Law/Legal
Here's a look at documents from law firms and legal groups
Featured Stories
WilmerHale Announces New Community Partnerships With Fenway High School and Colorado LiftED Foundation
WASHINGTON, May 8 -- WilmerHale, a law firm, issued the following news:
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WilmerHale Announces New Community Partnerships with Fenway High School and Colorado LiftED Foundation
WilmerHale has announced new multi year partnerships with Fenway High School in Boston and the Colorado LiftED Foundation in Denver, expanding the firm's innovative, community focused philanthropy model.
Through this model, WilmerHale selects a small number of local organizations to receive holistic, multi year support, including charitable contributions, in kind resources, pro bono legal services and volunteer
... Show Full Article
WASHINGTON, May 8 -- WilmerHale, a law firm, issued the following news:
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WilmerHale Announces New Community Partnerships with Fenway High School and Colorado LiftED Foundation
WilmerHale has announced new multi year partnerships with Fenway High School in Boston and the Colorado LiftED Foundation in Denver, expanding the firm's innovative, community focused philanthropy model.
Through this model, WilmerHale selects a small number of local organizations to receive holistic, multi year support, including charitable contributions, in kind resources, pro bono legal services and volunteerengagement. These partnerships are designed to foster long term relationships and meaningful impact in the communities where the firm has a presence.
Fenway High School and Colorado LiftED Foundation join a group of existing community partners supported by the firm, reflecting WilmerHale's ongoing commitment to access, equity and opportunity.
Fenway High School is a Boston Public Pilot School serving a diverse student population in the Mission Hill and Roxbury neighborhoods. Fenway's focus on social justice and inclusive education closely aligns with WilmerHale's values. As part of the partnership, the firm's Boston office will support ongoing volunteer initiatives, including opportunities to engage directly with students.
Colorado LiftED Foundation partners with youth and families to support academic, social and emotional development from elementary school through college. The organization provides free, holistic programming that includes tutoring, college readiness support, project based learning and access to mental health services. Each year, nearly 400 young people participate in LiftED's after school and summer programs. WilmerHale's Denver office will support the organization through volunteer engagement, including career days and in office programming.
The new partnerships were identified through an extensive due diligence process led by the firm's Corporate Social Responsibility team, in collaboration with partner and associate committees in Boston and Denver. The process included conversations with community leaders, reviews of financial and annual reports, site visits and additional research.
WilmerHale has already begun engaging with both organizations. In March, the Denver office hosted a meet and greet with Colorado LiftED students to learn more about the foundation's youth programming and community impact, and the firm will host Fenway students in late May in Boston for a career workshop. WilmerHale looks forward to continuing its work with Fenway High School and Colorado LiftED Foundation through long term collaboration, volunteer engagement and a shared commitment to expanding educational access and opportunity.
To learn more about WilmerHale's community partnerships, visit our Public Service and Pro Bono page (https://www.wilmerhale.com/en/about/public-service-and-pro-bono).
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Original text here: https://www.wilmerhale.com/en/insights/news/20260507-wilmerhale-announces-new-community-partnerships-with-fenway-high-school-and-colorado-lifted-foundation
[Category: BizLaw/Legal]
McDonald Hopkins: Managing AI Risks - Policies, Privacy and Practical Safeguards Your Organization Needs to Know
CLEVELAND, Ohio, May 8 -- McDonald Hopkins, a law firm, issued the following news:
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Managing AI risks: Policies, privacy and practical safeguards your organization needs to know
By Karen Bridges, CIPP/US, CIPP/E, CIPM
In McDonald Hopkins' April webinar, "Managing AI Risk: Policies, Privacy, and Practical Safeguards," attorney Karen Bridges discussed how organizations can adopt AI while managing legal, operational, and reputational risk. As AI use accelerates, governance is lagging, leaving companies exposed to evolving regulations and the application of legacy laws to new technologies.
The
... Show Full Article
CLEVELAND, Ohio, May 8 -- McDonald Hopkins, a law firm, issued the following news:
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Managing AI risks: Policies, privacy and practical safeguards your organization needs to know
By Karen Bridges, CIPP/US, CIPP/E, CIPM
In McDonald Hopkins' April webinar, "Managing AI Risk: Policies, Privacy, and Practical Safeguards," attorney Karen Bridges discussed how organizations can adopt AI while managing legal, operational, and reputational risk. As AI use accelerates, governance is lagging, leaving companies exposed to evolving regulations and the application of legacy laws to new technologies.
Thecore message: organizations need a practical AI governance framework that aligns use cases with risk, implements clear controls, and evolves alongside regulatory change.
Governance is lagging behind adoption
Many organizations are deploying AI tools without fully understanding how they work, what data they use, or how outputs are generated. At a minimum, companies should be able to identify what each system does, what data it relies on, who it impacts, and how it is monitored. Without this baseline, risks range from regulatory scrutiny to data exposure and reputational harm.
Everyday tools, elevated risk
AI transcription and meeting tools present immediate exposure. Recording and processing sensitive conversations through third parties can compromise privilege, trigger compliance obligations, and create data transfer risks.
To mitigate this, organizations should classify meetings by sensitivity, limit or disable recording in high-risk contexts, require consent, and negotiate clear vendor terms around data use, retention, and security. Even default features like auto-sharing transcripts can unintentionally expose confidential information.
Building a practical framework
Effective governance starts with disciplined intake: define the business purpose, assess risk, and map data flows. AI use cases should be tiered by impact, with stricter controls applied to high-stakes decisions in areas like HR, finance, and healthcare.
Organizations should also establish clear rules around data usage, model training, and vendor accountability, supported by strong contractual protections.
Accountability, oversight, and control
Companies must be prepared to explain how their AI systems function, including data inputs, testing processes, and safeguards against bias. Human oversight remains critical, particularly for high-impact decisions.
Key controls include:
* Role-based employee training
* Maintaining an internal AI inventory
* Monitoring for performance issues and anomalies
* Approval workflows and defined shutdown mechanisms
Vendor and data risk
Because many AI tools rely on third parties, vendor risk management is essential. Organizations should prioritize privacy-protective configurations, validate security standards, define IP rights, and establish clear incident response protocols.
Shadow AI and misuse
Unauthorized use of public AI tools, or shadow AI, is a growing concern. Employees may input sensitive data into unapproved platforms, creating compliance and security risks.
Organizations should monitor usage, restrict high-risk tools, provide approved alternatives, and train employees on acceptable use.
Accuracy and trust
AI outputs can be persuasive but inaccurate. To maintain quality and credibility, organizations should treat outputs as drafts, require human review, and enforce verification standards. Responsibility for accuracy ultimately remains with the user.
Emerging threats: deepfakes and impersonation
AI-driven impersonation is increasing, enabling fraud through realistic voice and media manipulation. Safeguards such as out-of-band verification, authentication protocols, and incident response planning are critical.
Conclusion
AI can drive meaningful value, but only when managed with the same discipline as cybersecurity and data privacy. Organizations that implement practical governance, maintain transparency, and keep humans in the loop will be better positioned to innovate while minimizing risk. If you have questions about your organization's AI use or policy, contact attorney Karen Bridges.
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Karen Bridges, CIPP/US, CIPP/E, CIPM
Counsel
kbridges@mcdonaldhopkins.com
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Original text here: https://www.mcdonaldhopkins.com/insights/news/managing-ai-risks-policies-privacy-and-practical-safeguards
[Category: BizLaw/Legal]
Max Karpel Authors Bloomberg Law Article on the Hedge Fund Start-Up Boom and Key Considerations for Hedge Fund Lawyers
WASHINGTON, May 8 -- Akin Gump, a law firm, issued the following news release:
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Max Karpel Authors Bloomberg Law Article on the Hedge Fund Start-Up Boom and Key Considerations for Hedge Fund Lawyers
Bloomberg Law has published an article titled, "Lawyers for Emerging Hedge Fund Managers Need Deep Experience," authored by Akin investment management partner Max Karpel.
The article examines the key capabilities lawyers need when advising hedge fund managers in current market conditions.
With the landscape for emerging hedge fund managers changing dramatically following a decade of more
... Show Full Article
WASHINGTON, May 8 -- Akin Gump, a law firm, issued the following news release:
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Max Karpel Authors Bloomberg Law Article on the Hedge Fund Start-Up Boom and Key Considerations for Hedge Fund Lawyers
Bloomberg Law has published an article titled, "Lawyers for Emerging Hedge Fund Managers Need Deep Experience," authored by Akin investment management partner Max Karpel.
The article examines the key capabilities lawyers need when advising hedge fund managers in current market conditions.
With the landscape for emerging hedge fund managers changing dramatically following a decade of moredifficult fundraising conditions, Max says this "requires a different skill set."
"Emerging managers need to ensure that the lawyer they hire is an experienced deal lawyer, qualified to negotiate on their behalf with the most sophisticated hedge fund investors."
To read the full piece, please click here (https://news.bloomberglaw.com/banking-law/lawyers-for-emerging-hedge-fund-managers-need-deep-experience).
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People Mentioned in This News
Max Karpel
Partner
mkarpel@akingump.com
+1 212.872.8010
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Original text here: https://www.akingump.com/en/insights/media-mentions/max-karpel-authors-bloomberg-law-article-on-the-hedge-fund-start-up-boom-and-key-considerations-for-hedge-fund-lawyers
[Category: BizLaw/Legal]
Jim Deeken Authors Law360 Article on Private Credit Regulation
WASHINGTON, May 8 -- Akin Gump, a law firm, issued the following news release:
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Jim Deeken Authors Law360 Article on Private Credit Regulation
Law360 has published an article titled, "Financial Meltdown Fears Don't Warrant Private Credit Regs," authored by Akin investment management partner Jim Deeken.
The article examines concerns that the growth of the private credit market could pose systemic risks similar to those seen during the 2008 financial crisis.
Jim argues that such comparisons may be overstated, emphasizing the diversification of private credit across industries and geographies.
... Show Full Article
WASHINGTON, May 8 -- Akin Gump, a law firm, issued the following news release:
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Jim Deeken Authors Law360 Article on Private Credit Regulation
Law360 has published an article titled, "Financial Meltdown Fears Don't Warrant Private Credit Regs," authored by Akin investment management partner Jim Deeken.
The article examines concerns that the growth of the private credit market could pose systemic risks similar to those seen during the 2008 financial crisis.
Jim argues that such comparisons may be overstated, emphasizing the diversification of private credit across industries and geographies.He also addresses potential regulatory implications, noting that increased oversight could unintentionally constrain capital availability and affect broader lending markets.
"Claims of financial system risk caused by private credit...can be considered, but they should be viewed with beady and careful eyes."
For the full piece, please click here (https://www.akingump.com/a/web/ppk5k3a1RShzqPJq4XwGm7/law360-financial-meltdown-fears-dont-warrant-private-credit-regs.pdf).
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People Mentioned in This News
James A. Deeken
Partner
jdeeken@akingump.com
+1 214.969.4788
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Original text here: https://www.akingump.com/en/insights/media-mentions/jim-deeken-authors-law360-article-on-private-credit-regulation
[Category: BizLaw/Legal]
Jeremy Paner Analyzes Realities for International Companies Exploring Business in Venezuela
NEW YORK, May 8 -- Hughes Hubbard and Reed, a law firm, issued the following news:
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Jeremy Paner Analyzes Realities for International Companies Exploring Business in Venezuela
Highlights
* OFAC has issued a series of general licenses allowing established U.S. entities to transact, to some extent, with Venezuela's state-owned oil and gas company.
* According to Paner, companies could face deeply entrenched corruption and questionable legal guarantees in Venezuela.
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Jeremy Paner discussed the realities for international companies exploring business opportunities in Venezuela with Law.com
... Show Full Article
NEW YORK, May 8 -- Hughes Hubbard and Reed, a law firm, issued the following news:
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Jeremy Paner Analyzes Realities for International Companies Exploring Business in Venezuela
Highlights
* OFAC has issued a series of general licenses allowing established U.S. entities to transact, to some extent, with Venezuela's state-owned oil and gas company.
* According to Paner, companies could face deeply entrenched corruption and questionable legal guarantees in Venezuela.
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Jeremy Paner discussed the realities for international companies exploring business opportunities in Venezuela with Law.comInternational.
The U.S. Department of the Treasury's Office of Foreign Assets Control (OFAC) has issued a series of general licenses allowing established U.S. entities to transact with state-owned oil and gas company Petroleos de Venezuela (PDVSA).
However, according to Paner, international companies should proceed with caution before pursuing opportunities in the South American country.
"There is interest, but the reality of doing business in Venezuela hits hard pretty quickly," Paner said.
Paner noted that these realities include deeply entrenched corruption and questionable legal guarantees, and while some transactions with PDVSA are possible, the Venezuelan government itself remains a sanctioned entity.
"Wherever there's business, there's the government of Venezuela," Paner said. "A broker will step in and say you need to go through me to get to the government, pay a fee."
Read the article (https://www.law.com/international-edition/2026/05/06/proceed-with-caution-lawyers-advise-international-companies-exploring-business-in-venezuela-/?slreturn=20260507125346).
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Original text here: https://www.hugheshubbard.com/news-insights/insights/jeremy-paner-analyzes-realities-for-international-companies-exploring-business-in-venezuela
[Category: BizLaw/Legal]
Fisher Phillips Issues Insight: Blake Lively Litigation Highlights Workplace Compliance Risks for Entertainment and Media Employers - 7 Practical Tips
ATLANTA, Georgia, May 8 -- Fisher Phillips, a law firm, issued the following insight on May 7, 2026:
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Blake Lively Litigation Highlights Workplace Compliance Risks for Entertainment and Media Employers: 7 Practical Tips
Recent Hollywood headlines highlight the need for entertainment and media industry employers to implement clear, consistent workplace policies for both performers and staff. In the high-profile litigation between Blake Lively and Justin Baldoni, a court recently dismissed the majority of Lively's claims, including discrimination-based allegations. But her retaliation claim
... Show Full Article
ATLANTA, Georgia, May 8 -- Fisher Phillips, a law firm, issued the following insight on May 7, 2026:
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Blake Lively Litigation Highlights Workplace Compliance Risks for Entertainment and Media Employers: 7 Practical Tips
Recent Hollywood headlines highlight the need for entertainment and media industry employers to implement clear, consistent workplace policies for both performers and staff. In the high-profile litigation between Blake Lively and Justin Baldoni, a court recently dismissed the majority of Lively's claims, including discrimination-based allegations. But her retaliation claimsurvived, reminding employers about the broader trend where the response to a complaint may create liability even when a court dismisses the underlying misconduct claims. Moreover, employers may face litigation costs, business disruption, and reputational risks whenever workplace misconduct or other toxic behaviors are alleged. Here are seven steps employers in the entertainment and media space should consider taking now to reduce risk and ensure compliance.
1. Understand the Workplace Protections that Apply
While high-profile disputes often focus on allegations between actors and production leadership, certain legal and operational risks may extend to everyone on set. You should be aware of the employment laws that apply to your production, including anti-discrimination provisions under Title VII of the Civil Rights Act and similar state laws. Coverage under specific employment laws will vary depending on employer size and location, so it's a good idea to consult with counsel to ensure you have proper policies and training in place for the requirements that apply to your operations. Beyond legal obligations, creating a safe and healthy work environment can increase morale and improve working relationships.
2. Establish Clear Protocols for Sensitive Content
Productions involving intimate or otherwise sensitive scenes may present unique workplace challenges. While actors and principal talent are often subject to detailed agreements governing conduct, consent, and the nature of their performances, similar protections are not always extended to crew members, freelancers, or other on-set staff. This could create unnecessary risk since all individuals on set - regardless of their role - could be exposed to sensitive material, including simulated intimacy, nudity, or other adult-themed content.
Employers should implement written protocols that address how such content is planned, communicated, and executed. These protocols may include advance notice of the nature and scope of the material, documented consent processes, and defined roles for individuals (such as intimacy coordinators) responsible for overseeing compliance with established guidelines. Clear procedures not only support those directly involved in performing such scenes but also can provide structure for the broader production team, which ultimately reduces ambiguity and the potential for inappropriate conduct or misinterpretation.
3. Conduct Training Across All Levels of Production
Workplace training is another critical risk mitigation tool. Anti-harassment and professional conduct training should not be limited to just traditional employees or office-based personnel. Instead, you should consider adapting training to the production environment and extending it to cast, crew, and third-party contractors alike.
Training that is tailored to the realities of on-set dynamics - including fast-paced schedules, close working conditions, and hierarchical decision-making - can be particularly effective in reinforcing expectations and preparing individuals to recognize and address potential issues before they escalate.
4. Strengthen Complaint and Reporting Mechanisms
Effective reporting mechanisms are essential to identifying and addressing workplace concerns early. Employers should ensure all individuals on set know how to raise concerns and can access multiple reporting channels. Additionally, employers should evaluate whether their internal processes call for prompt, well-documented responses to complaints, as these records often become key in subsequent litigation.
5. Curb Retaliation Risk
In Lively v. Baldoni, the court allowed the retaliation claims to proceed, which highlights a critical point for employers: even when the underlying allegations are unsubstantiated, mishandling complaints can give rise to retaliation liability.
Supervisors should recognize that they cannot punish an employee for complaining about perceived workplace discrimination. Additionally, retaliatory conduct includes more than termination, such as lowered performance ratings, transfers to less prestigious positions, or reassignment to less desirable worksites. Therefore, supervisors should be trained on how to properly and proactively respond when employees raise concerns.
In order to reduce this risk, employers should ensure employment decisions involving individuals who have raised concerns are carefully documented and supported by legitimate, non-retaliatory business reasons.
6. Be Consistent
Productions can be particularly vulnerable to informal practices or exceptions made for high-profile individuals. However, inconsistent application of workplace standards can undermine otherwise strong policies and create additional exposure. Employers should prioritize uniform enforcement and ensure that all staff, regardless of status, are held to the same expectations.
7. Audit Your Practices
In light of these developments, employers in the entertainment and media space should consider taking the following five actions:
* Review and update agreements to ensure consistent application for all staff
* Evaluate whether existing policies adequately address exposure to sensitive or adult-themed content
* Confirm that training programs are tailored to your production environments and implemented effectively
* Create a formal complaint process with multiple reporting channels and ensure employees know how to use it
* Review policies and documentation practices related to employment and disciplinary decisions - and ensure they are compliant and consistently applied
Conclusion
If you need assistance in crafting appropriately tailored workplace policies or training for employees or managers, reach out to your Fisher Phillips attorney or the authors of this Insight. We will continue to monitor developments related to all aspects of workplace law. 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 or the author of this Insight.
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Related People
Annamaria Del Buono
Associate
adelbuono@fisherphillips.com
908.516.1033
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Original text here: https://www.fisherphillips.com/en/insights/insights/workplace-compliance-risks-for-entertainment-and-media-employers
[Category: BizLaw/Legal]
Elizabeth Todd Named One of the Twenty Most Influential Private Equity Lawyers by Private Equity News
BOSTON, Massachusetts, May 8 -- Ropes and Gray, a law firm, issued the following news:
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Elizabeth Todd Named One of the Twenty Most Influential Private Equity Lawyers by Private Equity News
Private equity partner and co-lead of the firm's European private equity transactions group, Elizabeth Todd, has been named to Private Equity News' 2026 "Twenty Most Influential Private Equity Lawyers" list.
This annual list recognizes the top legal minds in the buyout sector.
In her profile article, the publication highlights Elizabeth's work advising EQT on its $14.5 billion acquisition of Nord
... Show Full Article
BOSTON, Massachusetts, May 8 -- Ropes and Gray, a law firm, issued the following news:
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Elizabeth Todd Named One of the Twenty Most Influential Private Equity Lawyers by Private Equity News
Private equity partner and co-lead of the firm's European private equity transactions group, Elizabeth Todd, has been named to Private Equity News' 2026 "Twenty Most Influential Private Equity Lawyers" list.
This annual list recognizes the top legal minds in the buyout sector.
In her profile article, the publication highlights Elizabeth's work advising EQT on its $14.5 billion acquisition of NordAnglia Education, a global operator of more than 80 schools across 33 countries.
The article also notes her leadership in the firm's European expansion, including the opening of the Paris office in March 2025 and the Milan office last September.
View the full 2026 "Twenty Most Influential Private Equity Lawyers" (https://www.penews.com/lists/twenty-most-influential-lawyers-in-private-equity-2026) list.
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Original text here: https://www.ropesgray.com/en/news-and-events/rankings-and-awards/2026/05/elizabeth-todd-named-one-of-the-twenty-most-influential-private-equity-lawyers-by-private-equity
[Category: BizLaw/Legal]
