Featured Stories
McGuireWoods' Mitchell Diles Selected for Institute for Energy Law Leadership Class
RICHMOND, Virginia, July 25 -- McGuireWoods, a law firm, issued the following news release:
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McGuireWoods' Mitchell Diles Selected for Institute for Energy Law Leadership Class
The Institute for Energy Law (IEL) at The Center for American and International Law has selected McGuireWoods associate Mitchell Diles for its 2026-2027 leadership class. IEL's leadership class is designed for professionals practicing in the energy field between three and 12 years, enabling them to increase their knowledge and develop leadership skills.
The program includes an in-person retreat, online education
... Show Full Article
RICHMOND, Virginia, July 25 -- McGuireWoods, a law firm, issued the following news release:
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McGuireWoods' Mitchell Diles Selected for Institute for Energy Law Leadership Class
The Institute for Energy Law (IEL) at The Center for American and International Law has selected McGuireWoods associate Mitchell Diles for its 2026-2027 leadership class. IEL's leadership class is designed for professionals practicing in the energy field between three and 12 years, enabling them to increase their knowledge and develop leadership skills.
The program includes an in-person retreat, online educationand social events, and associate membership in IEL through 2027. Class members also are invited to attend the organization's 78th annual Energy Law Conference in Houston in February 2027 and the National Young Energy Professionals' Law Conference in New Orleans in March 2027.
Based in Charlottesville, Virginia, Diles represents clients in high-stakes commercial disputes nationwide, including companies in the energy, environmental, hospitality and manufacturing industries. A member of McGuireWoods' Crisis Management & Incident Response Practice Group, Diles also helps clients manage and respond to catastrophic incidents, including explosions, contamination events and system failures.
"Navigating today's energy landscape requires more than traditional legal strategy; it demands agile, forward-thinking counsel," Diles said. "The IEL program offers a unique environment to sharpen those insights, and I am grateful for the opportunity to participate."
McGuireWoods' multidisciplinary Energy Industry Team combines legal, policy, energy technology and business experience to provide integrated services to clients across sectors. The firm represents clients across the energy sector in high-stakes litigation and proceedings before federal regulators, state public utility commissions and state agencies.
"Mitch brings relentless dedication to helping energy clients navigate their most critical, complex challenges. This well-deserved recognition from IEL is a testament to Mitch's leadership and the depth of talent driving our energy practice," said Jonathan Blank, co-leader of McGuireWoods' Energy Industry Team.
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Original text here: https://www.mcguirewoods.com/news/press-releases/2026/7/mcguirewoods-mitchell-diles-selected-for-institute-for-energy-law-leadership-class/
[Category: BizLaw/Legal]
McGuireWoods Wins Business Insurance's Legal Team of the Year Award
RICHMOND, Virginia, July 25 -- McGuireWoods, a law firm, issued the following news release:
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McGuireWoods Wins Business Insurance's Legal Team of the Year Award
Business Insurance, a publication focused on risk management, transfer and financing, named McGuireWoods' Insurance Recovery Practice Group its Legal Team of the Year.
The honor was announced July 23, 2026, at the U.S. Insurance Awards in Chicago's Navy Pier Grand Ballroom. McGuireWoods Los Angeles partner Shaun Crosner, who co-leads the team, and Atlanta partner Shelby Guilbert, a partner on the team, accepted the award at the
... Show Full Article
RICHMOND, Virginia, July 25 -- McGuireWoods, a law firm, issued the following news release:
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McGuireWoods Wins Business Insurance's Legal Team of the Year Award
Business Insurance, a publication focused on risk management, transfer and financing, named McGuireWoods' Insurance Recovery Practice Group its Legal Team of the Year.
The honor was announced July 23, 2026, at the U.S. Insurance Awards in Chicago's Navy Pier Grand Ballroom. McGuireWoods Los Angeles partner Shaun Crosner, who co-leads the team, and Atlanta partner Shelby Guilbert, a partner on the team, accepted the award at theevent.
McGuireWoods earned the recognition for helping policyholders secure insurance recoveries across a range of high-profile matters, including the seizure of an oil tanker in the Middle East, defamation claims by an actress, the aborted launch of a commercial rocket and business interruptions from the COVID-19 pandemic.
The insurance recovery team also advised clients in high-stakes coverage disputes involving a failed business merger, securities and derivatives lawsuits, a deadly fire in a Los Angeles high-rise building and hundreds of products liability suits alleging bodily injuries from exposure to purportedly harmful constituents in stone and tile products.
"On behalf of our entire team of attorneys and staff, we are honored to accept this recognition," said Crosner. "We are especially grateful to our clients for trusting us with their high-stakes matters."
Co-leader Tony Tatum, an Atlanta partner, said, "This award is a testament to the depth and versatility of our practice. Whether we are navigating maritime seizures in the Middle East or complex pandemic-related business disruptions, our attorneys possess the deep industry knowledge required to protect our clients' interests in any arena."
Co-leader Kirk Pasich, a Los Angeles partner, said the award demonstrates the success he expected when he, Crosner and nine other attorneys moved their boutique practice to McGuireWoods two years ago: "Joining forces with McGuireWoods took our practice to another level."
Noreen Kelly, McGuireWoods' deputy managing partner and head of litigation, said, "Our Insurance Recovery Practice Group consistently delivers results where they matter most -- helping policyholders navigate their most complex coverage challenges. This honor underscores the firmwide standard of excellence they champion every day."
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Original text here: https://www.mcguirewoods.com/news/press-releases/2026/7/mcguirewoods-wins-business-insurances-legal-team-of-the-year-award/
[Category: BizLaw/Legal]
Littler Issues Commentary: Netherlands' More Security for Flex Workers Bill Has Been Enacted - What Does This Mean for Employers?
SAN FRANCISCO, California, July 25 -- Littler, a law firm, issued the following commentary on July 24, 2026, by counsel Tanya van Nieuwstadt:
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The Netherlands' More Security for Flex Workers Bill Has Been Enacted: What Does This Mean for Employers?
On July 7, 2026, the Senate of the Dutch Parliament approved the More Security for Flex Workers Act ("the Act"). Under the Act, which takes effect on January 1, 2028, employees with flexible employment contracts will have greater security regarding their income and working hours.
In the Netherlands, 3 out of 10 employees currently have what
... Show Full Article
SAN FRANCISCO, California, July 25 -- Littler, a law firm, issued the following commentary on July 24, 2026, by counsel Tanya van Nieuwstadt:
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The Netherlands' More Security for Flex Workers Bill Has Been Enacted: What Does This Mean for Employers?
On July 7, 2026, the Senate of the Dutch Parliament approved the More Security for Flex Workers Act ("the Act"). Under the Act, which takes effect on January 1, 2028, employees with flexible employment contracts will have greater security regarding their income and working hours.
In the Netherlands, 3 out of 10 employees currently have whatis known as a flexible contract, where the scope and/or duration of the contract is not clearly defined or guaranteed. Nowhere else in Europe is that percentage so high.
The Act is part of a broader reform of the labor market and introduces a number of significant changes for employers that use temporary employment contracts, on-call workers, and/or temporary agency workers--also known as the "flexible workforce."
What is changing?
The most important changes are:
* Less leeway for successive temporary contracts. It is still possible to enter into three consecutive, fixed-term contracts for a maximum of 36 months, but in order to break the chain, the Act requires an interruption of more than 36 months (this currently stands at more than 6 months). This change is expected to prevent nearly 100% of the so-called revolving-door situations.
* The zero-hours contract will no longer be allowed. Instead, the Act introduces a bandwidth contract. A minimum and a maximum number of hours are agreed, whereby the difference between the two may not exceed 30%. This means that if the minimum is 10 hours, the maximum is 13 hours. Employees may refuse calls to work that exceed the maximum limit. And if an employee works more hours on a regular basis, they must be offered a contract with a higher number of hours. However, the Act does provide an exception for side jobs held by people who have another primary occupation, such as those eligible for the old age pension, high school students, and college students.
* More protection for temporary workers. Under the Act, temporary workers must be provided with terms of employment that are at least equivalent to those of regular employees. As far as remuneration is concerned, this had already been established by a ruling of the European Court of Justice, but this now therefore applies to all terms of employment as well. In addition, the most vulnerable phases for temporary workers will be shortened, and the Minister will be given the authority to intervene in cases of systemic underpayment in the temporary employment sector. This provision will take effect earlier, specifically on December 31, 2026.
The purpose of the Act is clear: regular work should, as far as possible, be carried out on the basis of a permanent employment relationship, i.e., on the basis of an employment contract for an indefinite period.
What does this mean for employers?
Companies that regularly rely on on-call workers, temporary contracts, or temporary agency workers would be wise to assess, over the coming months, whether their staffing strategy--and specifically, how they utilize a flexible workforce--remains future-proof.
Considerations could include:
* the use of on-call staff and the scheduling of shifts;
* the use of successive temporary contracts/temporary seasonal contracts;
* the use of temporary workers for ongoing tasks;
* the development of a long-term staff planning strategy;
* how many and which (groups of) employees will be subject to the new rules;
* how many and which types of contracts will need to be amended;
* what is the financial and organizational impact of the changes?
Now that the Act has actually been enacted, this is the perfect time for employers to prepare for these changes, take a critical look at their work organization and their flexible workforce in particular, and ensure that it complies with the new rules.
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Authors
Tanya van Nieuwstadt
Counsel
Amsterdam
tvannieuwstadt@littler.nl
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Original text here: https://www.littler.com/news-analysis/asap/netherlands-more-security-flex-workers-bill-has-been-enacted-what-does-mean
[Category: BizLaw/Legal]
Fisher Phillips: Media Outlets Cover Arrival of Stewart Law Group
ATLANTA, Georgia, July 25 -- Fisher Phillips, a law firm, issued the following news:
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Media Outlets Cover Arrival of Stewart Law Group
The Texas Lawbook, Texas Lawyer, Law360, and International Employment Lawyer covered the arrival of the Stewart Law group as part of the firm's strategic growth in Texas.
The firm, led by Amy M. Stewart, joined forces with Fisher Phillips to increase the breadth and depth of what the growing Texas-based team can do for clients across the nation.
The 4 attorneys that have joined Fisher Phillips include founder and partner Amy M. Stewart, partner Andrea
... Show Full Article
ATLANTA, Georgia, July 25 -- Fisher Phillips, a law firm, issued the following news:
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Media Outlets Cover Arrival of Stewart Law Group
The Texas Lawbook, Texas Lawyer, Law360, and International Employment Lawyer covered the arrival of the Stewart Law group as part of the firm's strategic growth in Texas.
The firm, led by Amy M. Stewart, joined forces with Fisher Phillips to increase the breadth and depth of what the growing Texas-based team can do for clients across the nation.
The 4 attorneys that have joined Fisher Phillips include founder and partner Amy M. Stewart, partner AndreaCook, and attorneys Conrad W. John and Blaine E. Adams.
Amy described the fit to The Texas Lawbook by explaining that she and Fisher Phillips' Regional Managing Partner in Dallas, Adam Sloustcher, share a vision for teamwork, work ethic, and communication: "We get each other. The cultures are the same. The level of client service is the same."
To read the articles visit The Texas Lawbook, Texas Lawyer, Law360, and International Employment Lawyer (subscriptions required).
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Related People
Adam F. Sloustcher
Regional Managing Partner, Co-Chair of Sports Industry Team
214.220.8304
asloustcher@fisherphillips.com
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Amy M. Stewart
Partner, and Vice Chair, Sports Industry Team
469.607.2311
astewart@fisherphillips.com
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Blaine Adams
Of Counsel
469.607.2308
badams@fisherphillips.com
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Andrea Cook
Partner
469.638.9224
acook@fisherphillips.com
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Conrad W. John
Of Counsel
469.503.4284
cjohn@fisherphillips.com
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Original text here: https://www.fisherphillips.com/en/insights/news/media-outlets-cover-arrival-of-stewart-law-group
[Category: BizLaw/Legal]
Fisher Phillips Issues Insight: Workplace Protections Related to Menstruation, Perimenopause, and Menopause Coming to Philadelphia - 5 Steps for Employers
ATLANTA, Georgia, July 25 -- Fisher Phillips, a law firm, issued the following insight on July 24, 2026:
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Workplace Protections Related to Menstruation, Perimenopause, and Menopause Coming to Philadelphia: 5 Steps for Employers
Philadelphia employers must start preparing now to comply with the city's new workplace protections related to menstruation, perimenopause, and menopause. Starting in 2027, the ordinance will impose anti-discrimination and accommodation requirements on employers with employees working in the city - making Philly the first major US city to make menstruation, perimenopause,
... Show Full Article
ATLANTA, Georgia, July 25 -- Fisher Phillips, a law firm, issued the following insight on July 24, 2026:
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Workplace Protections Related to Menstruation, Perimenopause, and Menopause Coming to Philadelphia: 5 Steps for Employers
Philadelphia employers must start preparing now to comply with the city's new workplace protections related to menstruation, perimenopause, and menopause. Starting in 2027, the ordinance will impose anti-discrimination and accommodation requirements on employers with employees working in the city - making Philly the first major US city to make menstruation, perimenopause,and menopause protected categories in the employment context. This Insight covers what's changing and offers five steps you can take now to prepare.
Quick Background
Philadelphia's Fair Practices Ordinance (PFPO) has long prohibited employers from discriminating against applicants and employees working in the city based on certain protected classes. The PFPO is enforced by the Philadelphia Commission on Human Relations (PCHR).
The city has expanded the PFPO many times over the years. Mayor Cherelle Parker signed a measure (Bill No. 250849) in December 2025 that will soon make menstruation, perimenopause, and menopause protected classes under the PFPO and require employers to provide employees reasonable accommodations for needs related to those classes.
Note: While neither federal law nor Pennsylvania state law explicitly cover menstruation, perimenopause, or menopause as protected categories in the workplace, keep in mind that certain traits or conditions related to these categories may overlap with other protected classes, such as age, pregnancy, sex, or disability, under state or federal law.
Growing Trend
This change is part of a broader movement across the US to raise greater awareness and better support for issues related to menstruation and menopause. Last year, Rhode Island became the first state to explicitly enact workplace protections for women experiencing the menopausal transition, and earlier this year, an Illinois law took effect requiring that health plans cover menopause therapies that are medically necessary and recommended by a qualified physician. Further still, California lawmakers are currently considering a bill (AB 1940) that would expressly include perimenopause, menopause, and post menopause within the definition of "sex" under the state's Fair Employment and Housing Act.
We previously covered The Untapped ROI of Menopause-Savvy Workplaces which includes reference to other jurisdictions considering menopause-related legislation.
Snapshot of Philadelphia's New Requirements
* Effective Date. Philadelphia's new workplace protections related to menstruation, perimenopause, and menopause will take effect on January 1, 2027.
* New Protected Classes. Menstruation, perimenopause, and menopause will join the PFPO's other defined protected classes, such as race, sex, age, and disability.
Note: While final regulations implementing the federal Pregnant Workers Fairness Act (PWFA) extend protections to conditions related to, affected by, or arising out of pregnancy, childbirth, or related medical conditions - including menstruation - Philadelphia's amended ordinance goes further by expressly protecting menstruation, perimenopause, and menopause regardless of any connection to pregnancy or childbirth. Stay tuned for updates on the PWFA regulations, as the US Equal Employment Opportunity Commission is planning to propose changes to those rules later this year.
* Discrimination and Retaliation Prohibited. As is the case with other protected classes, employers may not refuse to hire, discharge, or otherwise discriminate against any individual based on the individual's menstruation, perimenopause, or menopause, with respect to any employment matter (such as tenure, promotions, or any terms, conditions, or privileges of employment). Employers also may not harass or retaliate against an individual for exercising rights (such as requesting accommodations) or complying with requirements related to these menstruation-, perimenopause-, and menopause-related protections.
* Reasonable Accommodations Required. If certain conditions are met, an employer must provide reasonable accommodations to an employee for needs related to menstruation, perimenopause, or menopause, to allow the employee to perform essential job functions. Specifically, such reasonable accommodations are required if:
- the employee's menstruation, perimenopause, or menopause symptoms substantially interfere with an employee's ability to perform one or more job functions (note, though, that the amendment does not define "substantially interfere");
- the employee actually requests the accommodations; and
- the accommodations will not cause an undue hardship for the employer (which is determined based on various factors such as the nature and cost of the accommodations, the employer's financial resources, the functions of the workforce, and more).
Note: Philadelphia already requires employers to comply with similar reasonable accommodation rules with regard to employee needs related to reproductive health autonomy, pregnancy, childbirth, or related medical conditions.
5 Steps Employers Can Take Now
Philadelphia employers should begin preparing now before the amendment takes effect January 1. Here are five steps you should consider taking to get ready to comply:
* Update your policies to address the new protections related to menstruation, perimenopause, and menopause. This may require changes to workplace policies related to discrimination, harassment, accommodations, and more.
* Anticipate the types of accommodation(s) that may be appropriate. For example, common potential accommodations to mitigate symptoms related to menstruation, perimenopause, and menopause may include:
*
- Scheduling flexibility: Adjusting start or end times, implementing flexible work schedules, allowing intermittent breaks, providing intermittent leave where appropriate, or permitting remote or hybrid work.
- Temperature and workspace adjustments: Providing a desk fan, permitting access to air conditioning, modifying uniform or dress code requirements, or allowing cooling products or water at workstation.
- Restroom access and breaks: Allowing more frequent or flexible restroom breaks, assigning a workstation closer to restroom facilities, or maintaining supply of menstrual products.
- Physical and ergonomic supports: Providing ergonomic seating, sit-stand workstations, or opportunities to alternate between sitting and standing.
- Work environment and job modification: Reducing workplace distractions, providing quieter workspaces where appropriate, or modifying work assignments during symptoms.
* Train managers and HR employees on how to comply with the new rules. You should provide examples of conduct that may be viewed as discriminatory, such as making derogatory comments about an employee's perceived or actual symptoms related to menstruation, perimenopause, or menopause. Be prepared to comply with reasonable accommodation requests, and train managers to escalate such requests. HR should engage in an interactive process as they would with other types of accommodation requests. Exercise caution before denying an accommodation based on "undue hardship," and consider consulting with legal counsel before doing so, as establishing undue hardship is a high bar.
* Stay tuned for further guidance from the PCHR, including an updated PFPO notice, and for other developments as more lawmakers across the country consider similar workplace protections.
* Reach out to counsel if you have questions ahead of the January 1 effective date or as nuanced issues come up after the new rules kick in.
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, 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/workplace-protections-related-to-menstruation-perimenopause-and-menopause
[Category: BizLaw/Legal]
Adam Weaver Appointed to the Alumni Board of the University of Houston Law Center
NEW YORK, July 25 -- Pillsbury, a law firm, issued the following news release:
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Adam Weaver Appointed to the Alumni Board of the University of Houston Law Center
Adam Weaver, the leader of Pillsbury's Texas real estate practice and a co-leader of its Data Centers & Digital Infrastructure team, has been appointed to the board of directors of the University of Houston Law Center Alumni Association. He will serve a two-year term on the 20-member board.
The alumni board is charged with leading alumni engagement including fundraising for scholarships, continuing legal education programing,
... Show Full Article
NEW YORK, July 25 -- Pillsbury, a law firm, issued the following news release:
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Adam Weaver Appointed to the Alumni Board of the University of Houston Law Center
Adam Weaver, the leader of Pillsbury's Texas real estate practice and a co-leader of its Data Centers & Digital Infrastructure team, has been appointed to the board of directors of the University of Houston Law Center Alumni Association. He will serve a two-year term on the 20-member board.
The alumni board is charged with leading alumni engagement including fundraising for scholarships, continuing legal education programing,creating job opportunities for recent alumni and many other initiatives.
Weaver, who earned his law degree at the University of Houston Law Center in 2014, focuses on all aspects of commercial real estate and real estate finance, including complex renewable energy projects and the energy transition.
He has experience drafting purchase and sale agreements, real estate joint ventures and related documents for office, retail, multifamily, industrial and mixed-use developments, as well as renewable energy projects.
His diverse client base and experience representing both purchasers and sellers, as well as borrowers and lenders, enables him to provide a balanced understanding that is key to successful negotiations.
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Original text here: https://www.pillsburylaw.com/en/news-and-insights/adam-weaver-appointed-to-UHLaw-alumni-board.html
[Category: BizLaw/Legal]
A&O Shearman Advises Arrangers on Financing for Bain Capital's Acquisition of Vitabiotics
LONDON, England, July 25 -- A and O Shearman, a law firm, issued the following news:
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A&O Shearman advises arrangers on financing for Bain Capital's acquisition of Vitabiotics
A&O Shearman has advised the arrangers in relation to the committed financing for Bain Capital's proposed acquisition of Vitabiotics, a leading UK vitamins and supplements business.
Vitabiotics, headquartered in London, has built an international portfolio of established consumer-health and nutritional-supplement products and has a significant presence in India through Meyer Organics. The proposed acquisition comes
... Show Full Article
LONDON, England, July 25 -- A and O Shearman, a law firm, issued the following news:
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A&O Shearman advises arrangers on financing for Bain Capital's acquisition of Vitabiotics
A&O Shearman has advised the arrangers in relation to the committed financing for Bain Capital's proposed acquisition of Vitabiotics, a leading UK vitamins and supplements business.
Vitabiotics, headquartered in London, has built an international portfolio of established consumer-health and nutritional-supplement products and has a significant presence in India through Meyer Organics. The proposed acquisition comesamid accelerating deal activity across supplements and nutraceuticals, as investors seek exposure to continued demand for preventive-health and wellness products.
Matt Del Rosso, A&O Shearman partner in Singapore, commented: "Financings of this scale demand seamless execution across markets and an ability to navigate the evolving terms of sponsor-backed transactions in Asia-Pacific. We are proud to have supported the arrangers in delivering committed financing for the acquisition, drawing on A&O Shearman's cross-border leveraged finance capabilities in Singapore, Hong Kong, and across the wider region."
Gautam Narasimhan, A&O Shearman Regional Managing Partner (ASEAN), added: "Asia-Pacific continues to be a compelling market for sponsor-led investment, with sophisticated financing needs increasingly spanning jurisdictions, sectors and capital pools. Transactions of this nature underscore the importance of advisers who can combine regional depth with global leveraged finance expertise to support clients on their most strategic opportunities."
The A&O Shearman team was led by partners Matt Del Rosso and Gautam Narasimhan in Singapore and Daniel Tan in Hong Kong, with support from associates Glen Tay and Jia Min Lim and trainees Annika Shah and Hannah McGreevy.
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URL: Bain Capital
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Original text here: https://www.aoshearman.com/en/news/ao-shearman-advises-arrangers-on-financing-for-bain-capitals-acquisition-of-vitabiotics
[Category: BizLaw/Legal]
