Law/Legal
Here's a look at documents from law firms and legal groups
Featured Stories
Venable Team Named to the 2026 IAM Patent 1000 List
WASHINGTON, June 2 -- Venable, a law firm, issued the following news release:
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Venable Team Named to the 2026 IAM Patent 1000 List
The 2026 edition of IAM Patent 1000 - The World's Leading Patent Professionals has recognized Venable's IP practice among the leading groups in California, the DC Metro Area, and New York. Twenty of the firm's attorneys are also individually recognized in the publication.
The attorneys ranked in the IAM Patent 1000 2026 edition are listed below by market.
California
* Manny Caixeiro
* Eric Krause
* James Nelson
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DC Metro
* Frank C. Cimino, Jr.
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... Show Full Article
WASHINGTON, June 2 -- Venable, a law firm, issued the following news release:
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Venable Team Named to the 2026 IAM Patent 1000 List
The 2026 edition of IAM Patent 1000 - The World's Leading Patent Professionals has recognized Venable's IP practice among the leading groups in California, the DC Metro Area, and New York. Twenty of the firm's attorneys are also individually recognized in the publication.
The attorneys ranked in the IAM Patent 1000 2026 edition are listed below by market.
California
* Manny Caixeiro
* Eric Krause
* James Nelson
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DC Metro
* Frank C. Cimino, Jr.
*Michele Van Patten Frank
* Brian L. Klock
* Justin J. Oliver
* William T. Russell
* Ryan Ward
* Megan S. Woodworth
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New York
* David K. Barr
* Christopher Borello
* Dominick Conde
* Frank M. Gasparo
* Scott K. Reed
* Alicia Russo
* Michael P. Sandonato
* Christina Schwarz
* William E. Solander
* Ha Kung Wong
The IAM Patent 1000 is a unique guide that focuses exclusively on patent practice and is an extensive resource for those seeking world-class legal patent expertise. Individuals are included in the IAM Patent 1000 only after receiving strong endorsements from peers and clients with direct knowledge of their practice and market reputation. For more information and methodology, visit IAM's website.
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Original text here: https://www.venable.com/about/news/2026/06/venable-team-named-to-the-2026-iam-patent
[Category: BizLaw/Legal]
Three Thompson Hine Partners Recognized Among Daily Journal's Top 100 Lawyers in Intellectual Property
CLEVELAND, Ohio, June 2 -- Thompson Hine, a law firm, issued the following news release:
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Three Thompson Hine Partners Recognized Among Daily Journal's Top 100 Lawyers in Intellectual Property
Thompson Hine LLP, a national law firm recognized for its innovation focus, announced today that Silicon Valley partners Karen Boyd, Jennifer Seraphine and Keeley I. Vega have been selected to the Daily Journal's Top 100 Lawyers in Intellectual Property (IP) list. The recognition further underscores the firm's depth in the IP and technology litigation area and its growing presence on the West Coast.
Their
... Show Full Article
CLEVELAND, Ohio, June 2 -- Thompson Hine, a law firm, issued the following news release:
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Three Thompson Hine Partners Recognized Among Daily Journal's Top 100 Lawyers in Intellectual Property
Thompson Hine LLP, a national law firm recognized for its innovation focus, announced today that Silicon Valley partners Karen Boyd, Jennifer Seraphine and Keeley I. Vega have been selected to the Daily Journal's Top 100 Lawyers in Intellectual Property (IP) list. The recognition further underscores the firm's depth in the IP and technology litigation area and its growing presence on the West Coast.
Theirindividual Daily Journal profiles are available here: Boyd, Seraphine and Vega.
The Daily Journal is California's leading legal and business news publication, providing statewide coverage of litigation, appellate decisions, regulatory developments, legal trends and the business of law.
Through its Los Angeles and San Francisco editions, the publication serves attorneys, judges, in-house counsel and business leaders with news reporting, legal analysis, rankings, profiles and special reports focused on the California legal market.
Earlier this month, the firm announced that Boyd and Seraphine have been selected as honorees for ALM's 2026 California Legal Awards. Seraphine has been named one of just seven honorees in the Women Leaders in Tech Law - Intellectual Property category. Boyd has been named one of 12 honorees in the Mentorship category.
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Original text here: https://www.thompsonhine.com/insights/three-thompson-hine-partners-recognized-among-daily-journals-top-100-lawyers-in-intellectual-property/
[Category: BizLaw/Legal]
Mayer Brown's Paul De Bernier and Stephanie Hurst Named Among LABJ's "Leaders of Influence: M&A" List
CHICAGO, Illinois, June 2 [Category: BizLaw/Legal] -- Mayer Brown, a law firm, issued the following news:
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Mayer Brown's Paul de Bernier and Stephanie Hurst named among LABJ's "Leaders of Influence: M&A" list
Mayer Brown partners Paul de Bernier and Stephanie Hurst have been named to the Los Angeles Business Journal's (LABJ) 2026 "Leaders of Influence: M&A" list. The annual list recognizes top mergers and acquisitions (M&A) professionals, advisors, and dealmakers driving business growth in the Southern California region.
Paul co-leads Mayer Brown's global Corporate & Securities practice,
... Show Full Article
CHICAGO, Illinois, June 2 [Category: BizLaw/Legal] -- Mayer Brown, a law firm, issued the following news:
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Mayer Brown's Paul de Bernier and Stephanie Hurst named among LABJ's "Leaders of Influence: M&A" list
Mayer Brown partners Paul de Bernier and Stephanie Hurst have been named to the Los Angeles Business Journal's (LABJ) 2026 "Leaders of Influence: M&A" list. The annual list recognizes top mergers and acquisitions (M&A) professionals, advisors, and dealmakers driving business growth in the Southern California region.
Paul co-leads Mayer Brown's global Corporate & Securities practice,which spans M&A, investment funds, and technology transactions. His practice centers on M&A, private equity, and venture capital, including minority and controlling investments, co-investments, joint ventures, and full acquisitions. Paul has particular experience in complex cross-border transactions involving major investors into California and the broader US market, including investors from Japan, Korea and Europe, all of which continue to play an increasingly important role in the California economy.
Stephanie is a partner in Mayer Brown's Corporate & Securities practice, whose practice focuses on M&A, venture capital, private equity and other corporate transactions, including joint ventures and other collaborations, with a particular focus on cross-border transactions.
She also advises on innovative and highly complex transactions spanning multiple jurisdictions, with a focus on rapidly evolving sectors, including tech, venture capital (including corporate venture capital) and Environmental, Social, and Governance.
View the 2026 LABJ "Leaders of Influence: M&A" list here (https://labusinessjournal.com/wp-content/uploads/2026/05/2026-LOI-MA_opt.pdf).
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Original text here: https://www.mayerbrown.com/en/news/2026/05/mayer-browns-paul-de-bernier-and-stephanie-hurst-named-among-labjs-leaders-of-influence-ma-list
Fisher Phillips Issues Insight: NCAA Prize Money Settlement - What K-12 and Higher Ed Leaders Need to Know
ATLANTA, Georgia, June 2 -- Fisher Phillips, a law firm, issued the following insight on June 1, 2026:
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NCAA Prize Money Settlement: What K-12 and Higher Ed Leaders Need to Know
Student-athletes will no longer have caps on the amount of prize money they can earn prior to college enrollment under a new settlement signed by the NCAA. The agreement to resolve litigation in Brantmeier v. NCAA permits prospective student-athletes to retain unlimited pre-enrollment prize money, marking another significant shift in the evolving landscape of amateurism and athlete compensation. The agreement reflects
... Show Full Article
ATLANTA, Georgia, June 2 -- Fisher Phillips, a law firm, issued the following insight on June 1, 2026:
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NCAA Prize Money Settlement: What K-12 and Higher Ed Leaders Need to Know
Student-athletes will no longer have caps on the amount of prize money they can earn prior to college enrollment under a new settlement signed by the NCAA. The agreement to resolve litigation in Brantmeier v. NCAA permits prospective student-athletes to retain unlimited pre-enrollment prize money, marking another significant shift in the evolving landscape of amateurism and athlete compensation. The agreement reflectsthe continued dismantling of amateurism restrictions following recent name, image, and likeness (NIL) reforms, litigation, and expanding judicial skepticism toward NCAA compensation limitations. This Insight will cover the settlement's implications, and how it may reshape how institutions approach recruiting, eligibility, and other student-athlete pathways.
Previous State of Play
Historically, the NCAA's rules on pre-enrollment prize money generally prohibited prospective student-athletes from receiving compensation for athletic performance. Prize money typically included any compensation awarded solely based on competitive success, such as performance or placement in athletic competition. Bylaws stated that a prospective student-athlete could lose eligibility if they "used athletics skill for pay" or accepted prize money beyond limited exceptions. By contrast, the NCAA distinguished "actual and necessary expenses," like transportation, lodging, registration fees, and coaching expenses, from prize money. These benefits are intended to allow an athlete to participate in an event, rather than compensating them for winning.
A long-standing exception existed in tennis, where prospective student-athletes were permitted to retain up to $10,000 per year in prize money earned from competition prior to full-time college enrollment. Once that cap was reached, additional winnings could only be used to offset competition-related expenses.
The Underlying Case - Brantmeier v. NCAA
The case, originally filed on March 18, 2024, by tennis players Reese Brantmeier and Maya Joint, challenged conference rules that restrict athletes from retaining prize money earned prior to enrollment as a condition of maintaining NCAA eligibility. The plaintiffs argued that limitations on pre-enrollment prize money operate as an unlawful restraint on competition by preventing athletes from accepting compensation that is otherwise available to them in the open market. The plaintiffs further contended that the rules penalize athletes who compete in increasingly professionalized junior tennis circuits, where prize money is often necessary to offset training and travel costs.
The complaint emphasized tension between the prize money restrictions and the NCAA's evolving approach to athlete compensation NIL reforms, as well as recent antitrust developments that have narrowed the scope of permissible NCAA amateurism rules.
The Settlement: Terms and Future Impact
In resolving the case, the NCAA agreed to eliminate restrictions on athletes accepting prize money before initial full-time collegiate enrollment. The change effectively allows prospective student-athletes to compete professionally and retain substantial earnings prior to enrolling in college, while preserving their NCAA eligibility. Although the settlement arose in the context of junior tennis, the policy change applies broadly across NCAA sports, particularly Olympic and individual sports, where athletes frequently participate in competitions that offer prize money.
Following this ruling, high school athletes may now:
* retain prize earnings without jeopardizing NCAA eligibility;
* opt to delay enrollment to pursue developmental or financial opportunities; and
* enter college athletics with significant commercial experience and existing endorsement relationships.
Overall, the decision signals a broader trend toward recognizing pre-enrollment athletic earnings as distinct from impermissible pay-for-play compensation.
What K-12 Institutions Need to Know
K-12 schools and athletic associations should anticipate increased overlap between interscholastic athletics and professionalized youth sports systems following the decision. School leaders should also be mindful that disparities may emerge between athletes with access to elite developmental opportunities and those participating solely in traditional interscholastic athletics. Compliance offices, athletic administrators, and college advisors may face increased questions regarding recruiting exposure events, prize competitions, and participation in professional circuits prior to graduation.
Schools may need to reevaluate:
* eligibility rules governing outside competition;
* disclosure requirements related to endorsements or prize earnings;
* relationships with club teams, academies, and international competition structures; and
* counseling and education provided to student-athletes and their guardians regarding NCAA eligibility and NIL implications.
What Colleges and Universities Need to Know
For colleges and universities, the settlement creates new recruiting and compliance considerations. Institutions should expect:
* prospective student-athletes arriving with substantial prior earnings or professional competition experience;
* increased scrutiny regarding distinctions between permissible pre-enrollment compensation and impermissible inducements; and
* expanded NIL and financial disclosure considerations during recruitment.
Brace for further impact: The NCAA's prize-money settlement is also another indication that courts and litigants will continue to test the boundaries of collegiate athletics' remaining amateurism framework.
Conclusion
Rules governing collegiate athletics are constantly shifting. To stay up to date concerning legal developments in this space, please feel free to reach out to your Fisher Phillips attorney, the authors of this Insight, or any member of our Sports Industry Group or Education Practice Group with any questions. We will continue to monitor the landscape and will provide updates as warranted, so make sure 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
Rob Dickson
Associate
908.516.1029
drgershen@fisherphillips.com
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Danielle R. Gershen
Associate
213.403.9619
drgershen@fisherphillips.com
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Joshua D. Nadreau
Regional Managing Partner and Vice Chair, Labor Relations Group
617.722.0044
jnadreau@fisherphillips.com
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Kristin L. Smith
Partner, Co-chair K-12 Institutions
713.292.5621
klsmith@fisherphillips.com
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Original text here: https://www.fisherphillips.com/en/insights/insights/ncaa-prize-money-settlement-what-k-12-and-higher-ed-leaders-need-to-know
[Category: BizLaw/Legal]
Fisher Phillips Issues Insight: Are NDAs Right for Your Business? An Employer's 8-Step Plan for Deploying Legally Sound Non-Disclosure Agreements
ATLANTA, Georgia, June 2 -- Fisher Phillips, a law firm, issued the following insight on June 1, 2026:
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Are NDAs Right for Your Business? An Employer's 8-Step Plan for Deploying Legally Sound Non-Disclosure Agreements
The White House's recent push to require all federal employees to sign non-disclosure agreements may have you wondering whether NDAs might be right for your organization. While they're one of your most powerful tools for protecting confidential business information, trade secrets, and competitive advantages, they're also one of the easiest agreements to get wrong. Here's an
... Show Full Article
ATLANTA, Georgia, June 2 -- Fisher Phillips, a law firm, issued the following insight on June 1, 2026:
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Are NDAs Right for Your Business? An Employer's 8-Step Plan for Deploying Legally Sound Non-Disclosure Agreements
The White House's recent push to require all federal employees to sign non-disclosure agreements may have you wondering whether NDAs might be right for your organization. While they're one of your most powerful tools for protecting confidential business information, trade secrets, and competitive advantages, they're also one of the easiest agreements to get wrong. Here's aneight-step plan for deploying effective and legally compliant NDAs.
1. If an Employee Accesses Confidential Information, Use an NDA
If an employee has any access to confidential business information, then you should have them sign an NDA. They are your first line of defense against trade secret theft. These agreements are generally subject to far less scrutiny than non-compete agreements and can appropriately be used with a broader subset of employees. Trade secret laws require that employers take reasonable measures to protect the secrecy of their sensitive information, and having an NDA in place could help you make such a case. NDAs also have educational value if they list the information that is most important to your business. An employee reading the agreement will know what your company values.
2. Consider Timing When Asking Employees to Sign an NDA
An NDA presented to a new hire as a condition of employment generally stands on solid legal ground. But if you're asking a current employee to sign one for the first time, you may need to provide something of value in exchange (like a raise, a bonus, a promotion, etc.), depending on state law. Before you assume your agreements are protecting you, confirm that each one was supported by adequate consideration at the time of signing.
3. Don't Go Overboard in Defining What's "Confidential"
You may be tempted to define "confidential information" as broadly as possible in your NDAs to get the greatest amount of business protection. That can backfire. Some courts will treat overly broad NDAs as "de facto" non-compete agreements, particularly where they seek to prevent the employee from using publicly available information that anyone in the industry has access to. Be sure to include appropriate definitions that protect what you need to protect, without going so far as to threaten the enforceability of the entire agreement.
4. Treat Non-Disparagement Clauses Separately
Employers often bundle non-disparagement provisions into NDAs, particularly in severance agreements. But these carry their own distinct legal risks and should be treated accordingly. The National Labor Relations Board (NLRB) has taken an aggressive stance on non-disparagement clauses that could be read to chill protected concerted activity among non-management employees, and several states have enacted their own restrictions. So don't lump non-disparagement language into your NDA without careful thought and approval from your counsel.
5. Include Required Carve-outs and Whistleblower Protections
Although NDAs may seem "standard," they trigger a minefield of state and federal regulations that could impose substantial liability for noncompliance.
* Federal law and several states prohibit employers from attempting to limit the disclosure of information relating to sexual assault and harassment.
* Some state laws go even further and prohibit NDAs from stifling discussion of conduct that the employee believes is unlawful.
* Several federal agencies (including most notably the Securities and Exchange Commission) impose strict whistleblower requirements on these agreements and can impose hefty penalties on employers who fail to include them in their agreements.
* The NLRB pays attention to NDAs with non-management employees that could potentially discourage discussions about terms and conditions of employment.
* And the federal Defend Trade Secrets Act requires a specific disclosure in employee NDAs in order to allow the employer to win exemplary damages and attorneys' fees in misappropriation cases brought under the statute.
This list isn't exhaustive. Before you develop NDAs for your business and your specific employees, work with your FP counsel to make sure you have crafted your agreements to account for these and other laws.
6. Get Specific with AI Restrictions
The AI revolution has created a new front in the battle against trade secret theft, and you need to keep up. The NDAs you used even a few years ago are likely insufficient to address the myriad risks related to AI use in the workplace. Your NDAs should contain AI-specific guardrails that address what information can be used in prompts, steps needed to ensure AI systems don't train on your company's confidential information, who owns AI-created work product, and other provisions specific to your organization's AI uses.
7. Build Reminders Into Your Offboarding Process
An NDA can be strengthened with thoughtful practices at the exit door. Employers should provide written reminders of ongoing obligations, demand the return of their property (in physical and electronic form), and document that these conversation happened. These practices can help detect issues early and strengthen a case that goes sideways. A structured offboarding checklist that reinforces confidentiality obligations and creates a paper trail should be standard practice.
8. Review Your NDAs With Counsel Regularly
NDAs are not a "set it and forget it" project. With new regulations being considered at the state and federal level, as well as a patchwork of current privacy and AI laws, it is inevitable that your agreements will need to be updated in the future. You should revisit your NDAs with your FP counsel at least annually to ensure that they continue to fulfill their purpose of protecting your business while not subjecting your company to liability.
Conclusion
We will continue to monitor developments in this area, so make sure you are subscribed to Fisher Phillips' Insight System to get the most up-to-date information. If you have questions about this decision, please contact your Fisher Phillips attorney, the authors of this Insight, or any attorney in our Employee Defection and Trade Secrets Practice Group.
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Related People
Jonathan Crook
Partner
704.334.9313
jcrook@fisherphillips.com
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Michael P. Elkon
Partner
404.240.5849
melkon@fisherphillips.com
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Original text here: https://www.fisherphillips.com/en/insights/insights/employers-plan-for-deploying-legally-sound-non-disclosure-agreements
[Category: BizLaw/Legal]
Bradley Named to AHLA's Top Honors 2026 List
BIRMINGHAM, Alabama, June 2 -- Bradley, a law firm, issued the following news release:
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Bradley Named to AHLA's Top Honors 2026 List
American Health Lawyers Association
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Bradley has been selected as a recipient of the American Health Law Association's (AHLA) Top Honors 2026 awards, which recognizes outstanding commitment to advancing the health law profession and supporting legal excellence in healthcare.
The Top Honors Program celebrates organizations that demonstrate exceptional leadership in promoting health law education, fostering professional development, and strengthening connections
... Show Full Article
BIRMINGHAM, Alabama, June 2 -- Bradley, a law firm, issued the following news release:
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Bradley Named to AHLA's Top Honors 2026 List
American Health Lawyers Association
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Bradley has been selected as a recipient of the American Health Law Association's (AHLA) Top Honors 2026 awards, which recognizes outstanding commitment to advancing the health law profession and supporting legal excellence in healthcare.
The Top Honors Program celebrates organizations that demonstrate exceptional leadership in promoting health law education, fostering professional development, and strengthening connectionswithin the legal healthcare community.
Recipients are chosen based on their significant contributions to AHLA's mission and their dedication to elevating standards across the health law field.
The AHLA is the nation's largest, nonpartisan, educational organization focused on legal issues in healthcare.
To learn more about the Top Honors Program, visit AHLA's website (https://www.americanhealthlaw.org/awards-and-recognition/top-honors-page).
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Original text here: https://www.bradley.com/insights/news/2026/06/bradley-named-to-ahlas-top-honors-2026-list
[Category: BizLaw/Legal]
Bradley Launches New Government Contracts Blog: GovCon Source: Legal Developments in Government Contracts & Bid Protests
BIRMINGHAM, Alabama, June 2 -- Bradley, a law firm, issued the following news release:
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Bradley Launches New Government Contracts Blog: GovCon Source: Legal Developments in Government Contracts & Bid Protests
Bradley is pleased to announce the publication of GovCon Source, the firm's newest blog covering legal developments in government contracts and bid protests. The GovCon Source blog discusses topics of importance to contractors doing business with federal, state and local governments, providing clear and practical guidance in a highly regulated marketplace. Attorneys write about a full
... Show Full Article
BIRMINGHAM, Alabama, June 2 -- Bradley, a law firm, issued the following news release:
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Bradley Launches New Government Contracts Blog: GovCon Source: Legal Developments in Government Contracts & Bid Protests
Bradley is pleased to announce the publication of GovCon Source, the firm's newest blog covering legal developments in government contracts and bid protests. The GovCon Source blog discusses topics of importance to contractors doing business with federal, state and local governments, providing clear and practical guidance in a highly regulated marketplace. Attorneys write about a fullrange of government contracts legal matters, including bid protests, performance disputes and claims, cost and pricing issues, FAR guidance and counseling, data rights and cybersecurity, compliance matters, and regulatory issues, among many other topics.
"We have a deeply creative and sophisticated team of government contracts attorneys who understand that change is the one constant in government contracts work," said partner and co-leader of Bradley's Government Contracts Practice Group Aron C. Beezley. "This blog will distinguish itself by not only providing timely updates but also delivering strategic analysis and practical insights from top attorneys to help readers navigate an increasingly competitive and heavily regulated contracting environment."
Bradley's award-winning Government Contracts Practice Group is widely recognized as one of the nation's leading government contracts practices, regularly representing contractors, both large and small, in all aspects of federal, state, and local contracting, with an emphasis on bid protests and claims matters. The practice group was selected as one of Law360's "Practice Groups of the Year" in 2025, 2024, 2023, and 2021, marking the fourth time that the firm has earned this recognition.
The firm's government contracts attorneys handle a full range of government contracts legal matters on behalf of clients across a variety of industries, including defense, aerospace, construction, engineering, information technology, consulting, energy, manufacturing, electronics, professional services, communications, and healthcare.
Click here (https://www.govconsourceblog.com/subscribe/) to subscribe to Bradley's GovCon Source blog and receive updates related to government contracts topics directly.
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Original text here: https://www.bradley.com/insights/news/2026/06/bradley-launches-new-government-contracts-blog-govcon-source-legal-developments-in-government
[Category: BizLaw/Legal]
