Featured Stories
Jason Schwartz to speak at NYU's Advanced International Taxation Conference
NEW YORK, July 24 [Category: BizLaw/Legal] -- Cahill Gordon and Reindel, a law firm, posted the following news:
* * *
Jason Schwartz to speak at NYU's Advanced International Taxation Conference
*
Cahill partner Jason Schwartz will speak on the panel, "Inbound Debt Investing," at the Advanced International Taxation Conference, hosted by the NYU School of Professional Studies Division of Programs in Business.
Jason will examine key considerations for foreign investment in U.S. debt, including U.S. trade or business issues, applicable safe harbors for certain investing and trading activities,
... Show Full Article
NEW YORK, July 24 [Category: BizLaw/Legal] -- Cahill Gordon and Reindel, a law firm, posted the following news:
* * *
Jason Schwartz to speak at NYU's Advanced International Taxation Conference
*
Cahill partner Jason Schwartz will speak on the panel, "Inbound Debt Investing," at the Advanced International Taxation Conference, hosted by the NYU School of Professional Studies Division of Programs in Business.
Jason will examine key considerations for foreign investment in U.S. debt, including U.S. trade or business issues, applicable safe harbors for certain investing and trading activities,"season and sell" strategies, and the role of income tax treaties, including "bring your own treaty" funds.
To learn more and register, click here.
***
Original text here: https://www.cahill.com/news/events/2026-07-24-jason-schwartz-to-speak-at-nyu-advanced-international-taxation-conference
Littler Issues Commentary: EEOC Proposes to Rescind All EEO Reporting and Recordkeeping Requirements
SAN FRANCISCO, California, July 23 -- Littler, a law firm, issued the following commentary on July 22, 2026, by Chris Gokturk, Executive Director of Federal Compliance and Reporting and shareholders James A. Paretti and David J. Goldstein:
* * *
EEOC Proposes to Rescind All EEO Reporting and Recordkeeping Requirements
On July 21, 2026, the U.S. Equal Employment Opportunity Commission (EEOC) voted to approve a proposed rule which would rescind a series of agency demographic reporting requirements, most notably the EEO-1 Form, which private employers of 100 or more employees have been required
... Show Full Article
SAN FRANCISCO, California, July 23 -- Littler, a law firm, issued the following commentary on July 22, 2026, by Chris Gokturk, Executive Director of Federal Compliance and Reporting and shareholders James A. Paretti and David J. Goldstein:
* * *
EEOC Proposes to Rescind All EEO Reporting and Recordkeeping Requirements
On July 21, 2026, the U.S. Equal Employment Opportunity Commission (EEOC) voted to approve a proposed rule which would rescind a series of agency demographic reporting requirements, most notably the EEO-1 Form, which private employers of 100 or more employees have been requiredto file for decades. The agency also proposed to repeal similar requirements for unions (the EEO-3 report), state and local governments (EEO-4), public-school systems (EEO-5), and institutions of higher education (EEO-6) (collectively, the "EEO Reports"). Finally, EEOC has proposed rescinding the related recordkeeping and record preservation requirements supporting these reports. The proposal is expected to be published in the Federal Register shortly for starting a 30-day public comment period. After that, EEOC will review and consider the comments submitted and adopt a final rule.
In general, the EEO-1 reports require employers to submit aggregated demographic information regarding their workforce broken down by establishment and one of the ten EEO-1 job categories. Historically, EEOC has maintained that these reports assist the agency in its enforcement of civil rights laws, as well as employer self-assessment of their own workforce composition.
In support of the proposed rescission, EEOC Chair Andrea Lucas (R) offered three justifications: first, that the collection of demographic information relating to sex and race may have the unintended consequence of leading employers to engage in unlawful discrimination based on perceived imbalances in the data (or, alternately, that an employer with no such discrepancies may incorrectly assume it is in compliance with the law); second, that the collection of this information raises potential constitutional concerns; and third, that the recordkeeping and reporting requirements impose a substantial burden on employers and the Commission that is not justified by the benefit obtained from this information. The proposal to rescind the EEO Reports were approved on a vote of two to one, with Chair Lucas and Commissioner Brittany Panuccio (R) voting for the proposal and Commissioner Kalpana Kotagal voting against.
Given the portal for filing did not open in May of this year as anticipated, the timing of any final rule remains uncertain. In particular, it is unclear whether the rule would affect or cancel the 2025 EEO-1 reporting cycle, which was expected to have been filed in May or June using workforce data from the fourth quarter of 2025, or whether it would instead eliminate reporting obligations beginning with the 2026 reporting cycle (filed in 2027) and beyond.
A question many employers have asked is if EEOC no longer requires submission of this information, is it still required that they voluntarily collect this demographic information from employees; alternately, if it is not required, is it permissible to do so?
The answer is not as simple as it may first appear. First, employers must remain mindful of existing state and/or local reporting requirements. A number of states, including Massachusetts, Illinois, and California, currently require employers to report workforce demographic information and/or compensation data. Some states go further, such as Illinois, requiring employee-level demographic reporting rather than aggregate reporting. If EEOC's rescission of federal reporting requirements is finalized, we predict that other states--notably "blue" states with Democratic leadership--may act to fill the gap and adopt state law reporting regimes. As a result, employers will likely still need to collect demographic information from some or all employees to comply with state law requirements.
Other states, such as Colorado, have introduced legislation to mimic federal reporting. Colorado enacted HB 26-1207 (Disclosure of Demographic Workforce Data), this year which requires certain private employers conducting business in the state and employing at least 100 workers to begin submitting EEO-1 demographic workforce data to the Colorado Secretary of State beginning July 1, 2027. The law expressly provides that employers must continue reporting this information even if the federal government repeals or discontinues the EEO-1 reporting requirement. Colorado also specifies that the required reporting must use the EEO-1 data format that existed on March 1, 2026.
Second, while the focus of the EEOC in the second Trump Administration has been on so-called "illegal DEI" and the elimination of any consideration of race or sex that might disadvantage so-called "majority" applicants or employees in the workplace, it is important to note that traditional theories of discrimination--both disparate treatment and disparate impact--remain available under both federal and state law. Put more simply, employers may still choose to survey the demographics of their workforces to ensure that they do not have policies that discriminate on the basis of race, ethnicity, or sex in any direction or against any protected category and examine any perceived discrepancies.
That said, employers should be mindful that the collection of this information should be on a voluntary basis only. In addition, employers should have in place important safeguards to ensure the information is used only for reporting or self-auditing purposes, and is in no way used in making any employment decision, whether positive or negative. Further, employers that wish to collect and use demographic data to audit their policies and practices will be best served by doing so in a privileged audit conducted under the auspices of legal counsel.
Littler's WPI will continue to keep readers apprised of developments.
* * *
Authors
James A. Paretti
Shareholder
Washington, D.C.
jparetti@littler.com
* * *
Chris Gokturk
Executive Director, Federal Compliance and Reporting
Tysons Corner
cgokturk@littler.com
* * *
David J. Goldstein
Shareholder
Minneapolis
dgoldstein@littler.com
* * *
Original text here: https://www.littler.com/news-analysis/asap/eeoc-proposes-rescind-all-eeo-reporting-and-recordkeeping-requirements
[Category: BizLaw/Legal]
Latham & Watkins Publishes Seventh Edition of Private Capital Insights
NEW YORK, July 23 (TNSrep) -- Latham and Watkins, a law firm, issued the following news release:
* * *
Latham & Watkins Publishes Seventh Edition of Private Capital Insights
Latest edition analyses global trends and developments impacting investors, lenders, and sponsors across the private capital landscape.
-
Latham & Watkins is pleased to announce the launch of Private Capital Insights, a comprehensive global report analysing the key trends and developments impacting private capital investors, lenders, sponsors, and other stakeholders across a range of asset classes and private capital strategies.
The
... Show Full Article
NEW YORK, July 23 (TNSrep) -- Latham and Watkins, a law firm, issued the following news release:
* * *
Latham & Watkins Publishes Seventh Edition of Private Capital Insights
Latest edition analyses global trends and developments impacting investors, lenders, and sponsors across the private capital landscape.
-
Latham & Watkins is pleased to announce the launch of Private Capital Insights, a comprehensive global report analysing the key trends and developments impacting private capital investors, lenders, sponsors, and other stakeholders across a range of asset classes and private capital strategies.
Thelatest report highlights private capital's continued appetite for innovation and progress, examining how new pools of capital are flowing in from both private wealth channels and insurance companies, and how this expanding investor base is driving demand for diversification into new markets and strategies.
Private Capital Insights (https://brochure.lw.com/privatecapitalinsights-july2026/) explores key developments that continue to drive market growth in 2026:
* Opportunities emerging in European infrastructure, where ambitious spending targets and critical funding gaps are drawing increased private capital investment.
* Record-breaking volumes in the secondaries market, fuelled in part by an expanding buyer universe.
* The growing strategic importance and momentum of structured finance across a range of asset classes.
"2026 is shaping up to be a definitive year for many private capital managers," said Yen Sum, a partner at Latham's London office and Global Co-Chair of Private Capital. "Activity is being driven by the resurgent M&A markets, new investor bases, and creativity to address ongoing liquidity discussions. With new diverse sources of capital continuing to flow towards asset managers and allocators, and no shortage of demand for flexible and bespoke capital solutions, the outlook remains robust for 2026 and beyond."
"Private capital's appetite for innovation and progress continues to drive the industry at pace," said Paul Sheridan, a partner at the firm's Washington, D.C. office and Global Co-Chair of Private Capital. "New pools of capital are flowing in from both private wealth channels and insurance companies, and as the investor base scales, it demands increasing diversification into new markets and strategies. As a result, we see private capital expanding its reach, identifying new ways to meet borrower demand and fill funding gaps by leaning into novel solutions and flexibility."
Latham's market-leading team advises investors, lenders, and sponsors in structuring, evaluating, committing capital to, managing, and realizing the myriad of investment opportunities across global markets and industries. The firm leverages the practice's formidable depth of expertise in the US, Europe, the Middle East, and Asia to seamlessly advise market participants on all aspects of their business in deploying private capital, from fund formation, fundraising, and regulatory matters to analyzing, structuring, and executing transactions and portfolio management.
* * *
Original text here: https://www.lw.com/en/news/2026/07/latham-publishes-seventh-edition-of-private-capital-insights
[Category: BizLaw/Legal]
Hughes Hubbard & Reed: Kensington Capital SPAC Announces Business Combination With Nth Cycle
NEW YORK, July 23 -- Hughes Hubbard and Reed, a law firm, issued the following news:
* * *
Kensington Capital SPAC Announces Business Combination with Nth Cycle
Highlights
* Hughes Hubbard is representing Kensington Capital in the SPAC transaction, which will result in pure-play critical mineral refiner Nth Cycle becoming a publicly traded company.
* Nth Cycle is working to build the refining capacity needed to secure critical international mineral supply chains.
-
Hughes Hubbard is advising Kensington Capital Acquisition Corp. VI, a special purpose acquisition company, in its definitive
... Show Full Article
NEW YORK, July 23 -- Hughes Hubbard and Reed, a law firm, issued the following news:
* * *
Kensington Capital SPAC Announces Business Combination with Nth Cycle
Highlights
* Hughes Hubbard is representing Kensington Capital in the SPAC transaction, which will result in pure-play critical mineral refiner Nth Cycle becoming a publicly traded company.
* Nth Cycle is working to build the refining capacity needed to secure critical international mineral supply chains.
-
Hughes Hubbard is advising Kensington Capital Acquisition Corp. VI, a special purpose acquisition company, in its definitivebusiness combination with Nth Cycle Inc., which will result in the pure-play critical mineral refiner becoming a publicly traded company.
The proposed combination implies a pro forma enterprise value of approximately $585 million. Upon closing of the transactions, the combined company will be named Nth Cycle Holdings Inc., and its common stock is expected to trade on the New York Stock Exchange under the new ticker symbol "NTH."
Founded in 2017, Nth Cycle is building the refining capacity needed to secure Western critical mineral supply chains.
Its OYSTER system converts the rare earth elements, copper, and battery metals found in mined and recycled materials into industrial-grade inputs for some of the world's most strategic industries.
The Hughes Hubbard team is led by Chuck Samuelson with primary assistance from Javad Husain and Jenny Graham. Other members of the team include Andy Braiterman, Patrice Jean, Sean Reilly, Charlie Wachsstock, Justin Cohen, Kristin Millay, Carol Remy, Olivia Rose, Jeanine Cryan, Alexis Rosett, Lynn Russo, Anthony Kasper and Alexandra Hernandez.
* * *
Original text here: https://www.hugheshubbard.com/news-insights/news/kensington-capital-spac-announces-business-combination-with-nth-cycle
[Category: BizLaw/Legal]
Faegre Drinker Issues Commentary: DHS Final Rule Ending Duration of Status Effective September 15, 2026
MINNEAPOLIS, Minnesota, July 23 -- Faegre Drinker Biddle and Reath, a law firm, issued the following commentary on July 21, 2026, by partner Beth E. Carlson and associate Jaya Venkateswaran:
* * *
DHS Final Rule Ending Duration of Status Effective September 15, 2026
Critical Changes for F-1 Students, J-1 Exchange Visitors, and I Representatives of Foreign Information Media
At a Glance
* DHS is ending Duration of Status for F-1, J-1, and I nonimmigrants and replacing it with fixed admission periods beginning September 15, 2026.
* The rule adds new extension requirements, shorter grace periods,
... Show Full Article
MINNEAPOLIS, Minnesota, July 23 -- Faegre Drinker Biddle and Reath, a law firm, issued the following commentary on July 21, 2026, by partner Beth E. Carlson and associate Jaya Venkateswaran:
* * *
DHS Final Rule Ending Duration of Status Effective September 15, 2026
Critical Changes for F-1 Students, J-1 Exchange Visitors, and I Representatives of Foreign Information Media
At a Glance
* DHS is ending Duration of Status for F-1, J-1, and I nonimmigrants and replacing it with fixed admission periods beginning September 15, 2026.
* The rule adds new extension requirements, shorter grace periods,program-change limits, and transition rules that employers, universities, and exchange sponsors should start planning for now.
-
On July 17, 2026, the Department of Homeland Security (DHS) published a significant final rule titled "Establishing a Fixed Time Period of Admission and an Extension of Stay Procedure for Nonimmigrant Academic Students, Exchange Visitors, and Representatives of Foreign Information Media," that fundamentally changes the administration of F-1 student status and makes important changes affecting J exchange visitors and I representatives of foreign media. This rule will take effect on September 15, 2026 (unless enjoined or delayed), and replaces the longstanding "Duration of Status" (D/S) framework with fixed periods of admission and revises several regulations governing F, J, and I nonimmigrants. DHS has classified the rule as a "major rule" subject to congressional review, and the effective date could also be affected by litigation.
Background
For many years, F-1students, J-1 exchange visitors, and I representatives of foreign information media have been admitted to the United States for "Duration of Status" -- i.e., they could remain lawfully in the United States for as long as they were pursuing their authorized activities, without a fixed expiration date on their Form I-94. Under the D/S framework, program extensions were managed by Designated School Officials (DSOs) issuing revised Forms I-20, without requiring formal applications to USCIS. DHS has stated the rule addresses concerns related to national security, immigration compliance, visa overstays, and program integrity.
What Has Changed
The final rule replaces D/S with a fixed "Admit Until Date" on the Form I-94. Key changes include:
Fixed Admission Periods
* F-1 students and J-1 exchange visitors (and their dependents) will be admitted for the length of their program, not to exceed four years, plus a 30-day grace period.
* ESL students are limited to 24 months.
* I nonimmigrants (foreign media) will be admitted for up to 240 days, with certain exceptions.
* The four-year cap is not an aggregate limit on total time in status -- it is the maximum for a single admission tied to the program end date.
Mandatory Extensions of Stay
* Individuals who need additional time -- to extend their program, transfer schools, change degree levels, or pursue OPT -- must file a Form I-539 (Application to Extend/Change Nonimmigrant Status) with USCIS and may be required to complete biometrics and background screenings.
* Foreign nationals seeking an extension of F-1 status will need to present a currently issued Form I-20 indicating that additional time is needed to complete the program or documentation demonstrating compelling academic reasons, illness, or other circumstances beyond the individual's control.
* Dependents will also be subject to extension requirements.
Reduced Grace Period
* The F-1 post-completion grace period is reduced from 60 days to 30 days for students entering or reentering on or after September 15, 2026.
Program Change Restrictions
* F-1 students at any level below the graduate degree level may not transfer or change programs, majors, or education levels within the first year unless SEVP grants an exception.
* F-1 graduate students are generally precluded from changing programs or majors, though transfers may be permitted in extenuating circumstances.
* A student who completes a program at one education level (e.g., a bachelor's or master's degree) may not enroll in another program at the same or lower level and may only advance to a higher level. This will likely limit the educational and development opportunities for F-1 students, including those not selected in the H-1B cap registration lottery and have used a second master's degree program with Day 1 CPT to extend their stay and work authorization in the US.
Unlawful Presence
* F, J, and I nonimmigrants will begin accruing unlawful presence immediately after their admission period expires unless they have timely filed for an extension.
* Accrual of 180 days or more triggers a three-year reentry bar; one year or more triggers a 10-year bar.
Transition Rules for Those Who Are Already in the US under D/S
* Individuals already in the United States under D/S on September 15, 2026, will not have to immediately apply for a new I-94 provided they continue their studies or programs listed on their DS-2019 or I-20.
* They may remain until the later of their current I-20/DS-2019 end date or OPT EAD expiration, not to exceed four years from the effective date plus a grace period of 60 days for F-1 students and 30 days for J-1exchange visitors.
* F-1 students in this group retain their 60-day grace period unless they exit and reenter or file for an extension, at which point the new 30-day period applies.
* F-1 students applying for F-1 STEM OPT work authorization who have timely filed for an extension before the expiration of their F-1 OPT may continue their employment under the 180-day automatic extension after the expiration of their OPT EAD.
* F-1 students admitted for D/S who timely filed for post-completion OPT or STEM OPT employment authorization on or before March 18, 2027, will not be required to file a separate I-539 extension. However, this exemption is lost if the student departs and reenters the US with a fixed admission period before filing in which case, both the I-765 and I-539 must be filed. If approved under this transition provision, the student is authorized to remain in F-1 status until the EAD expiration date plus 60 days.
What This Means for Employers and Institutions
The elimination of D/S will create significant new compliance and administrative responsibilities for universities, exchange program sponsors, and employers of OPT/STEM OPT participants. Programs extending beyond four years may face particular challenges. Employers should monitor whether their F-1 employees' admission periods will require extension filings and ensure continued employment authorization.
We will continue to monitor developments and provide updates as additional guidance and clarifications are issued.
For additional information, please see:
* Department of Homeland Security's FAQs on the final rule (https://studyinthestates.dhs.gov/final-rule-establishing-a-fixed-time-period-of-admission-and-an-extension-of-stay-procedure-faq)
* Department of Homeland Security's Quick Facts on the final rule
* * *
The material contained in this communication is informational, general in nature and does not constitute legal advice. The material contained in this communication should not be relied upon or used without consulting a lawyer to consider your specific circumstances. This communication was published on the date specified and may not include any changes in the topics, laws, rules or regulations covered. Receipt of this communication does not establish an attorney-client relationship. In some jurisdictions, this communication may be considered attorney advertising.
* * *
Meet the Authors
Beth E. Carlson
Partner
Minneapolis
+1 612 766 7652
beth.carlson@faegredrinker.com
* * *
Jaya Venkateswaran
Associate
Minneapolis
+1 612 766 1655
jayashree.venkateswaran@faegredrinker.com
* * *
Original text here: https://www.faegredrinker.com/en/insights/publications/2026/7/dhs-final-rule-ending-duration-of-status-effective-september-15-2026
[Category: BizLaw/Legal]
Dentons Successfully Defends Rebel Wilson in Defamation Case
WASHINGTON, July 23 -- Dentons, a law firm, issued the following news:
* * *
Dentons successfully defends Rebel Wilson in defamation case
Australia--Dentons has successfully defended Australian actor, director and producer Rebel Wilson in defamation proceedings brought against her by Charlotte MacInnes in the Federal Court of Australia. The proceedings concluded with Justice Elizabeth Raper dismissing the claim and ordering that Ms MacInnes pay Ms Wilson's legal costs.
The proceedings arose from a dispute involving Ms MacInnes, the lead actress in Ms Wilson's directorial debut film The Deb.
... Show Full Article
WASHINGTON, July 23 -- Dentons, a law firm, issued the following news:
* * *
Dentons successfully defends Rebel Wilson in defamation case
Australia--Dentons has successfully defended Australian actor, director and producer Rebel Wilson in defamation proceedings brought against her by Charlotte MacInnes in the Federal Court of Australia. The proceedings concluded with Justice Elizabeth Raper dismissing the claim and ordering that Ms MacInnes pay Ms Wilson's legal costs.
The proceedings arose from a dispute involving Ms MacInnes, the lead actress in Ms Wilson's directorial debut film The Deb.The proceedings concerned a series of social media publications and related allegations involving reputational harm and breach of confidence.
Ms MacInnes pleaded 19 defamatory imputations. Following a contested hearing, Dentons successfully argued that 18 of the imputations were not conveyed or defamatory and established the 'truth' defence for the remaining imputation. Although the Court was therefore not required to consider the serious harm element of Ms MacInnes' claim, it found that Ms MacInnes would have failed to establish that the matter had caused, or was likely to cause, serious harm to her reputation.
The matter highlights the increasing intersection between social media communications and reputation management, particularly where disputes unfold in real time under significant public and media scrutiny.
The outcome reinforces Dentons' strength in representing individuals in high-profile defamation disputes involving significant reputational, commercial and strategic considerations.
The Dentons Dispute Resolution legal team was led by Sylvia Alcarraz, Managing Associate, Rhyann M'Gee and Kathryn Murray, Senior Associates, Lara Smith, Solicitor and Joshua Anderson, Law Graduate. The team extends its gratitude to Counsel, Dauid Sibtain SC and Tim Senior of Level 22 Chambers and Conor O'Beirne of Aickin Chambers.
Dentons' Australian Head of Dispute Resolution and Partner John Dalzell said, "The decision to bring a claim in defamation is not to be taken lightly. This is but one of many high-profile defamation claims which have been commenced and have ended badly for the applicant. We are delighted for Rebel, who was vindicated. However, this matter has emphasised the risks for high profile personalities when using social media, which unfortunately resulted in a lengthy and emotionally demanding litigation for all involved."
* * *
About Dentons
Redefining possibilities. Together, everywhere. For more information visit dentons.com
* * *
Original text here: https://www.dentons.com/en/about-dentons/news-events-and-awards/news/2026/july/dentons-successfully-defends-rebel-wilson-in-defamation-case
[Category: BizLaw/Legal]
A&O Shearman Represents Financing Providers on Lone Star Funds' Acquisition Agreement With ContiTech
LONDON, England, July 23 -- A and O Shearman, a law firm, issued the following news:
* * *
A&O Shearman represents financing providers on Lone Star Funds' acquisition agreement with ContiTech
A&O Shearman has advised the financing providers in connection with the acquisition financing for Lone Star Funds' agreement to acquire ContiTech, the Material Solutions Group of Continental AG.
An affiliate of Lone Star Fund XIII, L.P. has entered into a definitive agreement to acquire ContiTech, one of the world's leading providers of mission-critical engineered rubber, thermoplastic and fabric technology
... Show Full Article
LONDON, England, July 23 -- A and O Shearman, a law firm, issued the following news:
* * *
A&O Shearman represents financing providers on Lone Star Funds' acquisition agreement with ContiTech
A&O Shearman has advised the financing providers in connection with the acquisition financing for Lone Star Funds' agreement to acquire ContiTech, the Material Solutions Group of Continental AG.
An affiliate of Lone Star Fund XIII, L.P. has entered into a definitive agreement to acquire ContiTech, one of the world's leading providers of mission-critical engineered rubber, thermoplastic and fabric technologysolutions to customers in a wide range of industries including in the agriculture and food, construction, energy and mining sectors, among others. ContiTech serves customers across 34 countries and employs around 22,000 team members across Europe, the Americas and Asia-Pacific.
Read more on the transaction here (https://lonestarfunds.com/lone-star-funds-announces-agreement-to-acquire-contitech-the-material-solutions-group-of-continental-ag/).
Denise Gibson, UK managing partner and debt finance partner at A&O Shearman, said: "It's been a fantastic transaction to work on -- complex, cross-border, and fast-paced, which is exactly where our team is at its best. I'm really proud of how the team came together to support our clients and find pragmatic solutions at every turn. Deals like this remind you why you do what you do."
Trevor Ingram, high yield partner at A&O Shearman, said: "This transaction showcases the depth of our integrated debt finance and capital markets offering. The financing structure required careful coordination across the loan and high yield components, and I'm proud of how the team came together to deliver clear, solutions-focused advice at every stage."
The A&O Shearman team was led by debt finance partners Denise Gibson, Filippo Crosara, and Hannah Gates and high yield partner Trevor Ingram . The team also included debt finance senior associates Luke Newling and Kiddist Forsythe and high yield senior associate Evangelia Andronikou, as well as associates Nishant Prasad, Deborah Wathome and trainee Maciej Skrzek.
* * *
URL: Lone Star Funds
* * *
Original text here: https://www.aoshearman.com/en/news/ao-shearman-represents-financing-providers-on-lone-star-funds-acquisition-agreement-with-contitech
[Category: BizLaw/Legal]
