Featured Stories
Troutman Pepper Locke Named to 2026 Pro Bono Honor Roll by State Bar of Michigan
ATLANTA, Georgia, Aug. 7 -- Troutman Pepper, a law firm, issued the following news:
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Troutman Pepper Locke Named to 2026 Pro Bono Honor Roll by State Bar of Michigan
DETROIT - Troutman Pepper Locke has been named to the State Bar of Michigan's 2026 "A Lawyer Helps" Pro Bono Honor Roll, earning recognition for the firm's collective pro bono hours and the individual contributions of six attorneys during 2025.
The Honor Roll celebrates attorneys, law firms, and corporations that go above and beyond to expand access to justice across Michigan.
The firm was recognized for its attorneys' cumulative
... Show Full Article
ATLANTA, Georgia, Aug. 7 -- Troutman Pepper, a law firm, issued the following news:
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Troutman Pepper Locke Named to 2026 Pro Bono Honor Roll by State Bar of Michigan
DETROIT - Troutman Pepper Locke has been named to the State Bar of Michigan's 2026 "A Lawyer Helps" Pro Bono Honor Roll, earning recognition for the firm's collective pro bono hours and the individual contributions of six attorneys during 2025.
The Honor Roll celebrates attorneys, law firms, and corporations that go above and beyond to expand access to justice across Michigan.
The firm was recognized for its attorneys' cumulativefirmwide pro bono service, while each individually honored attorney dedicated significant hours to serving those in need.
The Troutman Pepper Locke attorneys recognized are Miranda Boulahanis, Natalie Crane, Kelly Kane, Matt Lund, Greg Narsh, and Emma Trivax.
Each year, Troutman Pepper Locke attorneys dedicate thousands of pro bono hours in support of nonprofits, military veterans, children, the wrongfully convicted, civil rights and social justice initiatives, and so many other causes. Learn more at troutman.com/pro-bono.
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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-named-to-2026-pro-bono-honor-roll-by-state-bar-of-michigan/
[Category: BizLaw/Legal]
Simpson Thacher to Open Chicago Office With Leading Middle Market Private Equity and Family Office Practice
NEW YORK, Aug. 7 -- Simpson Thacher and Bartlett, a law firm, issued the following news release on Aug. 6, 2026:
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Simpson Thacher to Open Chicago Office With Leading Middle Market Private Equity and Family Office Practice
Simpson Thacher & Bartlett LLP today announced that Ryan Harris, Cole Parker, Kyle McHugh, Ryan Jackson and Ziyad Ziyadzade will join the Firm as Partners, launching the Firm's Chicago office.
"Opening an office in Chicago extends our ability to serve our clients in one of the country's most dynamic centers of investment activity and legal talent," said Alden Millard,
... Show Full Article
NEW YORK, Aug. 7 -- Simpson Thacher and Bartlett, a law firm, issued the following news release on Aug. 6, 2026:
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Simpson Thacher to Open Chicago Office With Leading Middle Market Private Equity and Family Office Practice
Simpson Thacher & Bartlett LLP today announced that Ryan Harris, Cole Parker, Kyle McHugh, Ryan Jackson and Ziyad Ziyadzade will join the Firm as Partners, launching the Firm's Chicago office.
"Opening an office in Chicago extends our ability to serve our clients in one of the country's most dynamic centers of investment activity and legal talent," said Alden Millard,Chair of Simpson Thacher's Executive Committee. "The addition of Ryan, Cole, Kyle, Ryan and Ziyad significantly expands our ability to advise middle market private equity funds and other private capital clients."
"Our team has worked together for many years and we are very excited to join the Firm and build on its commitment to establishing a major presence in Chicago that will deliver outstanding service to our clients," said Ryan Harris, who will serve as Managing Partner of the Chicago office. "We look forward to fully scaling the Chicago office as part of Simpson Thacher's world class platform, with the goal of bringing together the very best lawyers to collaborate across transactional, regulatory and disputes practices in this amazing city."
Drawing on its leading private equity, M&A, investment funds, tax, executive compensation, regulatory and capital markets capabilities, Simpson Thacher serves many of the world's most sophisticated private equity funds and family offices. Ryan Harris, Cole, Kyle, Ryan Jackson and Ziyad advise private equity sponsors, family offices, and public and private companies across a broad range of strategic transactions, including mergers and acquisitions, leveraged buyouts, growth and venture investments, restructurings, divestitures and financings.
Cole Parker noted, "Middle market private equity funds and family offices are part of the heart of Chicago and the broader national private capital landscape. Simpson Thacher's best-in-class integrated approach and collaborative culture make it an ideal place to advise these clients on their most important opportunities and challenges." Kyle McHugh added, "Our team has a long history as leaders in the middle market, and we are excited to deepen our relationships with our private equity and family office clients on the Simpson Thacher platform.
For more information, please click here (https://www.stblaw.com/docs/default-source/related-link-pdfs/simpson-thacher-to-open-chicago-office_announcement_2026_v01.pdf?sfvrsn=a0777721_2).
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Original text here: https://www.stblaw.com/about-us/news/view/2026/08/06/simpson-thacher-to-open-chicago-office-with-leading-middle-market-private-equity-and-family-office-practice
[Category: BizLaw/Legal]
Littler Issues Commentary: Germany - Partial Incapacity for Work to Take Effect on January 1, 2028
SAN FRANCISCO, California, Aug. 7 -- Littler, a law firm, issued the following commentary on Aug. 6, 2026, by associate Nico Querbach:
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Germany: Partial Incapacity for Work to Take Effect on January 1, 2028
In May, we reported on the introduction of partial incapacity for work, which the German Federal Government had planned as one element of its healthcare reform. The healthcare reform has now been adopted and the statute promulgated. As a result, it will be possible to certify partial incapacity for work from January 1, 2028. In substance, the legislature has again modified the rules
... Show Full Article
SAN FRANCISCO, California, Aug. 7 -- Littler, a law firm, issued the following commentary on Aug. 6, 2026, by associate Nico Querbach:
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Germany: Partial Incapacity for Work to Take Effect on January 1, 2028
In May, we reported on the introduction of partial incapacity for work, which the German Federal Government had planned as one element of its healthcare reform. The healthcare reform has now been adopted and the statute promulgated. As a result, it will be possible to certify partial incapacity for work from January 1, 2028. In substance, the legislature has again modified the ruleson partial incapacity for work.
The healthcare reform has been adopted and promulgated
Despite heated debates and broad opposition, the Bundestag and, subsequently, the Bundesrat approved the legislative proposal on July 10, 2026. In doing so, they also approved the introduction of partial incapacity for work. Going forward, it will be codified in Section 44c of the Social Code Book V (Sozialgesetzbuch Funftes Buch) and supplemented, among other things, by the rules on partial sickness benefit. The legislative package was published in the Federal Law Gazette on July 24, 2026.
What changed during the legislative process?
The legislature amended the original draft legislation. In addition to purely structural changes and a specification of the electronic employer notification procedure, the following amendments are particularly notable:
* The employer must actively consent to the partial performance of work. If, following notice by the employee, the employer does not respond or fails to respond within seven calendar days, the medical certification is deemed to be a certification of full incapacity for work. The original proposal provided that the position would be deemed suitable and consent deemed granted if the employer did not respond within the seven-day period. This legal fiction has been removed in favor of employers.
* The statute provides for a "fallback option" also where partial incapacity for work is discontinued. Accordingly, both the employee and the employer may terminate partial incapacity for work prematurely in text form. Thereafter, the certification of partial incapacity for work is deemed to be a certification of full incapacity for work.
* The remuneration consequences are now expressly regulated by statute. However, there is no change to the employer's payment obligations.
* The new provision in Section 44c of the Social Code Book V will now enter into force only on January 1, 2028, rather than on January 1, 2027 as originally planned.
* The new rules are to be evaluated at a later stage. This evaluation is also intended to consider the effectiveness of partial incapacity for work compared with gradual return to work and Occupational Integration Management (Betriebliches Eingliederungsmanagement (BEM)).
Despite the amendments, the basic concept remains essentially unchanged
Despite the changes outlined above, the basic structure remains unaffected. In summary, the following requirements apply to the partial performance of work in the event of partial incapacity for work:
* The employee is covered by statutory health insurance and is expected to be incapacitated for work due to illness for more than four weeks.
* The employee agrees to the partial performance of work.
* A physician certifies partial incapacity for work amounting to 25%, 50%, or 75% of the regular weekly working time.
* The employee notifies the employer of their willingness to partially perform work, stating the certified extent and the certified period.
* The employer consents to the partial performance of work. The employer must issue consent within seven calendar days of the employee's notification. It remains the case that the employee has no entitlement to the creation or modification of a suitable position.
* If the employer consents, the employer must notify the employee of the date on which work is to commence in text form.
Guideline of the Federal Joint Committee still outstanding
With the enactment of the statute, the introduction of partial incapacity for work has been decided at the political level. However, the more detailed design of partial incapacity for work remains subject to the guideline to be issued by the Federal Joint Committee. In particular, the guideline is intended to specify the circumstances under which physicians may certify partial incapacity for work of 25%, 50%, or 75%.
Need for action for employers
From an employer's perspective, partial incapacity for work has been softened in several respects during the legislative process. In particular, there is no legal fiction of consent in the event of no response or a delayed response. The employer may also terminate the model prematurely if it subsequently proves not to be suitable.
Nevertheless, employers should address partial incapacity for work before January 1, 2028. In particular, it is advisable to review processes and the handling of this newly created option in advance: What criteria should govern the decision whether to consent to partial incapacity for work? Who is responsible for granting consent? How can partial performance of work be implemented from an organizational perspective? Once these and other questions have been clarified, employers can approach the new rules with confidence and make the best possible use of the model.
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Authors
Nico Querbach
Associate
Dusseldorf
nquerbach@littler.com
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Original text here: https://www.littler.com/news-analysis/asap/germany-partial-incapacity-work-take-effect-january-1-2028
[Category: BizLaw/Legal]
HLB San Diego Gives Back to Kids Battling Cancer
LOS ANGELES, California, Aug. 7 -- Hooper, Lundy and Bookman, a law firm, issued the following statement on Aug. 6, 2026:
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HLB San Diego Gives Back to Kids Battling Cancer
Our San Diego office recently came together to support the Emilio Nares Foundation (ENF), a local nonprofit dedicated to helping families navigate their child's journey with cancer and other life-threatening illnesses.
The team assembled snack bags for ENF's Emilio's Snack Bags program, which provides free, hospital-approved snacks to children in oncology units who have been fasting ahead of chemotherapy. Each bag is
... Show Full Article
LOS ANGELES, California, Aug. 7 -- Hooper, Lundy and Bookman, a law firm, issued the following statement on Aug. 6, 2026:
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HLB San Diego Gives Back to Kids Battling Cancer
Our San Diego office recently came together to support the Emilio Nares Foundation (ENF), a local nonprofit dedicated to helping families navigate their child's journey with cancer and other life-threatening illnesses.
The team assembled snack bags for ENF's Emilio's Snack Bags program, which provides free, hospital-approved snacks to children in oncology units who have been fasting ahead of chemotherapy. Each bag isthoughtfully planned in collaboration with the hospital's nutritionist, so kids receive the vital nutrients and a small moment of comfort they need during treatment.
"Knowing that a child going through chemo will open one of these bags and feel a little more cared for, well, that's what made this so meaningful. We're grateful to ENF for the work they do every day." - Jennifer Turgeon, Director of Marketing & Business Development.
"Giving back to the communities where we live and work is a priority for HLB. I'm proud of our San Diego team for stepping up for local families facing some of life's hardest moments." - Mark Johnson, Managing Partner of HLB San Diego.
To learn more about the Emilio Nares Foundation or how you can get involved, visit enfhope.org.
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Original text here: https://hooperlundy.com/hlb-san-diego-gives-back-to-kids-battling-cancer/
[Category: BizLaw/Legal]
Fisher Phillips Issues Insight: DOL's Disability Self-ID Form Has Been Renewed Despite Rollbacks on Data Collection - 5 Steps for Federal Contractors
ATLANTA, Georgia, Aug. 7 -- Fisher Phillips, a law firm, issued the following insight on Aug. 6, 2026:
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DOL's Disability Self-ID Form Has Been Renewed Despite Rollbacks on Data Collection: 5 Steps for Federal Contractors
The federal government recently approved the Department of Labor's Voluntary Self-Identification of Disability Form (Form CC-305) for continued use through July 2029, ensuring federal contractors continue collecting this information. The news comes as the government aims to roll back other demographic reporting obligations. Here's what happened, why the timing is significant,
... Show Full Article
ATLANTA, Georgia, Aug. 7 -- Fisher Phillips, a law firm, issued the following insight on Aug. 6, 2026:
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DOL's Disability Self-ID Form Has Been Renewed Despite Rollbacks on Data Collection: 5 Steps for Federal Contractors
The federal government recently approved the Department of Labor's Voluntary Self-Identification of Disability Form (Form CC-305) for continued use through July 2029, ensuring federal contractors continue collecting this information. The news comes as the government aims to roll back other demographic reporting obligations. Here's what happened, why the timing is significant,and five steps federal contractors should consider taking now.
What Just Happened?
The Office of Management and Budget (OMB) extended the DOL's disability self-identification data collection requirements under Section 503 of the Rehabilitation Act - the federal law that prohibits disability discrimination by federal contractors - for another three years. Form CC-305, the Voluntary Self-Identification of Disability Form, now expires on July 31, 2029.
The prior form had lapsed, leaving federal contractors confused as to whether they should keep using the expired form or stop collecting the data. But the DOL recently posted guidance on its website informing federal contractors that the form remained valid for use while under OMB review.
OMB has now renewed the CC-305 form, which confirms that covered federal contractors should continue providing it to job applicants and employees and collecting responses. The form itself is unchanged from the prior version, which was updated in April 2023 with an expanded list of example disabilities and response options. You can find the current form on the Office of Federal Contract Compliance Program's (OFCCP's) self-identification form page.
* You can read about the key 2023 changes to the form in our insight here: Attention Federal Contractors: Revision of Disability Self-ID Form Required ... 4 Steps to Take Ahead of the Effective Date
Who Is Covered?
The OFCCP's regulations still require federal contractors with more than 100 employees to set a utilization goal of 7% of the employees in each job group identifying as an individual with disabilities. Federal contractors with 100 or fewer employees may use the 7% goal for the entire workforce. Notably, by expanding the disability examples, the 2023 revisions gave more ways to self-identify as individuals with disabilities and likely helped to meet this goal.
How Does This Fit With Recent Federal Changes?
The renewal's timing is notable because of everything happening around it. Over the past year and a half, the federal government has scaled back several long-standing reporting requirements:
* The administration rescinded Executive Order 11246's affirmative action requirements related to minorities and women.
* More recently, the EEOC proposed scrapping EEO-1 reporting requirements related to workforce demographic data, a change the agency estimates would impact over 100,000 private employers.
Requirements under Section 503 and the Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA), however, have remained in full force, including their nondiscrimination, recordkeeping, and affirmative outreach obligations.
A Development to Track
The DOL published a proposed rule last year to modify Section 503 regulations. That rulemaking is separate from the recent OMB form renewal but could eventually change certain Section 503 obligations by eliminating voluntary self-identification of disabilities and the 7% utilization goal discussed above.
This rule has not yet been finalized, so the current requirements will remain in place for now. We'll be monitoring that proposal and will report on any changes that affect your obligations. Make sure you are subscribed to Fisher Phillips' Insight System to get the most up-to-date information.
5 Steps for Federal Contractors to Take Now
1. Use the current CC-305 form. Get the latest form from the OFCCP and ensure it's refreshed in your applicant and employee systems.
2. Keep collecting data as required. Offer the form to applicants at the pre-offer and post-offer stages, and to your current workforce at least every five years, with a reminder at least once in the interim period when you are not collecting the data.
3. Check your electronic version. An electronic form must reproduce all required language verbatim in a sans serif font of at least 11 points, so be sure to update the expiration date.
4. Track additional changes from the federal government. Federal contractor reporting rules could change, so monitor developments closely and continue to confirm your ongoing obligations.
5. Consult with counsel. As rules continue to evolve, your FP attorney can help you develop a comprehensive compliance plan.
Conclusion
Fisher Phillips will continue to monitor developments affecting federal contractors. Make sure you are subscribed to Fisher Phillips' Insight System to get the most up-to-date information. If you have questions, contact your Fisher Phillips attorney, the authors of this Insight, or any member of our Government Contracting, Compliance, and Reporting Practice Group.
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Related People
Sheila M. Abron
Partner
803.740.7676
sabron@fisherphillips.com
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Jennifer B. Sandberg
Regional Managing Partner
404.240.4152
jsandberg@fisherphillips.com
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Original text here: https://www.fisherphillips.com/en/insights/insights/dols-disability-self-id-form-has-been-renewed-despite-rollbacks-on-data-collection
[Category: BizLaw/Legal]
Cheryl A. Geiser Joins Baker Donelson's Labor & Employment Group in Atlanta
MEMPHIS, Tennessee, Aug. 7 -- Baker Donelson, a law firm, issued the following news release:
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Cheryl A. Geiser Joins Baker Donelson's Labor & Employment Group in Atlanta
National law firm Baker Donelson has added immigration attorney Cheryl A. Geiser as of counsel in its Atlanta office and a member of the Firm's Labor & Employment Group.
Ms. Geiser has nearly 25 years of experience counseling businesses on employment-based immigration, including nonimmigrant and immigrant visa petitions, permanent labor certification, and adjustment of status. She also helps employers develop immigration
... Show Full Article
MEMPHIS, Tennessee, Aug. 7 -- Baker Donelson, a law firm, issued the following news release:
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Cheryl A. Geiser Joins Baker Donelson's Labor & Employment Group in Atlanta
National law firm Baker Donelson has added immigration attorney Cheryl A. Geiser as of counsel in its Atlanta office and a member of the Firm's Labor & Employment Group.
Ms. Geiser has nearly 25 years of experience counseling businesses on employment-based immigration, including nonimmigrant and immigrant visa petitions, permanent labor certification, and adjustment of status. She also helps employers develop immigrationstrategies and compliance programs, including I-9 and Labor Condition Application (LCA)/Public Access File audits, U.S. Immigration and Customs Enforcement (ICE) worksite inspection preparedness, and immigration considerations related to international personnel transfers.
"Cheryl has spent her career helping employers navigate an increasingly complex immigration landscape while developing practical compliance strategies that support their business objectives," said Robert C. Divine, leader of Baker Donelson's Global Immigration Group. "Her experience strengthens our immigration capabilities and complements the comprehensive counsel we provide employers across the country."
Ms. Geiser advises employers on U.S. immigration law, compliance, and workforce mobility matters. She has extensive experience conducting immigration compliance audits, implementing internal processes, and counseling organizations on worksite enforcement preparedness. Ms. Geiser regularly advises employers on corporate immigration policies, compliance initiatives, and employment eligibility verification requirements, and she counsels clients on immigration issues arising from international personnel transfers and broader business operations.
"I was drawn to Baker Donelson because of its collaborative culture and the depth of its immigration practice and Labor & Employment team," Ms. Geiser said. "I'm looking forward to working alongside my new colleagues to help employers address the evolving challenges of workforce mobility, immigration compliance, and global talent strategy while continuing to provide practical, responsive counsel to clients."
Ms. Geiser earned her B.A. from the University of Cincinnati and her J.D. from DePaul University. She is an active member of the American Immigration Lawyers Association (AILA) Atlanta and Washington, D.C., chapters, and she has served on the board of the Metro Atlanta Relocation Council since 2023.
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Original text here: https://www.bakerdonelson.com/cheryl-a-geiser-joins-baker-donelsons-labor-employment-group-in-atlanta
[Category: BizLaw/Legal]
Bracewell Advises SpaceX on Economic Development Tax Incentives for Terafab Facility
HOUSTON, Texas, Aug. 7 -- Bracewell, a law firm, issued the following news release:
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Bracewell Advises SpaceX on Economic Development Tax Incentives for Terafab Facility
DALLAS - Bracewell LLP advised Space Exploration Technologies Corp (SpaceX) on economic development tax incentives for its Terafab facility, a vertically integrated semiconductor fabrication plant to be constructed in Grimes County, Texas.
The initial phase of the Terafab project represents a capital investment of more than $16.8 billion and will create at least 3,000 new jobs. The facility is a qualified project under
... Show Full Article
HOUSTON, Texas, Aug. 7 -- Bracewell, a law firm, issued the following news release:
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Bracewell Advises SpaceX on Economic Development Tax Incentives for Terafab Facility
DALLAS - Bracewell LLP advised Space Exploration Technologies Corp (SpaceX) on economic development tax incentives for its Terafab facility, a vertically integrated semiconductor fabrication plant to be constructed in Grimes County, Texas.
The initial phase of the Terafab project represents a capital investment of more than $16.8 billion and will create at least 3,000 new jobs. The facility is a qualified project underthe Texas Jobs, Energy, Technology and Innovation (JETI) program and has been given a Texas Enterprise Fund (TEF) grant of $30 million.
For more information, please click here (https://gov.texas.gov/news/post/governor-abbott-announces-spacex-expansion-in-grimes-county).
Bracewell lawyers involved in this transaction included:
Partners: Bucky Brannen, Derek Young and Julie M. Partain
Associates: Jacob T. Franzen and Julia Wyckoff Boyce
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Related People
* Bucky Brannen (https://www.bracewell.com/people/bucky-brannen/)
* Derek Young (https://www.bracewell.com/people/derek-young/)
* Julie Melton Partain (https://www.bracewell.com/people/julie-melton-partain/)
* Jacob T. Franzen (https://www.bracewell.com/people/jacob-t-franzen/)
* Julia Wyckoff Boyce (https://www.bracewell.com/people/julia-wyckoff-boyce/)
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URL: SpaceX
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Original text here: https://www.bracewell.com/news-events/bracewell-advises-spacex-on-economic-development-tax-incentives-for-terafab-facility/
[Category: BizLaw/Legal]
