Law/Legal
Here's a look at documents from law firms and legal groups
Featured Stories
McDonald Hopkins Issues Commentary: Strategic Intellectual Property Considerations for Artificial Intelligence Technologies - How "non-Tech"companies Could Be Missing Hidden IP Goldmines
CLEVELAND, Ohio, Feb. 5 -- McDonald Hopkins, a law firm, issued the following commentary on Feb. 4, 2026, by counsel Malisheia Douglas:
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Strategic intellectual property considerations for artificial intelligence technologies: How "non-tech" companies could be missing hidden IP goldmines
Companies outside traditional tech sectors may be sitting on IP goldmines without realizing it. Manufacturing, e-commerce, and consumer products businesses routinely use AI technologies from predictive maintenance to automated pricing. These technologies represent valuable intellectual property assets. While
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CLEVELAND, Ohio, Feb. 5 -- McDonald Hopkins, a law firm, issued the following commentary on Feb. 4, 2026, by counsel Malisheia Douglas:
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Strategic intellectual property considerations for artificial intelligence technologies: How "non-tech" companies could be missing hidden IP goldmines
Companies outside traditional tech sectors may be sitting on IP goldmines without realizing it. Manufacturing, e-commerce, and consumer products businesses routinely use AI technologies from predictive maintenance to automated pricing. These technologies represent valuable intellectual property assets. Whilethese companies may not self-identify as "tech companies" in the Silicon Valley sense, their AI implementations are every bit as technically sophisticated and legally protectable.
Even when AI implementations are not core to customer-facing products, they warrant strategic protection. Operations-focused enterprises can leverage these innovations for competitive advantage, licensing opportunities, or as defensive assets in a broader IP strategy.
AI patent growth trends
The patent landscape tells a compelling story. The United States has experienced significant growth in AI-related patent applications. According to the US Patent and Trademark Office (USPTO) Artificial Intelligence Strategy Report, AI-related patent applications increased 33% between 2018 and 2024, indicating sustained growth in this area beyond just the recent generative AI boom.
While AI-related patent applications have faced initial higher rates of rejection based on subject matter eligibility challenges at the USPTO, patenting AI-related inventions can be successful with a proper strategy. The USPTO's August 2025 memorandum clarifies common issues in subject matter eligibility analysis, creating a clearer path to patenting AI-related inventions by narrowing the overuse of the "mental process" rejection category and ensuring examiners only reject applications when ineligibility is more likely than not. Experienced practitioners regularly achieve success by utilizing strategic drafting and prosecution to navigate USPTO challenges, including;
* Emphasizing technical implementation details over business methods. Claims that describe specific hardware configurations are more likely to overcome abstract idea rejections than those focused on business outcomes or end results.
* Highlighting specific technical problems solved by the AI system. Articulating how the invention addresses a concrete technical challenge that were previously roadblocks demonstrates practical application rather than mere automation of an abstract idea.
* Considering strategies that may route an application to a favorable art unit. Strategic claim drafting and characterization of the invention can influence which examination group reviews the application, potentially affecting the likelihood of subject matter eligibility challenges.
Understanding competitive value
The business impact of well-implemented AI systems can be substantial. According to Netflix, approximately 80% of subscribers trust and follow the recommendations of their algorithm, demonstrating how AI-driven systems can fundamentally shape not only customer behavior but business outcomes.
While Netflix's algorithm directly drives customer engagement, this same principle of AI-driven competitive advantage applies equally to behind-the-scenes operational systems. Manufacturing companies with sophisticated predictive-maintenance datasets could potentially license that technology or leverage it in vendor negotiations, while e-commerce businesses with effective recommendation engines or pricing algorithms possess valuable assets that differentiate them from competitors and can similarly be leveraged through licensing.
Recognizing AI in your operations
Many businesses utilize AI technologies without recognizing them as such. Common applications in companies outside the traditional tech sector include:
* Predictive maintenance systems that analyze equipment data to prevent failures. A manufacturing company developed machine learning algorithms that predict when specialized automated component placement equipment would fail, reducing downtime and extending equipment lifespan. The system learned from sensor data, environmental conditions, and maintenance history to identify failure patterns invisible to human operators.
* Quality control processes using image recognition and pattern analysis. An electronics manufacturer implemented AI-powered visual inspection systems that detect microscopic defects in circuit board assembly with greater consistency than manual inspection. The system continuously improves its accuracy by learning from each inspection cycle and integrating with programmable logic controller (PLC) environments for real-time adjustments.
* Risk assessment systems that combine multiple data sources for enhanced accuracy. A consulting firm, for instance, developed a comprehensive weather-risk analysis platform that combines machine learning and statistical modeling to predict various environmental hazards with increased precision. Because the underlying methodology is adaptable across weather-related risks--from severe storms to extreme temperature events--the system evolved into a valuable platform technology extending beyond its original use case.
Each of these applications, potentially, represents valuable intellectual property that could be protected through patents, maintained as trade secrets, or licensed.
Conclusion
The rapid growth in AI patent applications and the increasing sophistication of AI implementations across industries create both opportunities and risks for businesses. "Non-tech companies" or companies outside the traditional tech sector should seriously consider the potential value of their AI-related inventions as patents or trade secrets. With U.S. patent applications related to generative AI surging in the US and across the globe, companies must develop comprehensive strategies to protect their AI-related intellectual property while managing and mitigating risks.
If your company is evaluating how to protect AI-related innovations--whether customer-facing or operational--we can help you assess whether patent protection, trade secret strategies, or licensing opportunities make the most sense for your specific AI implementations and business objectives.
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Original text here: https://www.mcdonaldhopkins.com/insights/news/how-non-techcompanies-could-be-missing-hidden-ip-goldmines
[Category: BizLaw/Legal]
Littler Issues Commentary: Puerto Rico Supreme Court Enforces Private Employment Arbitration Clauses Under Act 100 Discrimination Claims
SAN FRANCISCO, California, Feb. 5 -- Littler, a law firm, issued the following commentary on Feb. 4, 2026, by associate Glorimar Irene Abel:
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Puerto Rico Supreme Court Enforces Private Employment Arbitration Clauses under Act 100 Discrimination Claims
In Kendall Hope Tucker v. Money Group, 2026 TSPR 9, 217 DPR ___ (2026), the Supreme Court of Puerto Rico addressed the enforceability of an arbitration clause contained in a private employment contract in the context of a discrimination claim filed under Act No. 100 of June 30, 1959 ("Act 100").1 The case arose when an employee, after executing
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SAN FRANCISCO, California, Feb. 5 -- Littler, a law firm, issued the following commentary on Feb. 4, 2026, by associate Glorimar Irene Abel:
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Puerto Rico Supreme Court Enforces Private Employment Arbitration Clauses under Act 100 Discrimination Claims
In Kendall Hope Tucker v. Money Group, 2026 TSPR 9, 217 DPR ___ (2026), the Supreme Court of Puerto Rico addressed the enforceability of an arbitration clause contained in a private employment contract in the context of a discrimination claim filed under Act No. 100 of June 30, 1959 ("Act 100").1 The case arose when an employee, after executingan employment agreement that included a mandatory arbitration provision, filed a judicial action alleging employment discrimination pursuant to Act 100. The employer moved to compel arbitration based on the contractual clause, which the employee challenged on public policy grounds, arguing that Act 100 claims were not subject to arbitration.
The Supreme Court held that Act 100 discrimination claims are subject to mandatory arbitration when a valid arbitration clause exists in a private employment agreement and the contract affects interstate commerce, thus triggering the Federal Arbitration Act (FAA). Notably, the Court expressly limited this holding to private, individual employment agreements, clarifying that it does not apply to unionized employees covered by collective bargaining agreements with optional arbitration clauses, whose Act 100 claims remain governed by previous precedent of the Supreme Court of Puerto Rico, Quinones v. Asociacion, 161 DPR 668 (2004).
The decision affirms the validity of arbitration clauses in private employment contracts covering Act 100 claims, limits forum-shopping and preliminary litigation over jurisdiction, and provides guidance to adjudicative bodies and agencies to honor arbitration agreements when statutory rights are preserved, thereby promoting procedural efficiency and contractual certainty.
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1/ Act 100 prohibits discrimination based on age, race, color, sex, sexual orientation, gender identity, national or social origin, including protective hairstyles or hair textures, social condition, status as a veteran, having served or serving in the armed forces, marital status, political or religious beliefs, and for being a victim or perceived to be a victim of domestic violence, sexual aggression or stalking.
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Authors
Glorimar Irene Abel
Associate
San Juan
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Original text here: https://www.littler.com/news-analysis/asap/puerto-rico-supreme-court-enforces-private-employment-arbitration-clauses-under
[Category: BizLaw/Legal]
Littler Issues Commentary: Milan-Cortina 2026 - Employment Law Behind the Winter Olympic and Paralympic Games
SAN FRANCISCO, California, Feb. 5 -- Littler, a law firm, issued the following commentary on Feb. 4, 2026, by office managing shareholder Carlo Majer and associate Belen Estelles-Zanon Carrascosa:
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Milan-Cortina 2026: The Employment Law Behind the Winter Olympic and Paralympic Games
At a Glance
* Italy's hosting of the Winter Olympic and Paralympic Games in February 2026 highlights not only sporting excellence, but also the Games' broader commitment to gender equality, inclusion, and institutional responsibility.
* The event parallels new EU legal requirements for workplace gender pay
... Show Full Article
SAN FRANCISCO, California, Feb. 5 -- Littler, a law firm, issued the following commentary on Feb. 4, 2026, by office managing shareholder Carlo Majer and associate Belen Estelles-Zanon Carrascosa:
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Milan-Cortina 2026: The Employment Law Behind the Winter Olympic and Paralympic Games
At a Glance
* Italy's hosting of the Winter Olympic and Paralympic Games in February 2026 highlights not only sporting excellence, but also the Games' broader commitment to gender equality, inclusion, and institutional responsibility.
* The event parallels new EU legal requirements for workplace gender payequity, notably the EU Pay Transparency Directive, making pay equality a binding compliance issue for employers.
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Italy will host the Winter Olympic and Paralympic Games in Milan and Cortina d'Ampezzo starting February 6, 2026, bringing global attention back to the country for one of the most prominent international sporting events.
The Winter Games showcase Italy's ability to plan and deliver complex, large-scale initiatives, as well as its commitment to innovation, sustainability, and international cooperation. From venue development and transport infrastructure to tourism, hospitality, security, media, and event operations, hosting the Olympics requires close coordination among public authorities, private organizations, and local communities.
Beyond sport, the Games also offer an opportunity to reflect on broader social and institutional priorities in Italy and elsewhere in the European Union, including inclusion, representation, and equality, themes that increasingly influence public debate, corporate governance, and workplace policy.
The Evolution of Gender Equality in Sport
One of the defining aspects of Milano-Cortina 2026 is its focus on gender balance and inclusion, reflecting a long-term shift within the Olympic Movement that gained further importance during the Paris 2024 Games. The upcoming Winter Olympics are expected to mark the highest level of female participation in the history of the Winter Games, the result of decades of gradual progress toward greater equity in sport.
When women first competed in the Winter Olympics in 1924, their participation was limited and confined to a single discipline. Over time, opportunities for female athletes expanded as new events were introduced and recognition of women's performance steadily increased. Milano-Cortina 2026 represents the most advanced point in this trajectory, both in terms of participation and visibility.
The commitment to gender equality extends beyond athletes. Women are increasingly present in leadership roles, operational teams, and volunteer programs connected to the Games. At the same time, changes to competition formats -- including efforts to align race distances between men's and women's events, and the introduction of additional women's competitions -- reflect a broader intention to address structural imbalances in how Olympic sport is organized and presented.
Representation is another key element. Initiatives promoted by the Milano Cortina 2026 Foundation seek to encourage accurate and non-stereotypical portrayals of athletes, acknowledging that language, media framing, and public narratives influence perception, opportunity, and professional recognition.
Taken together, these developments position Milano-Cortina 2026 as a meaningful milestone in the ongoing effort to promote gender equality, demonstrating how sustained institutional commitment and policy intervention can translate into concrete progress over time.
From Gender Equality in Sport to Gender Pay Equity in the Workplace
The emphasis on gender balance at Milano-Cortina 2026 extends beyond the sporting context. The same principles highlighted through the Games, such as fairness, equal opportunity, representation, and accountability, are increasingly shaping employment law, corporate governance, and workplace practices across Europe.
Experience in sports shows that reducing gender gaps requires deliberate policy choices, measurable goals, and long-term institutional engagement. The expansion of women's participation in the Winter Olympics did not occur by chance; it resulted from coordinated reforms, cultural shifts, and sustained investment in inclusion. EU initiatives suggest a comparable dynamic applies in the workplace, where meaningful progress on gender equality depends on structured legal frameworks and proactive employer action rather than symbolic commitments alone.
In this respect, Milano-Cortina 2026 provides a useful parallel. Just as representation in sport is supported by fair competition structures, workplace equality in the EU can be improved through equal access to career development, leadership opportunities, and financial recognition. Representation alone is not sufficient; equality must be reflected in decision-making power, professional advancement, and pay outcomes.
This connection is particularly relevant at a time when European labor regulation is moving toward measurable and enforceable gender equality standards, shifting the discussion from aspiration to accountability.
The EU Pay Transparency Directive: A Legal Framework for Closing the Gender Pay Gap
The growing focus on gender equality in sports coincides with an important regulatory development in employment law: the EU Pay Transparency Directive (EU) 2023/970 ("Directive"), which must be implemented in Italy and other member states by June 7, 2026.
The Directive introduces a reinforced legal framework aimed at reducing the gender pay gap by strengthening transparency, improving access to pay information, and enhancing enforcement mechanisms. Its purpose is to ensure that pay differences between women and men can be identified, assessed, objectively justified, and, where unjustified, corrected.
Under the Directive, employers will be subject to a range of obligations, including increased transparency regarding remuneration levels, reporting on gender-based pay disparities, and the adoption of corrective measures where significant gaps cannot be objectively explained. In certain situations, organizations may also be required to coordinate with employee representatives to conduct joint pay assessments and implement remedial actions.
This marks a shift from voluntary diversity initiatives toward binding legal requirements, making gender pay equity a central compliance issue rather than a purely reputational or ESG concern. Employers will need to reinforce internal processes by:
* formalizing compensation policies;
* conducting internal pay equity reviews;
* applying gender-neutral job classification systems;
* ensuring objective and transparent criteria for pay and career progression; and
* integrating transparency obligations into HR governance and corporate accountability.
Beyond legal compliance, the Directive supports a broader cultural shift by promoting transparency, reducing information asymmetry, and strengthening employees' ability to assert their rights. In this respect, legal reform and organizational culture work in parallel, much like in sport, where policy changes and evolving narratives have jointly supported progress on gender equality.
For employers, the anticipated Italian implementation of the Directive represents both a compliance challenge and a strategic opportunity. Organizations that begin preparing through stress-testing pay practices, policy review, and governance alignment, can reduce legal exposure while strengthening employee trust, engagement, and organizational credibility.
Conclusion
Italy's hosting of the Winter Olympic and Paralympic Games in February 2026 highlights not only sporting excellence, but also a broader commitment in the EU to gender equality, inclusion, and institutional responsibility. Milano-Cortina 2026 illustrates how long-term effort, policy intervention, and cultural change can gradually reshape systems that have historically produced inequality.
EU employers face a parallel challenge in the workplace. Progress in representation, whether in sport, leadership, or organizational life, may now be paired with concrete advances in pay equity, fair evaluation, and transparent governance.
The Olympic Games offer a similar takeaway: equality becomes meaningful when it is measurable, enforceable, and embedded in institutional practice. Milano-Cortina 2026 therefore stands not only as a celebration of sports, but also as a reminder that closing gender gaps requires long-term commitment, reliable data, clear legal frameworks, and responsible leadership, both on the field of play and in the world of work.
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Authors
Carlo Majer
Office Managing Shareholder
Milan
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Belen Estelles-Zanon Carrascosa
Associate
Milan
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Original text here: https://www.littler.com/news-analysis/asap/milan-cortina-2026-employment-law-behind-winter-olympic-and-paralympic-games
[Category: BizLaw/Legal]
Troutman Pepper Locke Delivers Double-Digit Growth and $1.85 Billion in Revenue in 2025, Marking Standout First Year as Combined Firm
CHICAGO, Illinois, Feb. 4 [Category: BizLaw/Legal] -- Troutman Pepper Locke, a law firm, posted the following news:
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Troutman Pepper Locke Delivers Double-Digit Growth and $1.85 Billion in Revenue in 2025, Marking Standout First Year as Combined Firm
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Firm Exceeded Projections While Continuing to Enhance Sector Capabilities and Invest in Talent and Innovation
In a year highlighted by double-digit growth across key financial metrics, including net income, revenue per lawyer, and profits per partner, along with $1.85 billion in revenue, Troutman Pepper Locke is proud to mark an exceptional
... Show Full Article
CHICAGO, Illinois, Feb. 4 [Category: BizLaw/Legal] -- Troutman Pepper Locke, a law firm, posted the following news:
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Troutman Pepper Locke Delivers Double-Digit Growth and $1.85 Billion in Revenue in 2025, Marking Standout First Year as Combined Firm
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Firm Exceeded Projections While Continuing to Enhance Sector Capabilities and Invest in Talent and Innovation
In a year highlighted by double-digit growth across key financial metrics, including net income, revenue per lawyer, and profits per partner, along with $1.85 billion in revenue, Troutman Pepper Locke is proud to mark an exceptionalfirst year as a combined firm following the merger between Troutman Pepper and Locke Lord on Jan. 1, 2025. The firm's strong financial performance underscores its unwavering commitment to helping clients navigate their most complex legal and business challenges, the power of its unified platform, and its deep bench of talent.
In an interview with The American Lawyer, Troutman Pepper Locke Chair Tom Cole shared insights into the firm's 2025 performance and the overwhelming success of the merger. "It was a fantastic year for us, and honestly, it exceeded our most optimistic projections," Cole said. "A lot of that is attributed to the good work that everybody did in 2024, getting to know our partners from the other firm on each side, and that integration started as we were building the business case [for the merger]. We really hit our stride sooner than, frankly, I thought we would as a combined firm."
Cole added that the firm saw strong performance across all six of its strategic industry focuses: energy, financial services, health care and life sciences, insurance and reinsurance, private equity, and real estate. He attributed this success in part to the complementary nature of the merger.
"By way of example, at Locke Lord, there was more of a traditional oil and gas, mainstream energy practice, and at Troutman Pepper, we were more focused on renewable energy and a little heavier in regulatory work," he said. "And for insurance, on the Troutman Pepper side, there was more of a litigation focus. Locke Lord had litigation as well as transactional and regulatory. So even within these sectors we were able to, by coming together, increase our presence in those industries."
The merger has also continued to drive seamless collaboration across Troutman Pepper Locke's client base. Every top 100 client is now served by multiple practice groups, an average of 11 per client, with one client engaging more than 20 groups. Notably, 86 percent of the firm's top 100 clients work with both legacy Troutman and legacy Locke lawyers, underscoring the firm's successful integration strategy.
At the same time, Troutman Pepper Locke remained an attractive destination for lateral talent, adding more than 20 partners across its practice groups and offices. These additions reinforced the firm's six industry focus areas and added depth across the energy regulatory, privacy and cyber, bankruptcy and restructuring, private equity, and real estate practices. Across 12 offices, the firm also promoted 20 attorneys to partner and eight to counsel. In addition, the firm welcomed its first combined L1 class, an important milestone in building the next generation of talent.
As the firm strengthened its talent base, it also continued to lead in AI-driven innovation. Troutman Pepper Locke reached record levels of firmwide AI investment in 2025, anchored by its proprietary AI platform, Athena. To date, Athena has been used by 85 percent of the firm, including 90 percent of all associates, and 72 percent of partners, to streamline workflows, reduce time spent on routine tasks, and support faster, more informed decision-making. Leveraging the capabilities and adoption of Athena, the firm positioned itself to integrate agentic AI into critical practice and administrative workflows, transforming legal service delivery and operational efficiency.
Looking ahead, Cole said the firm expects continued growth, with a particular focus on deepening practice and industry strengths. "We are fully integrated and operating as one firm, and we're positioned really well to thrive in whatever macroeconomic environment we're faced with. We proved that last year, and the industry at large has proven really resilient," he said. "We think the forecast-as we sit here in freezing weather-is sunny for the firm."
Troutman Pepper Locke
Troutman Pepper Locke helps clients solve complex legal challenges and achieve their business goals in an ever-changing global economy. With more than 1,600 attorneys in 30+ offices, the firm serves clients in all major industry sectors, with particular depth in energy, financial services, health care and life sciences, insurance and reinsurance, private equity, and real estate. Learn more at troutman.com.
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Original text here: https://www.troutman.com/insights/troutman-pepper-locke-delivers-double-digit-growth-and-1-85-billion-in-revenue-in-2025-marking-standout-first-year-as-combined-firm/
Goodwin Receives Top Score in Human Rights Campaign Foundation's 2026 Corporate Equality Index
BOSTON, Massachusetts, Feb. 4 [Category: BizLaw/Legal] -- Goodwin, a law firm, issued the following news release:
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Goodwin Receives Top Score in Human Rights Campaign Foundation's 2026 Corporate Equality Index
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Goodwin has earned a score of 100 on the Human Rights Campaign Foundation's (HRCF) 2026 Corporate Equality Index (CEI), a national benchmarking survey and report measuring corporate policies and practices related to LGBTQ+ workplace inclusion.
The firm joins the 534 US businesses that will be honored with HRCF's Equality 100 Award as Leaders in LGBTQ+ Workplace Inclusion.
"This
... Show Full Article
BOSTON, Massachusetts, Feb. 4 [Category: BizLaw/Legal] -- Goodwin, a law firm, issued the following news release:
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Goodwin Receives Top Score in Human Rights Campaign Foundation's 2026 Corporate Equality Index
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Goodwin has earned a score of 100 on the Human Rights Campaign Foundation's (HRCF) 2026 Corporate Equality Index (CEI), a national benchmarking survey and report measuring corporate policies and practices related to LGBTQ+ workplace inclusion.
The firm joins the 534 US businesses that will be honored with HRCF's Equality 100 Award as Leaders in LGBTQ+ Workplace Inclusion.
"Thisdistinction highlights our continued investment in creating a culture where our people can thrive and where inclusion remains central to who we are," notes Rondette Amoy Smith, Goodwin's Managing Director of Culture & Impact.
"For nearly a quarter of a century, the Corporate Equality Index has put a marker down for businesses committed to inclusion and transparency for all workers. Now, more than ever, we celebrate them," said Kelley Robinson, President of the Human Rights Campaign Foundation.
The results of the 2026 CEI showcase how US-based companies are promoting LGBTQ+ friendly workplace policies in the US and abroad.
The CEI rates companies on detailed criteria falling under four central pillars including:
* Non-discrimination policies across business entities;
* Equitable benefits for LGBTQ+ workers and their families;
* Supporting an inclusive culture; and
* Outreach and engagement.
Goodwin has been recognized in the Corporate Equality Index since 2015.
Read the full report at Corporate Equality Index 2026.
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Original text here: https://www.goodwinlaw.com/en/news-and-events/news/2026/02/announcements-otherindustries-goodwin-receives-top-score-in-human-rights-campaign
Emory to Speak at NBI Webinar on Depositions
MINNEAPOLIS, Minnesota, Feb. 4 [Category: BizLaw/Legal] -- Taft, a law firm, issued the following news:
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Emory to Speak at NBI Webinar on Depositions
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Taft attorney Jena Emory will speak at the upcoming National Business Institute online seminar titled "Depositions: How to Stay in Control," being held on Feb 25, 2026. She will be presenting on two sections: Real-World Examples of Depositions Gone "Off the Rails" and "Establishing Command Before the Questions Begin."
For more information, please click here.
Emory is an associate in the firm's Commercial, Class Action, and Product Liability
... Show Full Article
MINNEAPOLIS, Minnesota, Feb. 4 [Category: BizLaw/Legal] -- Taft, a law firm, issued the following news:
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Emory to Speak at NBI Webinar on Depositions
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Taft attorney Jena Emory will speak at the upcoming National Business Institute online seminar titled "Depositions: How to Stay in Control," being held on Feb 25, 2026. She will be presenting on two sections: Real-World Examples of Depositions Gone "Off the Rails" and "Establishing Command Before the Questions Begin."
For more information, please click here.
Emory is an associate in the firm's Commercial, Class Action, and Product LiabilityLitigation practices, with a specialization in insurance coverage. She brings extensive experience and a proven track record in handling complex legal matters, drafting legal documents, and representing clients in complex insurance coverage and general liability cases.
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Original text here: https://www.taftlaw.com/news-events/news/emory-to-speak-at-nbi-webinar-on-depositions/
AI and Innovation in Legal Practice - New Postgraduate Program at the Faculty of Law and Administration of the University of Warsaw in Collaboration with Greenberg Traurig
MIAMI, Florida, Feb. 4 [Category: BizLaw/Legal] -- Greenberg Traurig, a law firm, issued the following news release:
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AI and Innovation in Legal Practice - New Postgraduate Program at the Faculty of Law and Administration of the University of Warsaw in Collaboration with Greenberg Traurig
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WARSAW - 4 February 2026 - The Faculty of Law and Administration at the University of Warsaw and the international law firm Greenberg Traurig announce the launch of the postgraduate program "AI and Innovation in Legal Practice." Designed in response to the rapid growth of generative AI technologies
... Show Full Article
MIAMI, Florida, Feb. 4 [Category: BizLaw/Legal] -- Greenberg Traurig, a law firm, issued the following news release:
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AI and Innovation in Legal Practice - New Postgraduate Program at the Faculty of Law and Administration of the University of Warsaw in Collaboration with Greenberg Traurig
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WARSAW - 4 February 2026 - The Faculty of Law and Administration at the University of Warsaw and the international law firm Greenberg Traurig announce the launch of the postgraduate program "AI and Innovation in Legal Practice." Designed in response to the rapid growth of generative AI technologiesand the increasing significance of data in legal decision-making processes, this program aims to prepare participants to effectively and efficiently implement AI-based solutions in both the private and public sectors.
It is the first program in Poland dedicated entirely to the application of artificial intelligence and innovation in the delivery of legal services. The curriculum combines legal knowledge with the practical use of AI tools and focuses on process automation, data analytics and the design of legal tech solutions. It also covers regulatory, ethical, and professional aspects involved.
Graduates will acquire the competencies necessary in the effective use of generative AI tools, project management within legal organizations, technology investment planning, business indicators parameterization, and legal and ethical risk assessment related to AI. Upon completion, participants will be able to identify suitable automation opportunities, implement generative AI and machine learning tools, and ensure their compliance with legal requirements and ethical standards.
The program's faculty consists of experienced practitioners and academics from the legal and technology sectors, enabling participants to gain unique, interdisciplinary expertise.
\- The Postgraduate Program "AI and Innovation in Legal Practice" further strengthens the Faculty's educational offerings. Participants will have an exceptional opportunity to gain comprehensive, but above all, practical skills that will enable them to effectively manage the provision of legal services in a rapidly changing environment. We are committed to offering a program that will equip lawyers with a new kind of toolkit grounded in real-life implementations and the best practical business and technology experiences, not just regulatory frameworks and theory - said Professor Slawomir Zoltek, Dean of the Faculty of Law and Administration at the University of Warsaw.
Jolanta Nowakowska-Zimoc h, Managing Partner at Greenberg Traurig in Poland, added - This program marks another stage in the close cooperation between the Faculty of Law and Administration at the University of Warsaw and Greenberg Traurig in the area of strengthening digital competencies among Polish lawyers. Currently, the use of innovation and generative artificial intelligence provides a competitive edge in our profession, but it will soon become a market standard. Together with the Faculty, we are paving the way for the development of the competencies that will define the quality of legal services across our entire market in the near future.
\- The Postgraduate Program "AI and Innovation in Legal Practice" developed by the Faculty of Law and Administration of the University of Warsaw in collaboration with Greenberg Traurig is a unique, practice-based program. A major challenge for our sector is creating an organizational culture of innovation. Only in such an environment can lawyers effectively use available tools to deliver the desired business and quality outcomes. This program was created with precisely this purpose in mind: to provide participants with practical implementation frameworks for both the private and public sectors, based on available tools - said Maciej Takiel, PhD, Head of Studies, "AI and Innovation in Legal Practice", and Director of Innovation at Greenberg Traurig.
Greenberg Traurig is the knowledge partner for the program. For more information and details on the application process:
https://wpia.uw.edu.pl/pl/studia/studia-podyplomowe/studia-podyplomowe-ai-i-innowacje-w-praktyce-prawniczej
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Original text here: https://www.gtlaw.com/en/news/2026/02/press-releases/ai-and-innovation-in-legal-practice---new-postgraduate-program-at-the-faculty-of-law-and-administration-of-the-university-of-warsaw-in-collaboration-with-greenberg-traurig
