Law/Legal
Here's a look at documents from law firms and legal groups
Featured Stories
Troutman Pepper Locke Maintains Strong Top 15 Standing for Q1 US M&A Activity
ATLANTA, Georgia, April 25 -- Troutman Pepper, a law firm, issued the following news:
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Troutman Pepper Locke Maintains Strong Top 15 Standing for Q1 US M&A Activity
NEW YORK - Troutman Pepper Locke kicked off 2026 with solid results in LSEG's Q1 global league table rankings, sustaining its position as a top 15 firm for U.S. mid-market and small-cap M&A and maintaining a top 25 ranking for U.S. deals completed and announced.
"Our consistent year-over-year rankings are a direct result of the long-term relationships we've built with our clients and our team's reliable judgment, strong execution,
... Show Full Article
ATLANTA, Georgia, April 25 -- Troutman Pepper, a law firm, issued the following news:
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Troutman Pepper Locke Maintains Strong Top 15 Standing for Q1 US M&A Activity
NEW YORK - Troutman Pepper Locke kicked off 2026 with solid results in LSEG's Q1 global league table rankings, sustaining its position as a top 15 firm for U.S. mid-market and small-cap M&A and maintaining a top 25 ranking for U.S. deals completed and announced.
"Our consistent year-over-year rankings are a direct result of the long-term relationships we've built with our clients and our team's reliable judgment, strong execution,and deep understanding of the deal landscape," said David Ghegan, leader of Troutman Pepper Locke's Corporate Practice Group. "We view this recognition as a validation of our results-oriented approach and the value we strive to deliver in every transaction."
LSEG | Global Mid-Market Legal Advisory Review | Q1 2026
U.S. Target Mid-Market
#15 ranked firm
LSEG | Global M&A Small-Cap Legal Advisory | Q1 2026
U.S. Target Small-Cap
#13 ranked firm
LSEG | Global Legal Advisory Review | Q1 2026
U.S. Target Completed AG2 - Based on Number of Deals
#21 ranked firm
U.S. Target Announced AE2 - Based on Number of Deals
#21 ranked firm
Consistently recognized as a top-tier practice, Troutman Pepper Locke's corporate attorneys regularly handle strategic deals for Fortune 100 corporations and middle market transactions for private equity clients. Core areas of service include mergers and acquisitions, corporate finance, corporate governance, securities laws compliance, capital markets transactions, and other significant domestic and cross-border transactions, as well as general corporate counseling.
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-maintains-strong-top-15-standing-for-q1-us-ma-activity/
[Category: BizLaw/Legal]
The Fashion Law Again Names K&L Gates a "Top US Law Firm For Retail Companies"
PITTSBURGH, Pennsylvania, April 25 -- K&L Gates, a law firm, issued the following news release:
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The Fashion Law Again Names K&L Gates a "Top US Law Firm For Retail Companies"
Global law firm K&L Gates LLP has been recognized as a 2026 "Top US Law Firm for Retail Companies" by The Fashion Law. The list recognizes US-based law firms working across fashion law, luxury goods, and the wider retail/consumer products sector. Firms were evaluated on the scale and scope of their work, the services they provide, the strength of their client rosters, and their involvement in the fashion law community.
In
... Show Full Article
PITTSBURGH, Pennsylvania, April 25 -- K&L Gates, a law firm, issued the following news release:
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The Fashion Law Again Names K&L Gates a "Top US Law Firm For Retail Companies"
Global law firm K&L Gates LLP has been recognized as a 2026 "Top US Law Firm for Retail Companies" by The Fashion Law. The list recognizes US-based law firms working across fashion law, luxury goods, and the wider retail/consumer products sector. Firms were evaluated on the scale and scope of their work, the services they provide, the strength of their client rosters, and their involvement in the fashion law community.
Ina profile, The Fashion Law editors write that K&L Gates "maintains a global Consumer Goods & Services practice that brings together attorneys across its international offices to advise fashion and luxury clients" and "offers multidisciplinary counsel spanning intellectual property, regulatory compliance, real estate, M&A, technology, data protection, and international trade."
According to the editors, K&L Gates' "large practice group, deep engagement in the fashion law community through industry events and programming, and broad full-service capabilities position it as a leading fashion law firm."
Michael Murphy, a leader of K&L Gates' global Consumer Goods and Services industry group, said: "We're proud to be recognized as a leading law firm in the consumer goods and services space. The honor reflects our team's deep industry knowledge and our commitment to helping clients navigate an increasingly complex and fast-moving consumer landscape."
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K&L Gates is a globally integrated law firm trusted by sophisticated clients to deliver market leading legal counsel across jurisdictions and industries. Operating as one firm worldwide, K&L Gates combines deep local insight with seamless global coordination to address clients' most complex legal and business challenges. Guided by a relentless focus on client service, the firm delivers practical, high impact solutions with consistency, efficiency, and a clear emphasis on results.
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Original text here: https://www.klgates.com/The-Fashion-Law-Again-Names-KL-Gates-a-Top-US-Law-Firm-For-Retail-Companies-4-24-2026
[Category: BizLaw/Legal]
Ropes & Gray Named a Top Law Firm of Retail Companies by The Fashion Law
BOSTON, Massachusetts, April 25 [Category: BizLaw/Legal] -- Ropes and Gray, a law firm, issued the following news:
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Ropes & Gray Named a Top Law Firm of Retail Companies by The Fashion Law
Ropes & Gray has been recognized on The Fashion Law's 2026 Top U.S. Law Firms for Retail Companies list. This list recognizes the law firms that are shaping the legal framework of the fashion industry today based on the scale and scope of their work, the services they provide, the strength of their client rosters, and their involvement in the fashion law community.
The firm was recognized for its "strong
... Show Full Article
BOSTON, Massachusetts, April 25 [Category: BizLaw/Legal] -- Ropes and Gray, a law firm, issued the following news:
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Ropes & Gray Named a Top Law Firm of Retail Companies by The Fashion Law
Ropes & Gray has been recognized on The Fashion Law's 2026 Top U.S. Law Firms for Retail Companies list. This list recognizes the law firms that are shaping the legal framework of the fashion industry today based on the scale and scope of their work, the services they provide, the strength of their client rosters, and their involvement in the fashion law community.
The firm was recognized for its "strongbrand management practice and long-standing work with consumer brands," and for advising fashion, luxury, and consumer brands, like Vince Holdings, Luxury Brand Partners, and Oscar de la Renta, through the full gamut of legal issues. Notably, TFL highlighted the strength of the firm's leading trademark practice as a key contributor to its status as a leader in the retail and consumer products space.
The firm's consumer & retail brands group advises public and private clients across consumer sectors, including beauty and personal care, consumer health, food and beverage, pet, travel and leisure, media and entertainment, sports, consumer technology and apparel.
The consumer & retail brands group is co-chaired by mergers & acquisitions and capital markets partner Craig Marcus and intellectual property transactions partner Erica Han. The highly-ranked trademark practice is led by intellectual property transactions counsel Emilia Cannella.
See the full rankings here (https://www.thefashionlaw.com/fashion-law-2026-the-top-u-s-law-firms-for-retail-companies/).
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Original text here: https://www.ropesgray.com/en/news-and-events/rankings-and-awards/2026/04/ropes-gray-named-top-law-firm-retail-companies-by-the-fashion-law
Policy Week in Review - April 24, 2026
SAN FRANCISCO, California, April 25 -- Littler, a law firm, issued the following news:
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Policy Week in Review - April 24, 2026
Congressional and Administrative News
At a Glance
The Policy Week in Review, prepared by Littler's Workplace Policy Institute (WPI), sets forth WPI's updates on federal legislation, regulations, and congressional activity affecting the workplace.
By Shannon Meade, Jim Paretti, Alex MacDonald, and Maury Baskin
DOL Announces Proposed Rule on Joint Employment
On April 22, the U.S. Department of Labor's Wage and Hour Division announced a Notice of Proposed Rulemaking
... Show Full Article
SAN FRANCISCO, California, April 25 -- Littler, a law firm, issued the following news:
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Policy Week in Review - April 24, 2026
Congressional and Administrative News
At a Glance
The Policy Week in Review, prepared by Littler's Workplace Policy Institute (WPI), sets forth WPI's updates on federal legislation, regulations, and congressional activity affecting the workplace.
By Shannon Meade, Jim Paretti, Alex MacDonald, and Maury Baskin
DOL Announces Proposed Rule on Joint Employment
On April 22, the U.S. Department of Labor's Wage and Hour Division announced a Notice of Proposed Rulemaking(NPRM) on joint employer status under the Fair Labor Standards Act (FLSA), the Family and Medical Leave Act (FMLA), and the Migrant and Seasonal Agricultural Worker Protection Act (MSPA). The NPRM proposes separate analyses to assess horizontal and vertical joint employment scenarios given the inherent differences between those business relationships. Additionally, the proposal advises that a potential joint employer's "actual exercise of control" is more relevant than "reserved control" for determining vertical joint employer status. It also proposes to exclude from consideration factors relevant for assessing employee status (as opposed to an independent contractor) when making a joint employment assessment. Public comments are due by 11:59 p.m. ET on June 22, 2026. Read here for the Department's Q&A. Read here for Littler's analysis.
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Bipartisan "Know Your Labor Rights Act" Legislation Introduced in House and Senate
On April 21, Senators Josh Hawley (R-MO) and Maggie Hassan (D-NH) and Representatives Riley Moore (R-WV) and Marie Gluesenkamp (D-WA) introduced the "Know Your Labor Rights Act," which would require all employers to post and maintain notice to employees and new hires of their labor rights in the workplace. The bill is endorsed by the Teamsters and is a pillar of Senator Hawley's pro-worker framework.
Related to Senator Hawley's framework, there is a concerted effort to advance companion legislation to Hawley's "Faster Labor Contracts Act" (imposing binding interest arbitration, another key pillar of Senator Hawley's framework) in the House via a Discharge Petition filed by Representative Donald Norcross (D-NJ). The legislation, (H.R. 5408), is sponsored by Representatives Pete Stauber (R-MN) and Donald Norcross (D-NJ) and currently has 82 cosponsors - 65 Democrats, 17 Republicans. In an effort to bypass committee consideration and force a House floor vote on the legislation, Representative Norcross filed the Discharge Petition (H.Res. 1140) on April 20. As of this writing, 145 House members have signed on, with Rep. Michael Lawler (R-NY) as the sole Republican signature. It is unclear at this time whether the effort will reach the required 218 signatures to advance to the House floor for a vote.
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WIOA Reauthorization Approved in Committee
The House Committee on Education and Workforce approved legislation on April 21, titled "A Stronger Workforce for America Act," which would reauthorize the Workforce Innovation and Opportunity Act (WIOA). WIOA, the nation's primary workforce development law, has not been reauthorized or updated since its expiration in 2020, although it has continued to receive funding. As previously reported, the bill makes important reforms, including improvements to federal labor market reporting data; support for virtual employment services; dedicated funding for upskilling workers through individual training accounts and on-the-job learning; and metrics to strengthen accountability to hold state and local workforce boards responsible for delivering positive outcomes for workers and job seekers. However, this bill is a departure from previous bipartisan efforts in that it transfers all adult education and family literacy functions from the Department of Education to the Department of Labor, which is in alignment with the Trump administration's goals of reducing the footprint of the Department of Education. This move is not favored by the House minority. As such, it is uncertain if the bill will pass the House.
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Authors
Shannon Meade
Executive Director, Workplace Policy Institute
Washington, D.C.
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James A. Paretti
Shareholder
Washington, D.C.
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Alexander T. MacDonald
Shareholder
Washington, D.C.
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Maury Baskin
Shareholder
Washington, D.C.
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Original text here: https://www.littler.com/news-analysis/asap/policy-week-review-april-24-2026
[Category: BizLaw/Legal]
Fisher Phillips Issues Insight: Virginia Compliance Alert - 7 Key Legislative Changes Employers Can't Ignore
ATLANTA, Georgia, April 25 -- Fisher Phillips, a law firm, issued the following insight on April 24, 2026:
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Virginia Compliance Alert: 7 Key Legislative Changes Employers Can't Ignore
Keeping up with employment law changes is a constant challenge for employers, especially as states continue to expand and refine workplace requirements. Virginia is no exception, and under its new governor, the state legislature has passed a host of changes that impact employers. We'll break down the new requirements and offer practical takeaways to help you get ready.
1. Recap of Expanded Paid Sick Leave
... Show Full Article
ATLANTA, Georgia, April 25 -- Fisher Phillips, a law firm, issued the following insight on April 24, 2026:
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Virginia Compliance Alert: 7 Key Legislative Changes Employers Can't Ignore
Keeping up with employment law changes is a constant challenge for employers, especially as states continue to expand and refine workplace requirements. Virginia is no exception, and under its new governor, the state legislature has passed a host of changes that impact employers. We'll break down the new requirements and offer practical takeaways to help you get ready.
1. Recap of Expanded Paid Sick LeaveLaw (HB 5 & SB 199)
Prior to this legislative session, Virginia's paid sick leave covered only narrowly defined home health workers. In keeping with other legislative changes to paid sick leave laws across the country in recent years, the state has now expanded this mandate to cover all eligible employees, regardless of company size.
Application and Eligibility
Virginia's paid sick leave law covers all private employers in the state, but with staggered effective dates based on total employer size:
* July 1, 2027: 50+ employees
* January 1, 2028: 25+ employees
* January 1, 2029: one or more employees
All Virginia-based employees will be eligible for sick leave under the new law, without regard to full or part-time status or exempt/non-exempt status.
Amount of Sick Leave and Usage
* Under the expanded law, all employees will receive one hour of paid sick leave for every 30 hours worked, up to a maximum of 40 hours accrued per year. Employers may frontload 40 hours of sick leave each year to meet these requirements.
* Unused accrued leave carries over year to year.
* Employers can limit usage of sick leave to 40 hours per year.
* Sick leave may be used in one-hour increments.
* Exempt employees are presumed to work 40 hours in a workweek for the accrual calculation.
Employees may use sick leave for their own illness or conditions and medical appointments, as well as for that of a family member. The law also provides a safe leave component. Employees who are victims of domestic violence, sexual assault, or stalking may use paid sick leave to relocate, access medical or mental health services, obtain legal assistance, or connect with victim advocacy resources.
Your Current Paid Leave Policy May Not Be Enough
Employers with existing paid leave programs should not assume they are already covered. The law allows employers with existing paid leave policies that provide enough leave must ensure the policy also:
* permits use for all the same purposes the statute covers; and
* does so under the same conditions.
In addition, employers should be mindful of the law's anti-retaliation provision. A policy that falls short on any of these aspects will need to be supplemented or revised before the applicable effective date.
Penalties for Non-Compliance
Employers need to be aware of the penalties for failing to comply:
* The law provides a private cause of action, meaning that any employee who experiences a violation may sue their employer. A successful plaintiff is entitled to twice the value of the withheld leave plus additional available remedies.
* Employees may also file a complaint with the Virginia Commissioner of Labor and Industry, who can investigate and assess civil fines of up to $500 per violation.
2. Paid Family and Medical Leave (HB 1207 & SB 2)
Virginia joins its DMV neighbors in enacting a new Paid Family Medical Leave Insurance ("PFMLI") program. The Virginia PFMLI program provides two main benefits: up to 12 workweeks of job-protected leave for certain qualifying reasons and a partial wage replacement benefit during that leave.
Contributions
Virginia's PFMLI program will be administered by the Virginia Employment Commission and financed through a payroll-funded insurance model, with contributions split between employers and their employees. How much an employer must contribute depends on company size:
* Employers with more than 10 employees may withhold up to 50% of the required contribution from employee wages, with the employer responsible for the balance.
* Employers with 10 or fewer employees are only required to collect and remit 50% of the contribution rate that applies to larger employers - no additional employer contribution is owed.
* PFMLI leave runs concurrently with any applicable federal FMLA leave as well as leave entitlements under a collective bargaining agreement.
Mark these dates on your calendar: contribution collection begins April 1, 2028, and the program starts paying benefits on December 1, 2028.
Eligibility for Benefits
Benefits under the PFMLI will be available for covered employees who are authorized to work in the United States and who take leave for the following reasons:
* to care for a new child, whether through birth, adoption, or foster care in the first year;
* because of the employee's own serious health condition;
* to care for a family member with a serious health condition;
* for reasons related to a family member's military service; or
* to seek safety services for the employee or a family member.
Leave may be taken intermittently and runs concurrently with federal FMLA where applicable. Employees who have been employed for at least 120 days prior to the start of their PFMLI leave are entitled to their position (or its equivalent) upon return from leave. Employers must maintain any healthcare benefits during any period of leave taken under this law.
Amount of Benefits
* Benefits are available for up to 12 weeks in a 52-week period, but leave for safety services are capped at four weeks of wages in a benefit year.
* The weekly benefit is equal to 80% of the employee's average weekly wage, subject to a maximum cap of 100% of the statewide average weekly wage. The statewide average weekly wage will be updated each year.
Private Plan Option
Employers that prefer not to participate in the state program may apply for a Commission-approved private insurance plan opt-out. To qualify, the private plan must provide benefits that are at least equivalent to the state program and must not cost employees more than they would pay under the state plan. This option gives employers more flexibility over plan design and administration but requires Commission approval.
3. VA Human Rights Expansion (SB637)
Virginia has also expanded its human rights law to cover all employers with five or more employees, down from fifteen. The law also extends the time for an employee to file a complaint with the Office of the Attorney General alleging unlawful discrimination from 300 days to two (2) years.
4. Minimum Wage Increase (HB1 & SB1)
The minimum wage in Virginia will increase incrementally to $15 per hour by January 1, 2028. Here is what employers need to know:
* The law codifies the adjusted state hourly minimum wage of $12.77 per hour that became effective as of January 1, 2026.
* The minimum rate will increase to $13.75 per hour effective January 1, 2027
* The minimum rate will increase to $15.00 per hour effective January 1, 2028
* Effective January 1, 2029, and annually thereafter, the minimum will be adjusted to reflect increases in the consumer price index.
The law applies broadly to most employees, regardless of employer size. While there is some time before the next wage increase goes into effect, employers with minimum-wage workers need to be prepared to comply with these annual increases. This may include an audit of current wages to ensure preparedness, as well as consideration of whether increases for employees who already make above the minimum wage are appropriate to maintain internal pay equity.
5. Overtime for Domestic Workers (HB 27/SB 28)
In keeping with the theme, this legislation adds domestic workers - defined to include childcare providers, housekeepers, caregivers, cooks, and gardeners in private homes, among others - to Virginia's overtime law. This includes hourly and salaried employees, independent contractors, and full- or part-time workers who provide services for one or more employers. This is a very broad definition that is likely to implicate both employers and individuals who engage domestic workers directly.
Under the new requirements, covered workers must receive 1.5 times their regular pay for hours worked over forty (40) in a workweek. Questions remain as to how exactly this law will work practically, especially for independent contractors who typically set their own hours.
This law has a delayed implementation but will go into effect July 1, 2027.
6. Salary History and Wage Transparency (HB 636/SB 215)
Following a nationwide trend, Virginia's new salary history and wage transparency law is intended to combat discrimination and improve wage transparency, particularly addressing how reliance on past salary can perpetuate wage gaps.
Under the new law, employers are prohibited from asking about a job applicant's past wages or salary history or using an applicant's past salary to evaluate candidates or set starting pay. If an applicant voluntarily discloses their pay history, the employer may only use it after making an initial job offer and only for the purpose of justifying a higher salary.
The law also includes anti-retaliation provisions that prohibit employers from penalizing applicants or employees for refusing to disclose their pay history or asking about the pay range for a position. Employers are also now required to set a salary or wage range in both external job postings and internal promotion or transfer opportunities.
The law creates a private right of action with violations resulting in up to $10,000 in statutory damages or actual damages, as well as attorneys' fees. The law will go into effect January 1, 2027.
Employers are advised to immediately begin training interviewers and review all hiring procedures and policies, as well as application materials, to ensure compliance with this law. Training staff who make hiring decisions will be key, as this law is a departure from a relatively routine applicant inquiry, which could lead to accidental non-compliance.
7. Heat Illness Prevention Standards (HB1092)
Virginia is set to become the next state to adopt its own unique heat illness prevention standards. HB1092 requires the regulatory body that writes state safety and health rules to pass a standard addressing heat illness in the workplace no later than May 1, 2028.
While the law does not yet create any new requirements for Virginia employers, it signals that a future standard is on the way that will address indoor and outdoor occupational heat exposures. The rule will likely be modeled after a prior Virginia proposal, standards passed in other states, and consensus body guidelines from NIOSH and ACGIH.
While employers nationwide await the long-anticipated final rule on heat from federal OSHA, employers in Virginia should begin developing a plan for addressing heat exposures, including issues like acclimatization, water, access to shade, and training. Stay tuned, as the rulemaking process will shed more light on the agency's intentions and give employers an opportunity to weigh in on a proposed rule.
What Should Employers Do Now?
Virginia employers have time to prepare, but shouldn't delay. Here are four steps you should consider taking now:
* Review your existing leave policies against the new paid sick leave standard. Your current PTO or sick leave program will only satisfy the new law if it provides sufficient leave for all of the same purposes, under the same conditions the statute requires. Conduct that audit now and close any gaps before the appropriate effective date for your company.
* Get your written policies in place and distributed. Draft or update new policies and make sure they reach your employees before these laws go into effect.
* Start planning your PFML payroll infrastructure today. The April 2028 contribution start date will arrive faster than you think. Work with your payroll team or vendor now to build the required deduction and remittance structure. If a private plan opt-out is appealing, begin evaluating commercial insurance options and the Commission approval process well in advance.
* Update your payroll to reflect minimum wage and overtime increases. For employees who will see their wages increase under the minimum wage update, ensure your overtime calculations for regular rate of pay reflect the new pay rate.
Future Changes to Track
While these new laws will significantly change the landscape for employers in Virginia, it is possible this is not the end of employment-related legislation. Several notable bills did not pass this legislative session or were rejected by the Governor including:
* HB1514 which would prohibit the use of artificial intelligence in employment decisions;
* HB1451 which would create additional protections for warehouse workers;
* HB1173 and SB258 which would have required accommodations for employees experiencing perimenopause and menopause; and
* HB949 which would further curtail the use of non-compete agreements in the state.
Versions of these bills were introduced under Governor Spanberger's predecessor, and it is likely they will be re-introduced in the future.
Conclusion
We will continue to monitor these developments and provide updates as the laws near their effective dates, so make sure you are subscribed to Fisher Phillips' Insight System to receive the most current information directly to your inbox. If you have questions, please contact your Fisher Phillips attorney, the authors of this Insight, or any of our Virginia-licensed attorneys.
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Related People
Travis D. Huffman
Associate
614.453.7600
thuffman@fisherphillips.com
Jenna B. Rubin
Partner
404.260.3410
jrubin@fisherphillips.com
Martha G. Vazquez
Associate
502.410.6889
mgvazquez@fisherphillips.com
Alex West
Partner
704.778.4174
awwest@fisherphillips.com
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Original text here: https://www.fisherphillips.com/en/insights/insights/virginia-compliance-alert-7-key-legislative-changes-employers-cant-ignore
[Category: BizLaw/Legal]
Faegre Drinker Biddle and Reath Issues Commentary: Antidumping Duty and Countervailing Duty Petitions on Tris From China
MINNEAPOLIS, Minnesota, April 25 -- Faegre Drinker Biddle and Reath, a law firm, issued the following commentary on April 24, 2026, by counsel Richard P. Ferrin, associate Morgan Alexis Howard and partners Carrie Bethea Connolly and Daniel R. Wilson:
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New Antidumping Duty and Countervailing Duty Petitions on Tris from China
Petitioner Alleges Dumping Margins of Up to 965.62%
At a Glance
* Advancion Corporation filed antidumping and countervailing duty petitions on Tris(hydroxymethyl)aminomethane (Tris) from China.
* An investigation related to this petition could result in increased
... Show Full Article
MINNEAPOLIS, Minnesota, April 25 -- Faegre Drinker Biddle and Reath, a law firm, issued the following commentary on April 24, 2026, by counsel Richard P. Ferrin, associate Morgan Alexis Howard and partners Carrie Bethea Connolly and Daniel R. Wilson:
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New Antidumping Duty and Countervailing Duty Petitions on Tris from China
Petitioner Alleges Dumping Margins of Up to 965.62%
At a Glance
* Advancion Corporation filed antidumping and countervailing duty petitions on Tris(hydroxymethyl)aminomethane (Tris) from China.
* An investigation related to this petition could result in increasedprices and/or decreased supply of Tris.
* The US Department of Commerce is expected to begin investigation on May 11, 2026.
*
On April 21, 2026, antidumping (AD) and countervailing duty (CVD) petitions were filed on Tris(hydroxymethyl)aminomethane (Tris) from China. The petitions were filed by Advancion Corporation.
Tris is an organic compound that is highly soluble in water and is used as a buffer, pH adjuster, and stabilizer in a wide range of applications, including (but not limited to) monoclonal antibodies, COVID and other diagnostic kits, mRNA and novel vaccines developed to fight the COVID virus, and many GLP-1s. Tris is also used on personal care and cosmetic applications, such as facial cleansers, skin care products, deodorants, and hand and body lotions. Tris is also used as an odor control agent in fabric care, as well as formaldehyde scavenger neutralizing agents in industrial applications such as paint and concrete.
The US AD law imposes special tariffs to counteract imports that are sold in the United States at less than "normal value." The US CVD law imposes special tariffs to counteract imports that are sold in the United States with the benefit of foreign government subsidies. For AD/CVD duties to be imposed, the US government must determine not only that dumping and/or subsidization is occurring, but also that there is "material injury" (or threat thereof) by reason of the dumped and/or subsidized imports. Importers are liable for any potential AD/CVD duties imposed. In addition, these investigations could impact purchasers by increasing prices and/or decreasing supply of Tris..
Scope
Please note that this section was not written by our authors but is taken verbatim from the petition.
The merchandise subject to these investigations is tris(hydroxymethyl)aminomethane, also commonly referred to as tromethamine or THAM, and its derivative, tris(hydroxymethyl)aminomethane hydrochloride ("Tris HCl"), also commonly referred as Tris hydrochloride or tromethamine HCl (collectively, "Tris"). Tris and Tris HCl are organic compounds with molecular compositions of C4H11NO3 and C4H11NO3.ClH, respectively. The scope includes all grades, purities, and forms of Tris and Tris HCl, which vary based on the raw materials (nitromethane and formaldehyde) used in the production process and the end use application required. Tris and Tris HCl are packaged and sold in different forms and sizes, however, all Tris and Tris HCl are covered regardless of form or packaging. The Tris and Tris HCl covered by these investigations are chemical compounds with the Chemical Abstract Service ("CAS") numbers 77-86-1 and 1185-53-1, respectively. The country of origin of the subject merchandise in these investigations is based on the country where the Tris molecule is manufactured. As a result, Tris HCl manufactured in a third country using Tris produced in China is subject to the investigations. In addition, reprocessing Tris or Tris HCl in a third country by, for example, recrystallizing, retesting, or repackaging the merchandise does not remove the product from the scope of these investigations. Tris and Tris HCl covered by the scope of these investigations are currently classified under Harmonized Tariff Schedule of the United States ("HTSUS") subheading 2922.19.9690. Although the HTSUS subheading is provided for convenience and customs purposes, the written description of the scope is dispositive.
Estimated Dumping Margins
The petitioner alleges dumping at margins of up to 965.62%.
The petitioner also alleges subsidies with respect to subject imports from China, although the CVD petition does not quantify the alleged net subsidy margins.
Estimated Schedule of Investigations
The following is an estimated schedule of investigations by the US Department of Commerce (DOC) and the US International Trade Commission (ITC):
April 9, 2026 ... Petitions are filed.
April 29, 2026 ... DOC initiates investigations.
April 30, 2026 ... ITC staff conference (estimated).
May 25, 2026 ... Deadline for ITC preliminary injury determinations.
July 6, 2026 ... Deadline for DOC preliminary CVD determination, if deadline is NOT postponed.
September 8, 2026 ... Deadline for DOC preliminary CVD determination, if deadline is fully postponed.
September 16, 2026 ... Deadline for DOC preliminary AD determinations, if deadline is NOT postponed.
November 5, 2026 ... Deadline for DOC preliminary AD determinations, if deadline is fully postponed.
March 22, 2027 ... Deadline for DOC final AD/CVD determinations, if all deadlines are fully postponed.
May 6, 2027 ... Deadline for ITC final injury determinations, if all DOC deadlines are fully postponed.
The material contained in this communication is informational, general in nature and does not constitute legal advice. The material contained in this communication should not be relied upon or used without consulting a lawyer to consider your specific circumstances. This communication was published on the date specified and may not include any changes in the topics, laws, rules or regulations covered. Receipt of this communication does not establish an attorney-client relationship. In some jurisdictions, this communication may be considered attorney advertising.
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Meet the Authors
Richard P. Ferrin
Counsel
Washington, D.C.
+1 202 230 5803
richard.ferrin@faegredrinker.com
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Carrie Bethea Connolly
Partner
Washington, D.C.
+1 202 230 5330
carrie.connolly@faegredrinker.com
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Daniel R. Wilson
Partner
Washington, D.C.
+1 202 230 5211
daniel.wilson@faegredrinker.com
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Morgan Alexis Howard
Associate
Washington, D.C.
+1 202 230 5305
morgan.howard@faegredrinker.com
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Original text here: https://www.faegredrinker.com/en/insights/publications/2026/4/new-antidumping-duty-and-countervailing-duty-petitions-on-tris-from-china
[Category: BizLaw/Legal]
D Magazine Names 27 Holland & Knight Attorneys to 2026 Best Lawyers in Dallas List
MIAMI, Florida, April 25 -- Holland and Knight, a law firm, issued the following news release:
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D Magazine Names 27 Holland & Knight Attorneys to 2026 Best Lawyers in Dallas List
DALLAS - D Magazine has named 27 Holland & Knight attorneys to its 2026 Best Lawyers in Dallas list. The attorneys on the list are peer-nominated on the basis that they offer unparalleled counsel in one of 39 practice categories, according to the publication.
Holland & Knight attorneys named to this year's list are:
Brandon Bloom - Tax: General
Tony Campiti - Labor & Employment
Justin Cohen - Intellectual Property:
... Show Full Article
MIAMI, Florida, April 25 -- Holland and Knight, a law firm, issued the following news release:
* * *
D Magazine Names 27 Holland & Knight Attorneys to 2026 Best Lawyers in Dallas List
DALLAS - D Magazine has named 27 Holland & Knight attorneys to its 2026 Best Lawyers in Dallas list. The attorneys on the list are peer-nominated on the basis that they offer unparalleled counsel in one of 39 practice categories, according to the publication.
Holland & Knight attorneys named to this year's list are:
Brandon Bloom - Tax: General
Tony Campiti - Labor & Employment
Justin Cohen - Intellectual Property:General
Greg Curry - Business/Commercial Litigation
Amy Curtis - Corporate Law: General
Jolisa Dobbs - Energy & Natural Resources
Adrienne Dominguez - Intellectual Property: General
Robert Dougherty - Energy & Natural Resources
Matthew Fontane - Securities Litigation & Enforcement
Abbey Garber - Tax: Litigation
Robert Hill - Intellectual Property: Patent Prosecution
Marc Klein - Immigration
David Lawrence - Real Estate
Steve Levitt - Bankruptcy & Workout
Jessica Magee - Securities Litigation & Enforcement
Jeremiah Mayfield - Corporate Law: General
Mary McNulty - Tax: Litigation
Andrew Melsheimer - Energy & Natural Resources
Mark Melton - Tax: General
Lee Meyercord - Tax: Litigation
Neely Munnerlyn - Tax: ERISA/Employee Benefits
Emily Parker - Tax/Litigation
Rich Phillips - Appellate
Steve Rasch - Business/Commercial Litigation
Mark Sloan - Real Estate
Michael Stockham - Class Action
Kurt Summers - Banking & Finance
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Original text here: https://www.hklaw.com/en/news/pressreleases/2026/04/d-magazine-names-27-attorneys-best-lawyers-in-dallas
[Category: BizLaw/Legal]
