbitration clause and class waiver. A med spa patient completed a pre-appointment consent form with a checkbox stating, "By checking this box I am agreeing to the following terms," directly tied to language confirming she had read and agreed to the Terms of Use available at the links provided. The court found conspicuous notice even though the form used no blue font, no underlining, and no all-caps for the link. It focused on the fact that the form was clean and uncluttered, consistently formatted, only three pages, and set the links off with bullet points.
* In Penning v. NVIDIA (N.D. Cal., May 2026), the court also forced the dispute into individual arbitration due to a well-constructed arbitration clause and class waiver. The plaintiff browsed the site after declining cookies, then sued under CIPA. NVIDIA's cookie banner stated that by clicking any button the user accepted the Terms of Service "(which contains important waivers)," with "Terms of Service" underlined in contrasting green and placed above the action buttons on a persistent banner. The court found that adequate. It also found something more damaging to the plaintiff: because his own complaint admitted he read and relied on the banner's representations about cookies, he could not turn around and claim he never saw the Terms of Service link sitting in that same banner.
* In Fedoroff v. Rocket Mortgage (N.D. Cal., June 2026), the court agreed that the company's forum selection clause to transfer the case from California to Michigan, which was contained in its terms, was enforceable. A borrower filled out an online refinance application, entered his contact information, and clicked a "Confirm & continue" button sitting directly below a line that read, "By providing your contact info and clicking 'Confirm & continue' below, you agree to our Privacy Policy and Terms of Use." The court enforced the forum selection clause even though the "Terms of Use" link was not the classic blue hyperlink. It was bolded, underlined, and capitalized, it sat directly above the action button in the user's line of sight, and the surrounding page wasn't cluttered. The court rejected the argument that the link was lost in a "busy paragraph," noting that people read top to bottom and would see the link before reaching the button.
What Are the Key Elements?
Pulling those threads together, here's what consistently moves a court toward enforceability:
* Put the notice in the user's natural line of sight, directly above or adjacent to the button they click, not buried at the bottom or off to the side.
* Make the link visually distinct. A traditional blue hyperlink is ideal, but bolding, underlining, capitalization, or a contrasting color can be enough when paired with good placement.
* Tell the user exactly what their click means in plain language, including that the terms contain an arbitration provision and class action waiver.
* Keep the screen uncluttered. A clean, simple page makes the link more readily apparent.
* Favor an affirmative action like a click or a checkbox over passive browsing. Clickwrap and scrollwrap are far stronger than browsewrap.
A Word of Caution: Arbitration Is a Trade-Off, Not a Free Win
Before you decide to adopt an arbitration agreement, weigh the costs. Arbitration is cost-effective against one or a few claimants, but it can become a liability in large numbers.
The biggest risk is mass arbitration, where dozens or hundreds of claimants can file individual demands at once as a pressure tactic, and the non-refundable administrative fees alone can be staggering. Arbitrators commonly bill $800 to $1,500 per hour, and a single matter can run past $100,000 through a hearing. Arbitration also tends to push up the settlement value of individual claims. Additionally, arbitrators can be more reluctant than judges to grant dispositive motions, and appellate review is limited or nonexistent.
Arbitration makes sense when the risk and cost of a class action outweigh the risk of losing a handful of individual cases you might have won in court. That's a strategic judgment you should make in consultation with your FP attorney.
Conclusion
If you have questions about your online agreements or want a review of your website terms, please contact your Fisher Phillips attorney, the author of this Insight, or any member of our Privacy and Cyber Team. You can also explore additional resources on our US Privacy Hub at any time. Fisher Phillips will continue to monitor developments in this area, so make sure you are subscribed to Fisher Phillips' Insight System to get the most up-to-date information direct to your inbox.
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Related People
Usama Kahf, CIPP/US
Partner
949.798.2118
ukahf@fisherphillips.com
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Danielle Kays
Partner
312.260.4751
dkays@fisherphillips.com
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Original text here: https://www.fisherphillips.com/en/insights/insights/recent-court-wins-show-how-well-built-website-terms-can-defeat-class-actions
[Category: BizLaw/Legal]
