Law/Legal
Here's a look at documents from law firms and legal groups
Featured Stories
Littler Issues Commentary: Mexico Reduces the Workweek
SAN FRANCISCO, California, May 12 -- Littler, a law firm, issued the following commentary on May 11, 2026, by shareholder Monica Schiaffino and associate Valeria Cutipa Hernandez:
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Mexico Reduces the Workweek
On May 1, 2026, an amendment to the Federal Labor Law was published, introducing significant changes to the regulatory framework governing the duration and organization of the work shift in Mexico, following previous constitutional amendments. This amendment redefines the parameters under which work shifts, overtime, and breaks must be organized, and incorporates new obligations for
... Show Full Article
SAN FRANCISCO, California, May 12 -- Littler, a law firm, issued the following commentary on May 11, 2026, by shareholder Monica Schiaffino and associate Valeria Cutipa Hernandez:
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Mexico Reduces the Workweek
On May 1, 2026, an amendment to the Federal Labor Law was published, introducing significant changes to the regulatory framework governing the duration and organization of the work shift in Mexico, following previous constitutional amendments. This amendment redefines the parameters under which work shifts, overtime, and breaks must be organized, and incorporates new obligations foremployers regarding the monitoring and management of working hours.
The amendment establishes a gradual reduction of the maximum weekly workweek to 40 hours; the daytime shift remains at 8 hours per day, the night shift at 7 hours per day, and the mixed shift--which includes periods from both the daytime and night shifts, provided that the night shift is less than 3.5 hours--will remain at 7.5 hours per day.
The amendment increases the overtime cap from 9 to 12 hours per week, which may be distributed up to 4 hours per day and up to 4 days per week, and must be paid at double the regular rate. Any overtime exceeding 12 hours per week must be paid at triple the regular rate. In total, regular and overtime hours combined may not exceed 12 hours per day under any circumstances, and overtime may not exceed 16 hours per week.
One of the changes that will have the greatest impact on companies operating in Mexico is the implementation, effective January 1, 2027, of the requirement to maintain an electronic record, in which at least the start and end times of the workday must be recorded, and which must be made available to the authorities upon request. The Ministry of Labor will issue regulations governing the application of and exceptions to this record-keeping requirement. The amendment does not specify a deadline for issuing these provisions, but it is expected to be before January 1, 2027. The content of the electronic record will constitute conclusive evidence if it is proven that it was agreed upon by the employer and the employees.
Failure to maintain this record may result in a fine imposed by the Ministry of Labor.
Both the reduction in the work shift and the increase in overtime will be implemented gradually as follows:
Year ... Maximum hours per week ... Maximum overtime per week
2026 ... 48 ... 9
2027 ... 46 ... 9
2028 ... 44 ... 10
2029 ... 42 ... 11
2030 ... 40 ... 12
The amendment establishes that the remainder of 2026 should be used as a preparation period for the gradual reduction of the workweek, which will begin in January 2027. In this context, we recommend reviewing employees' weekly work schedules, including overtime, in order to plan for the adjustment in a timely manner and assess the corresponding operational and economic impact. In some cases, such planning may involve hiring additional staff or reorganizing shifts and workloads.
We also recommend updating individual employment agreements and, where appropriate, entering into amendment agreements to reflect the new maximum weekly work hours and to include the use of electronic time tracking (regarding the latter, it will be necessary to wait for the issuance of applicable guidelines).
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Original text here: https://www.littler.com/news-analysis/asap/mexico-reduces-workweek
[Category: BizLaw/Legal]
Herbert Smith Freehills Kramer: State of "Omnicrisis" - Corporate Treasurers are Increasingly Seeing Volatility as Structural Rather Than Exceptional
NEW YORK, May 12 (TNSrep) -- Herbert Smith Freehills Kramer LLP, a law firm, issued the following news:
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The state of "omnicrisis": corporate treasurers are increasingly seeing volatility as structural rather than exceptional
* Corporate treasurers facing persistent volatility are focusing on early preparation, execution certainty and balance sheet resilience.
* The survey results point to a low growth environment with corporates prioritising balance-sheet resilience over raising new debt to fund expansion.
* Debt diversification is a priority for some treasurers who are seeking to improve
... Show Full Article
NEW YORK, May 12 (TNSrep) -- Herbert Smith Freehills Kramer LLP, a law firm, issued the following news:
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The state of "omnicrisis": corporate treasurers are increasingly seeing volatility as structural rather than exceptional
* Corporate treasurers facing persistent volatility are focusing on early preparation, execution certainty and balance sheet resilience.
* The survey results point to a low growth environment with corporates prioritising balance-sheet resilience over raising new debt to fund expansion.
* Debt diversification is a priority for some treasurers who are seeking to improveflexibility and access to liquidity.
* Treasury teams are deepening their strategic role to strengthen financial resilience in a complex macroeconomic environment.
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Kristen Roberts, managing partner and head of the UK Corporate Debt Practice, comments: "Treasury teams have adapted to sustained volatility by embedding uncertainty into core decision making. Rather than viewing disruption as episodic, corporate treasurers now treat uncertainty as a baseline assumption in liquidity management, funding strategy and risk calibration."
Published by Herbert Smith Freehills Kramer, in partnership with the Association of Corporate Treasurers, this year's Corporate Debt and Treasury Report explores how sustained geo-political volatility and macro-economic uncertainty has impacted debt strategies, expected expenditure and outlook for the year. It also examines the evolving role of the treasury.
Notwithstanding the current macro-economic and geo-political landscape, 72% of respondents (up from 41% last year) reported that their businesses would operate "business as usual but with some continued disruption" and 50% of respondents (up from 24% last year) thought there would be no or minor impact on their debt strategies. These results may be explained by consistent and prudent management by corporate treasurers who are already factoring in longer lead times for debt raising processes and have taken a longer-term view on debt requirements and maturity profiles.
One interviewee commented that the survey results illustrated a low growth environment, evidenced by lower numbers of respondents looking to increase debt funding for acquisitions, capex and working capital and greater numbers expecting to repay debt, pay dividends and effect share buybacks. Only 25% of respondents expect to increase spending on acquisitions in 2026, down from 38% in 2025, while anticipated increases in capex have fallen from 51% in 2025 to 35% in 2026. This suggests that corporates are prioritising balance-sheet resilience and deleveraging over expansion and growth.
Stacey Pang, who led the report, says: "Overall, the results suggest a muted appetite for growth and expansion which is not surprising given the current macro-economic and geo-political landscape. Corporate treasurers are instead seeking to repay debt and effect share buybacks, perhaps in response to the higher costs of debt and the lower expected levels of M&A activity and to build in balance sheet resilience."
The respondents were asked whether debt diversification is a priority for 2026 - 45% of respondents said yes. The data showed that some corporates are selectively diversifying funding sources to improve flexibility and access to liquidity and, in some cases, seeking to cost arbitrage. Other corporates were not experiencing the same drivers for diversification and felt confident in their existing debt fund sources.
Treasury teams are key to liquidity, risk management and technology-enabled decision-making. Cash management remains fundamental but, as it becomes more deeply embedded, its measured prominence is shifting: 91% of corporate treasurers cited it as a top priority in 2025, compared with 71% in 2026. Attention is shifting towards derivatives, risk management, funding diversification and cyber resilience. AI holds promise for treasury teams but has yet to deliver in practice, with work still required on data quality, standardisation and output reliability.
Access the Corporate Debt and Treasury 2026 report here (https://www.hsfkramer.com/insights/2026-05/the-2026-corporate-debt-and-treasury-report-navigating-persistent-uncertainty).
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Original text here: https://www.hsfkramer.com/news/2026-05/the-state-of-omnicrisis-corporate-treasurers-are-increasingly-seeing-volatility-as-structural-rather-than-exceptional
[Category: BizLaw/Legal]
Fisher Phillips Issues Insight: NICU Leave For Illinois Workers Starts June 1 - Is Your Business Prepared?
ATLANTA, Georgia, May 12 -- Fisher Phillips, a law firm, issued the following insight on May 11, 2026:
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New NICU Leave For Illinois Workers Starts June 1: Is Your Business Prepared?
Businesses operating in Illinois will soon have to provide unpaid, job protected leave to employees with children in a neonatal intensive care unit under a new state law. Illinois employers with 16 or more employees should start to prepare now for The Family Neonatal Intensive Care Leave Act, which is set to take effect on June 1. Employees at covered businesses will be entitled to up to 20 days of unpaid time
... Show Full Article
ATLANTA, Georgia, May 12 -- Fisher Phillips, a law firm, issued the following insight on May 11, 2026:
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New NICU Leave For Illinois Workers Starts June 1: Is Your Business Prepared?
Businesses operating in Illinois will soon have to provide unpaid, job protected leave to employees with children in a neonatal intensive care unit under a new state law. Illinois employers with 16 or more employees should start to prepare now for The Family Neonatal Intensive Care Leave Act, which is set to take effect on June 1. Employees at covered businesses will be entitled to up to 20 days of unpaid timeoff to care for a child in the NICU under the new law, in addition to other state and federal family leave requirements. This Insight will cover everything you need to know ahead of the June 1 compliance date and offer you five steps to help prepare.
Who's Covered By The Law?
* Illinois employers with 16 to 50 employees must provide up to 10 days of leave for workers with "any child" who is a patient in a neonatal intensive care unit.
* Employers with 51 or more employees must provide up to 20 days of this leave.
The law defines "child" broadly to include a "son or daughter who is a biological, adopted, or foster child, a stepchild, a legal ward, or a child of a person standing in loco parentis."
Employees in the state are eligible for this leave as soon as they start working, and the law covers full-time and part-time workers. The law doesn't apply to businesses with 15 or fewer employees.
Intersection With Paid Leave + Federal Laws
While leave taken under Illinois' NICU leave law doesn't have to be paid, employees may choose to substitute unpaid leave with any paid leave available, according to the state's labor department. Illinois has paid leave requirements and certain rules around employer sick leave policies, so be sure to consult with legal counsel to ensure you're compliant.
Employers should also be aware that IL NICU leave is provided in addition to the unpaid, job-protected leave taken under the Family Medical Leave Act (FMLA) - although eligibility for the FMLA is stricter than the state NICU law.
Employees who are eligible for the FMLA can take up to 12 workweeks of leave in a 12-month period to care for a newborn child or to care for a child with a serious health condition.
Business Requirements + Penalties
Policies surrounding sensitive family emergencies, such as approving leave under the new NICU law, should be uniform and clear. The law does permit employers to request verification of the NICU stay, but businesses that choose to require such documentation should keep these inquiries limited and reasonable. Retaliation against workers who request or take NICU leave is prohibited.
While on NICU leave, the business must maintain the employee's insurance coverage. When the leave ends, the employee must go back to their previous position or a substantially equivalent one.
Violations can trigger investigations and penalties from the Illinois Department of Labor. An employer that violates the act can face civil penalties of up to $5,000 per affected employee, and employees may also file complaints or civil actions within 60 days of the last alleged violation. Employers should always respond promptly to NICU leave requests and document decisions carefully.
Next Steps Ahead Of June 1
1. Audit your Illinois employee headcount so you know whether you fall in the 16-50 or 51+ tier.
2. Update handbooks, leave policies, and internal request forms before June 1 to reflect the availability of the new leave and how it may combine with other coverage.
3. Train managers and supervisors on how to handle NICU leave requests in a manner that avoids retaliation and preserves employee privacy.
4. Coordinate new NICU leave with existing PTO, FMLA, and other leave policies so employees receive the right benefit without conflicting procedures.
5. Consult with your FP counsel to ensure your policies follow the paid leave obligations under state law, as well as the overlapping unpaid leave rules under state and federal laws.
Conclusion
Make sure you are subscribed to Fisher Phillips' Insight System to get the most up-to-date information on compliance with Illinois' NICU leave requirements. For further information, contact your Fisher Phillips attorney, the authors of this Insight, or any attorney in our Chicago office or on our Employee Leaves and Accommodations Team.
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Related People
Jason D. Keck
Regional Managing Partner
312.346.8061
jkeck@fisherphillips.com
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Shane Stover
Associate
312.260.4766
sstover@fisherphillips.com
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Original text here: https://www.fisherphillips.com/en/insights/insights/new-nicu-leave-for-illinois-workers-starts-june-1
[Category: BizLaw/Legal]
McDonald Hopkins: Colin Battersby Featured in Newscasts Regarding Canvas Cyberattack Affecting Thousands of Schools
CLEVELAND, Ohio, May 12 -- McDonald Hopkins, a law firm, issued the following news:
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Colin Battersby featured in newscasts regarding Canvas cyberattack affecting thousands of schools
Colin Battersby, McDonald Hopkins' Data Privacy and Cybersecurity attorney, shared his insight and experience with media outlets in Detroit and Cleveland regarding the Canvas data breach, which impacted thousands of schools nationwide, including the Ohio State University and the University of Michigan.
Canvas, the platform schools use to manage coursework, grade assignments, and facilitate communication between
... Show Full Article
CLEVELAND, Ohio, May 12 -- McDonald Hopkins, a law firm, issued the following news:
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Colin Battersby featured in newscasts regarding Canvas cyberattack affecting thousands of schools
Colin Battersby, McDonald Hopkins' Data Privacy and Cybersecurity attorney, shared his insight and experience with media outlets in Detroit and Cleveland regarding the Canvas data breach, which impacted thousands of schools nationwide, including the Ohio State University and the University of Michigan.
Canvas, the platform schools use to manage coursework, grade assignments, and facilitate communication betweenprofessors and students, experienced a global outage around 4 p.m. Thursday.
Colin shared with both Fox2 Detroit and News 5 Cleveland what a data breach like this may mean for schools, what sensitive information attackers may be targeting in education-related cyberattacks, and why schools are prime targets.
An excerpt from Fox2 Detroit is below:
"Attackers like this like to have a two-pronged offensive," said expert Colin Battersby. "One is to steal data, which is more often than not really to be--not to be misused in the typical sense of trying to open up lines of credit--but to put pressure on the organization to pay them to delete it so that it doesn't get released. We don't actually see a lot of identity theft coming out of the theft of this type of data. The other point is encrypted data. These folks can cause them to have to pay to get a key to regain access to operations."
To watch the segment, click here (https://www.fox2detroit.com/news/canvas-cyberattack-disrupts-thousands-schools-colleges-including-michigan).
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Colin Battersby, CIPP/US
Member
cbattersby@mcdonaldhopkins.com
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Original text here: https://www.mcdonaldhopkins.com/insights/news/colin-battersby-shares-insights-in-the-news-on-canvas-cyberattack
[Category: BizLaw/Legal]
Fisher Phillips Issues Insight: California Secures Record $12.75 Million CCPA Settlement - Your Action Steps to Ensure Privacy Compliance
ATLANTA, Georgia, May 12 -- Fisher Phillips, a law firm, issued the following insight on May 11, 2026:
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California Secures Record $12.75 Million CCPA Settlement: Your Action Steps to Ensure Privacy Compliance
California officials just announced the largest settlement over alleged violations of the California Consumer Privacy Act (CCPA) to date - a $12.75 million payout. Friday's settlement with General Motors, negotiated by California Attorney General Rob Bonta and several key district attorneys with support from the California Privacy Protection Agency (CalPrivacy), is also the first enforcement
... Show Full Article
ATLANTA, Georgia, May 12 -- Fisher Phillips, a law firm, issued the following insight on May 11, 2026:
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California Secures Record $12.75 Million CCPA Settlement: Your Action Steps to Ensure Privacy Compliance
California officials just announced the largest settlement over alleged violations of the California Consumer Privacy Act (CCPA) to date - a $12.75 million payout. Friday's settlement with General Motors, negotiated by California Attorney General Rob Bonta and several key district attorneys with support from the California Privacy Protection Agency (CalPrivacy), is also the first enforcementaction alleging a violation of the CCPA's data minimization requirements. That principle - the idea that you should not collect more data than you need and delete it once the purpose is served - is now an active enforcement priority. The case also targets purpose limitation: once you collect data for a specific reason, you cannot quietly repurpose it later without going back to consumers for consent. If your business collects any kind of consumer or employee data, you should read on to find out what happened, where the regulatory trends are heading, and what you should do to ensure compliance.
What Happened: The Allegations Against GM
The conduct at issue centers on GM's OnStar program, a vehicle connectivity service that provides roadside assistance and navigation. According to the complaint filed as part of the settlement, GM sold the names, contact information, precise geolocation data, and driving behavior data (including speeds, rapid acceleration, and hard braking) of hundreds of thousands of California OnStar subscribers to two data brokers from 2020 to 2024.
The state alleged that GM:
* Sold consumer data without adequate notice or consent, despite telling OnStar subscribers their data would only be used to provide requested services;
* Affirmatively stated in its privacy policy that it did not sell driving or location data; and
* Retained location and driving data long after it was needed for OnStar services and then sold that retained data to brokers, a violation of the CCPA's data minimization requirements.
GM resolved the matter without admitting liability.
The 2 Legal Theories Behind the Settlement
This settlement is built on two distinct legal theories, both of which apply to most businesses.
1. Consent and Disclosure Failures
The CCPA requires businesses to tell consumers what data they collect, how it will be used, and with whom it will be shared - before collecting it. GM's alleged misstep was that it told consumers one thing ("we don't sell your data") and did another (sold it to two data brokers). Moreover, because GM said it did not sell data, it was alleged to have follow-on violations relating to failure to provide notice of selling and the right to opt-out and failure to provide the right to limit the use or disclosure of sensitive personal information (for the alleged disclosure of precise geolocation data). In addition to regulators characterizing this conduct as violating the CCPA, regulators also claimed the allegedly false statements about not selling data violated California's Unfair Competition Law and False Advertising Law.
2. Data Minimization: You Can't Hold Data "Just in Case" or Use Data for Purposes Incompatible with the Original Collection
California's 2023 CCPA amendments require businesses to limit their collection, use, retention, and disclosure of personal information to what is reasonably necessary for the disclosed purpose. In other words, you cannot collect data for one purpose and then quietly repurpose it later.
In GM's case, the driving and location data was collected to operate OnStar: to summon help, provide directions, and similar functions. Retaining that data indefinitely and then selling it to insurance data brokers was, regulators alleged, a clear violation of the purpose limitation and data minimization rules. Moreover, the data brokers were alleged to have used the data to develop a product for auto insurers that rated drivers based on driving behaviors, despite that such usage-based insurance is illegal in California. In other words, GM's sale of data violated data minimization principles because it was unnecessary - the product be developed was never going to be legally usable by insurers.
For businesses, that means that data you lawfully collect for a specific purpose doesn't become freely available for new business uses down the road. Repurposing retained data, even it was legitimately collected in the first place, requires fresh consumer disclosure and, in many cases, affirmative consent.
Key Questions to Ask
This CCPA enforcement action has broad implications beyond the automotive industry and connected devices; it impacts mobile apps, adtech, employee monitoring platforms, AI analytics tools, wellness technologies, IoT (Internet of Things) ecosystems generally, and more. The settlement is an indication that regulators are now comparing engineering and data flows against public privacy disclosures, reviewing vendor relationships in more detail, and testing whether businesses operationalize their privacy promises.
If you collect any personal information under the CCPA's broad definition (names, contact details, location data, browsing behavior, purchase history, and much more), you should ask the following questions in an internal review:
* Does our privacy policy accurately describe what data we collect and how we use and share it?
* Are we sharing or selling consumer data with third parties? If so, have we provided adequate notice and appropriate CCPA rights (such as the right to opt-out of selling and sharing or the right to limit the use or disclosure of sensitive personal information, which data sold is sensitive data under the CCPA)?
* Are we retaining data beyond what is needed for its original collection purpose? If you generally collect all data indefinitely regardless of original collection purpose, chances are your answer to this question is no.
* Do our data-sharing agreements with vendors and third parties align with our disclosed privacy practices?
* Are we using data for purposes not compatible with the context in which it was collected? If so, have we obtained consumer consent for such usage?
* Have we assessed our compliance with the CCPA's 2023 data minimization and purpose limitation amendments?
Action Steps for Employers and Businesses
Given the scope and significance of this settlement, we recommend you take the following steps now:
* Audit your data inventory. Map what personal information you collect, why you collect it, how long you retain it, and who you share it with.
* Review and update your privacy policy. Ensure your consumer-facing disclosures accurately reflect your actual data practices, including any third-party sharing arrangements. Verify that you have accurately and comprehensively described all purposes for which you may use data you collect from or about consumers.
* Assess data retention and use practices. Identify whether your business retains personal information beyond the period needed for its disclosed purpose. If so, either delete that data or obtain fresh consent for any new uses that were not previously disclosed to the consumer at the point of collection or that are inconsistent with the consumer's reasonable expectation of what the data would be used for at the point of collection. Implement and operationalize a compliant data retention policy that includes managing and exerting contractual controls over downstream retention by vendors and business partners.
* Scrutinize third-party data agreements. Review contracts with data brokers, analytics vendors, advertising platforms, and other third parties that receive consumer data. Confirm that those arrangements are consistent with your privacy disclosures and the reasonable expectations of consumers.
* Conduct a privacy risk assessment. Particularly if your business collects location data, behavioral data, or other sensitive categories of information, a formal privacy risk assessment may be appropriate, and in fact may be required under the CCPA for certain high-risk data uses.
Conclusion
If you have questions about how this settlement affects your organization, contact your Fisher Phillips attorney, the authors of this Insight, or any member of our Privacy and Cyber Team or our Consumer Privacy Team. We'll continue to track the latest developments, so make sure that you are subscribed to Fisher Phillips' Insight System to get the most up-to-date information directly to your inbox.
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Related People
Darcey M. Groden, CIPP/US
Partner
858.597.9627
dgroden@fisherphillips.com
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Usama Kahf, CIPP/US
Partner
949.798.2118
ukahf@fisherphillips.com
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Original text here: https://www.fisherphillips.com/en/insights/insights/your-action-steps-to-ensure-privacy-compliance
[Category: BizLaw/Legal]
Dentons LuatViet Achieves Upgrades in the Benchmark Litigation Asia Pacific Guide 2026
WASHINGTON, May 12 -- Dentons, a law firm, issued the following statement on May 11, 2026:
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Dentons LuatViet achieves upgrades in the Benchmark Litigation Asia Pacific Guide 2026
Dentons LuatViet continues to reinforce its reputation as one of Vietnam's premier dispute resolution law firms with the Asia-Pacific Benchmark Litigation Guide 2026.
We are proud to announce that Senior Partner Tran Thi Ngoc Linh has been newly ranked as a "Litigation Star" in Commercial & Transactions. This honors alongside our Managing Partner, Tran Duy Canh, who continues to maintain his prestigious "Litigation
... Show Full Article
WASHINGTON, May 12 -- Dentons, a law firm, issued the following statement on May 11, 2026:
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Dentons LuatViet achieves upgrades in the Benchmark Litigation Asia Pacific Guide 2026
Dentons LuatViet continues to reinforce its reputation as one of Vietnam's premier dispute resolution law firms with the Asia-Pacific Benchmark Litigation Guide 2026.
We are proud to announce that Senior Partner Tran Thi Ngoc Linh has been newly ranked as a "Litigation Star" in Commercial & Transactions. This honors alongside our Managing Partner, Tran Duy Canh, who continues to maintain his prestigious "LitigationStar" status in both Commercial & Transactions and Construction for another consecutive year.
On the firm-wide level, Dentons LuatViet is pleased to see an upgrade in our International Arbitration practice to Tier 3, reflecting our growing influence in cross-border disputes. Furthermore, the firm has successfully sustained its high-level Tier 2 ranking in Commercial & Transactions and remains Tier 3 in the Energy & Construction sector.
These results stand as a testament to our strategic legal acumen and the enduring partnership of our clients. By bridging local legal depth with Dentons' global reach, we are uniquely positioned to deliver secure and effective legal solutions to businesses navigating complex disputes.
Established in 2008, Benchmark Litigation is the definitive guide to the world's leading litigation firms and lawyers. Focusing on litigation, arbitration, and dispute resolution, the guide provides law firm and lawyer rankings based on extensive interviews with litigators, dispute resolution specialists, and their clients, as well as in-depth analysis of the market's most important cases and firm developments to help clients select the most suitable legal service providers for their needs.
For more information about Dentons LuatViet's rankings in Benchmark Litigation Asia-Pacific 2026, please visit: Benchmark Litigation - Dentons LuatViet Profile
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About Dentons
Redefining possibilities. Together, everywhere. For more information visit dentons.com
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Original text here: https://www.dentonsluatviet.com/en/about-dentons-luatviet/news/2026/may/dentons-luatviet-achieves-upgrades-in-the-benchmark-litigation-asia-pacific-guide-2026
[Category: BizLaw/Legal]
Brian Vaca Featured as a Distinguished Alum by University of Miami School of Law in Centennial Celebration
NEW YORK, May 12 -- Hughes Hubbard and Reed, a law firm, issued the following news:
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Brian Vaca Featured as a Distinguished Alum by University of Miami School of Law in Centennial Celebration
Highlights
* Vaca was selected as a featured alum in Miami Law's centennial celebration, chosen from the more than 23,000 graduates in the school's history.
* He discussed his legal education and early career development in a feature interview.
*
Brian Vaca has been featured by the University of Miami School of Law as part of the school's 100-year anniversary celebration, which is highlighting
... Show Full Article
NEW YORK, May 12 -- Hughes Hubbard and Reed, a law firm, issued the following news:
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Brian Vaca Featured as a Distinguished Alum by University of Miami School of Law in Centennial Celebration
Highlights
* Vaca was selected as a featured alum in Miami Law's centennial celebration, chosen from the more than 23,000 graduates in the school's history.
* He discussed his legal education and early career development in a feature interview.
*
Brian Vaca has been featured by the University of Miami School of Law as part of the school's 100-year anniversary celebration, which is highlightingdistinguished graduates from its network of more than 23,000 alumni.
In the feature, Vaca, who obtained both his J.D. and LL.M. in international arbitration from Miami, reflects on his education and career development.
"Although the transition from law school to practice was demanding and required significant growth, by the time I started my career in Washington, D.C., I felt as prepared as I could be -- not only on the substantive law, but also in terms of professional expectations," Vaca said in the feature. "The foundation I developed at Miami Law allowed me to approach that transition with confidence and a clear understanding of the work."
Vaca was recently recognized as an On the Rise award recipient at the Florida Legal Awards and was named to the Miami-Dade Bar Association Young Lawyers Section as a 40 Under 40 award recipient. He is as a member of Hughes Hubbard's arbitration practice, which was recently recognized by Law360 as a Practice Group of the Year for International Arbitration.
The feature also highlights Vaca's commitment to the legal community, including his role as chair of Young MIAS, the young professional division of the Miami International Arbitration Society, and as a regional leader within the Hispanic National Bar Association, where he supports the development and representation of Hispanic legal professionals.
Read the feature (https://news.miami.edu/law/stories/2026/05/brian-vaca-a-global-leader-in-international-arbitration.html).
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Featured Lawyers
Brian Vaca
Counsel
Contact me
E: brian.vaca@hugheshubbard.com
T: +1 (305) 373-5663
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Original text here: https://www.hugheshubbard.com/news-insights/news/brian-vaca-featured-as-a-distinguished-alum-by-university-of-miami-school-of-law-in-centennial-celebration
[Category: BizLaw/Legal]
