Featured Stories
Mark Gelman and Eric Scher Host Non-Competes and Restrictive Covenants Webinar
NEW YORK, Sept. 24 [Category: BizLaw/Legal] -- Cahill Gordon and Reindel, a law firm, posted the following news:
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Mark Gelman and Eric Scher Host Non-Competes and Restrictive Covenants Webinar
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The landscape surrounding non-compete agreements and restrictive covenants continues to evolve, with significant developments at both the state and federal levels reshaping how businesses and employers approach these critical protections.
Join Cahill partner Mark Gelman and counsel Eric Scher for an in-depth discussion exploring the current state of non-competes and related restrictive covenants
... Show Full Article
NEW YORK, Sept. 24 [Category: BizLaw/Legal] -- Cahill Gordon and Reindel, a law firm, posted the following news:
* * *
Mark Gelman and Eric Scher Host Non-Competes and Restrictive Covenants Webinar
*
The landscape surrounding non-compete agreements and restrictive covenants continues to evolve, with significant developments at both the state and federal levels reshaping how businesses and employers approach these critical protections.
Join Cahill partner Mark Gelman and counsel Eric Scher for an in-depth discussion exploring the current state of non-competes and related restrictive covenantsin the employment context. This program will cover the foundational principles governing restrictive covenants, examine recent legislative and regulatory developments, and offer practical guidance for evaluating key considerations and drafting enforceable agreements.
Key Topics:
* Overview of non-compete agreements and related restrictive covenants
* Recent developments at the state and federal levels
* Practical considerations for drafting, evaluating, and implementing restrictive covenants
* Strategies for navigating the shifting regulatory environment
This webinar is designed for in-house counsel, human resources professionals, business leaders, and anyone involved in the design and implementation of restrictive covenant programs. This program has been accredited with 1.00 New York CLE credits in Professional Practice.
Date: Thursday, September 24, 2026 | Time: 12:00pm - 1:00pm ET
To register, please contact our Events team.
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Original text here: https://www.cahill.com/news/events/2026-09-24-mark-gelman-and-eric-scher-host-non-competes-and-restrictive-covenants-webinar
Mayer Brown Once Again Recognized at GlobalCapital's Americas Derivatives Awards
CHICAGO, Illinois, Sept. 19 -- Mayer Brown, a law firm, issued the following news:
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18 September 2026
Mayer Brown once again recognized at GlobalCapital's Americas Derivatives Awards
NEW YORK - Mayer Brown has again been named "Americas Law Firm of the Year (Overall)" and "US Law Firm of the Year" at GlobalCapital's 2026 Global Americas Derivatives Awards. These awards recognize innovation, growth, and work that improves the derivatives industry.
This is the fifth year in a row that Mayer Brown has won the Americas Law Firm of the Year (Overall) award and the seventh time in nine years.
... Show Full Article
CHICAGO, Illinois, Sept. 19 -- Mayer Brown, a law firm, issued the following news:
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18 September 2026
Mayer Brown once again recognized at GlobalCapital's Americas Derivatives Awards
NEW YORK - Mayer Brown has again been named "Americas Law Firm of the Year (Overall)" and "US Law Firm of the Year" at GlobalCapital's 2026 Global Americas Derivatives Awards. These awards recognize innovation, growth, and work that improves the derivatives industry.
This is the fifth year in a row that Mayer Brown has won the Americas Law Firm of the Year (Overall) award and the seventh time in nine years.The awards highlight Mayer Brown's work on behalf of clients involving both regulatory and transactional matters. The firm was particularly selected for its innovative deal work.
"We are honored to be recognized by GlobalCapital and grateful for the trust our clients continue to place in our team," said Ed Parker, global leader of the firm's Derivatives & Structured Products practice. "The past year has been one of the most active periods for product development in recent memory--whether advising clients on the impact of Basel III 'Endgame' proposals, helping banks achieve regulatory capital relief through synthetic risk transfer transactions, or guiding clients on products that deliver defined outcomes in new formats. Much of this innovation has been driven directly by regulatory change. Being selected for our innovative transactional work reflects both the depth of these regulatory shifts and the collaborative work we do alongside our clients."
GlobalCapital is a principal news, opinion and data service for people and institutions in the international capital markets.
Mayer Brown is one of the only firms with a leading Derivatives & Structured Products practice in the US, Europe, and Hong Kong. The firm is ranked by Chambers Global for Capital Markets: Structured Finance, Securitization & Derivatives (Global-wide: Multi-Jurisdictional); Chambers UK for Capital Markets: Derivatives (London); Chambers UK for Capital Markets: Structured Products (London); Chambers USA for Capital Markets: Derivatives (Nationwide) and Capital Markets: Structured Products (Nationwide); IFLR1000 for Capital Markets: Derivatives (US); and The Legal 500 US for Structured Finance: Derivatives & Structured Products, as well as Tax: Financial Products.
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Original text here: https://www.mayerbrown.com/en/news/2026/09/mayer-brown-once-again-recognized-at-globalcapitals-americas-derivatives-awards
[Category: BizLaw/Legal]
Littler: Further Developments on France's Draft Pay Transparency Bill
SAN FRANCISCO, California, Sept. 19 -- Littler, a law firm, issued the following news:
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Further Developments on France's Draft Pay Transparency Bill
By Jacques de Tonquedec and Magali Marguerite
September 18, 2026
At a Glance
* France released a revised version of its draft law to implement the EU Pay Transparency Act.
* The revised bill retains the main mechanisms to ensure pay transparency, but does introduce several notable clarifications.
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On September 10, 2026, a new version of the preliminary draft bill transposing the EU Pay Transparency Directive into French national law
... Show Full Article
SAN FRANCISCO, California, Sept. 19 -- Littler, a law firm, issued the following news:
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Further Developments on France's Draft Pay Transparency Bill
By Jacques de Tonquedec and Magali Marguerite
September 18, 2026
At a Glance
* France released a revised version of its draft law to implement the EU Pay Transparency Act.
* The revised bill retains the main mechanisms to ensure pay transparency, but does introduce several notable clarifications.
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On September 10, 2026, a new version of the preliminary draft bill transposing the EU Pay Transparency Directive into French national lawwas unveiled and presented to the Council of Ministers. The text has undergone significant editorial revisions, without any substantial changes to its overall structure.
The main mechanisms for pay transparency have not changed:
* The obligation to state a starting pay range in job advertisements;
* The prohibition on asking job applicants for details of their current or previous remuneration;
* The prohibition on including salary non-disclosure clauses in employment contracts;
* The individual right of every employee to request information on their average remuneration level and on the average remuneration levels, broken down by gender, of employees in their category of work of equal status or equal value;
* The requirement for any company with at least 50 employees to report on indicators relating to the gender pay gap. (Note, pre-existing French legislation requires a form of reporting for employers with at least 50 employees. Like the initial implementing draft, the new proposal is also more stringent than the Directive's 100-employee mandatory reporting threshold by keeping the 50-employee threshold already in existence).
This new version is, however, not without changes and introduces several notable clarifications or adjustments.
Clarifications on the concept of remuneration?
As in previous versions of the text, the task of specifying which elements of remuneration are to be taken into account - particularly for the calculation of remuneration levels - remains a matter for the regulatory authorities.
The new draft, however, provides an interesting clarification by expressly referring to Article L. 3221-3 of the Labor Code to define the concept of remuneration. This same provision already forms the basis for the definition of remuneration used in the context of the gender equality index.
Subject to further clarification to be provided by regulation, this reference could therefore suggest that the remuneration base currently used for the gender equality index will also be applied when implementing the rules on pay transparency. In this scenario, certain elements would remain excluded from the calculation of remuneration levels, in particular sums paid in respect of employee savings schemes, as well as remuneration for overtime and additional hours.
Time limit for the employer to respond to an individual request
The text now specifies that the employer has a time limit, the duration of which will be set by decree but may not exceed two months, to respond to an employee's request regarding their average remuneration level and the average remuneration levels applicable to their job category.
Refusal to provide information
The new text broadens the grounds the employer may invoke with regard to both a refusal to comply with an individual request for information from an employee and the failure to disclose the results of the indicator relating to pay gaps between women and men within a category of workers performing the same work or work of equal value.
Per the text, an employer may refuse to disclose the requested information where such disclosure is likely to result, directly or indirectly, in the disclosure of details relating to the remuneration of an identifiable employee. Among the situations that may justify such a refusal is, in particular, the case where the number of employees of at least one of the two genders within the relevant category falls below a threshold to be set by decree.
The scope of this exception has thus been significantly broadened. While the previous version appeared to make the condition relating to the number of employees in the category a prerequisite for refusing to disclose information, the new wording allows the employer to invoke any ground that could lead to the indirect identification of an employee's remuneration.
Furthermore, the condition relating to the number of employees has been revised. The previous version referred to the total number of employees comprising the relevant category, without distinction as to gender. The new wording adopts an approach more consistent with the objective pursued by now focusing on the number of employees belonging to at least one of the two genders within that category, a criterion that is more relevant for assessing the risk of individual identification.
Reporting of indicators
The explanatory memorandum accompanying this new version of the draft bill specifies that there will be seven indicators to be published, corresponding to those set out in the Directive. It also states that the threshold for the average pay gap between women and men in the same category of workers, which triggers the obligation to implement corrective measures, will be set at 5%.
The draft bill also extends the right to obtain explanations regarding the published indicators. In companies with at least 100 employees, the Social and Economic Committee ("CSE"), employees and trade union representatives will now be able to request further details on all the indicators reported. In previous versions of the text, this right was limited solely to the indicator relating to the average pay gap between women and men in the same category of workers.
Finally, very minor amendments were made to the procedures for reducing pay gaps. The text grants the administrative authority the power to issue a formal notice where it is found that the required measures have not been implemented. Furthermore, the methods for calculating the headcount taken into account will now be determined by a regulatory power, whereas previous versions of the draft bill defined them directly.
Definition of categories of work of equal work or equal value
Among the objective criteria that may be taken into account when assessing whether work is of equal value, the text now adds technical skills to the criteria already set out, namely professional knowledge, experience, non-technical skills, responsibilities, working conditions and physical or mental strain. This concept refers to the mastery of specific technical expertise.
Furthermore, the role of the industry sector ("secteur") is evolving. While the previous version provided for the commencement of negotiations directly concerning the categorization of employees performing work of equal value or of equal standing, the new text now aims to establish a method for categorization. The industry sector is therefore no longer responsible for defining employee categories itself, but rather for providing a methodological framework that can be used by companies.
Consequently, the preferred means of establishing categories remains the company-level agreement; failing that, the employer establishes them by unilateral decision, with the employer being given the option to apply the method defined by the sector.
Penalties
The new version of the draft bill does not call into question the general structure of the sanctions already provided. It does, however, introduce a new instance of a financial penalty applicable where the works council (CSE) has not been consulted on the action plan drawn up by the employer following a joint assessment report.
Furthermore, the draft sets out the circumstances in which a penalty of 450 euros may be imposed in the event of a breach of the provisions relating, on the one hand, to the employee's individual right to obtain information about their remuneration and, on the other hand, to the right to request explanations regarding the indicators.
Timetable
The parliamentary timetable for this bill remains uncertain; the Minister for Labor hopes it will be adopted by the end of February 2027, but nothing is guaranteed.
In the meantime, the Ministry of Labor, in a press release dated September 10, confirmed that "in order to allow sufficient time for the various stakeholders to adapt (...), the current reporting of the professional equality index will continue in 2027 . . .this will ensure employers have the visibility required for the smooth running of the 2027 declaration and to anticipate the transition to the indicators of the directive starting in 2028."
Despite the hint of additional time to prepare in France, we recommend that employers do not slow down compliance efforts.
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Authors
Jacques de Tonquedec
Partner
Paris
jdetonquedec@littler.com
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Magali Marguerite
Associate
Paris
mmarguerite@littler.com
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Original text here: https://www.littler.com/news-analysis/asap/further-developments-frances-draft-pay-transparency-bill
[Category: BizLaw/Legal]
Fisher Phillips Issues Insight: Is Your Non-Profit Considering Employee Volunteer Opportunities? Here's What DOL Just Said About Wage and Hour Compliance
ATLANTA, Georgia, Sept. 19 -- Fisher Phillips, a law firm, issued the following Insight:
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Is Your Non-Profit Considering Employee Volunteer Opportunities? Here's What DOL Just Said About Wage and Hour Compliance
Sep 18, 2026
This Labor Day brought good news for puppies and non-profits nationwide. A new opinion letter from the Department of Labor (DOL) provides some clarity to the inconsistent federal case law addressing whether a non-profit employee can volunteer for the same organization that employs them. The answer is yes, so long as certain conditions are met. Here's what the DOL said
... Show Full Article
ATLANTA, Georgia, Sept. 19 -- Fisher Phillips, a law firm, issued the following Insight:
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Is Your Non-Profit Considering Employee Volunteer Opportunities? Here's What DOL Just Said About Wage and Hour Compliance
Sep 18, 2026
This Labor Day brought good news for puppies and non-profits nationwide. A new opinion letter from the Department of Labor (DOL) provides some clarity to the inconsistent federal case law addressing whether a non-profit employee can volunteer for the same organization that employs them. The answer is yes, so long as certain conditions are met. Here's what the DOL saidon September 7 about employees who work for a non-profit that breeds and trains service dogs and how the opinion letter may impact your organization's policies on employee volunteer opportunities.
When is Volunteering Really Volunteering?
The DOL Wage and Hour Division's September 7 opinion letter addresses whether exempt employees of a non-profit that breeds and trains service dogs may volunteer outside their regular work hours to provide at-home juvenile canine-socialization services (also referred to as "puppy raising") for the organization. Notably, the opinion letter applies a similarly simple test to exempt and non-exempt employees who choose to volunteer - outside their normal work hours - for the non-profit that employs them.
The letter identifies four conditions that distinguish a volunteer from an employee:
1. The worker freely agreed to provide the volunteer services;
2. The employer did not coerce the worker to provide those services;
3. The worker did not expect payment for the volunteer services rendered; and
4. The volunteer services provided are not the same type of services the non-profit employs the worker to perform.
If any of these conditions are not met, then the employee is not truly a volunteer and is performing additional services as part of the employment relationship. The time would be considered hours worked under the Fair Labor Standards Act (FLSA) if it otherwise qualifies as compensable time.
* Key Point: A non-profit employee can't be both a paid employee and an unpaid volunteer while performing the same type of work for the same employer.
Considerations for Exempt Employees
The DOL noted that an employee's exempt status may become relevant if the "volunteer" work doesn't meet the requirements listed above. They may perform additional volunteer work, even if it is substantially similar to their existing job duties, without extra compensation so long as the employee continues to meet both the primary duty and salary tests.
* Compliance Tip: This analysis requires a fact-specific assessment. The organization must determine whether the employee's primary duty, and therefore exempt status, is affected by the volunteer services provided. Non-profits should not assume that exempt employees will remain exempt just because they receive a salary, if they engage in volunteer work that is substantially similar to the services they are employed to provide.
What This Means for Your Non-Profit
If employees are serving in substantially similar volunteer roles, you should first determine whether they are exempt or non-exempt employees. Non-exempt employees would need to be compensated for the additional hours worked if they do not meet the criteria to be truly "volunteer."
For exempt employees, it may be possible for additional work to be compensated through the employee's existing salary. But the organization should assess whether the employee continues to satisfy the applicable duty and salary tests.
For each employee interested in volunteering, consider taking the following steps:
* Review your current policies and practices.
* Compare the employees' regular duties with the proposed volunteer work to ensure they are not the same type of services.
* Avoid incentives for volunteering, which could make the opportunity look coercive.
* Do not make continued employment contingent on volunteer service.
* Do not pay or promise to pay employees for volunteer duties.
* Reach out to your attorney with any compliance questions regarding exempt and non-exempt staff.
* Quick Note on Opinion Letters: Opinion letters are formal, written guidance from DOL officials explaining how the agency would apply the law to a specific set of facts. While the letters are not binding on courts, they do serve as a powerful compliance tool and can be used as persuasive authority in defending a claim under the FLSA or to demonstrate good faith to avoid liquidated damages. The DOL issued two additional opinion letters on September 7 on tip pools and meal breaks, which you can read about here.
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Related People
Alba V. Aviles
Partner
aaviles@fisherphillips.com
90/516-1058
* * *
Lindsay Rosas
Associate
lrosas@fisherphillips.com
213/403-9638
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Original text here: https://www.fisherphillips.com/en/insights/insights/is-your-non-profit-considering-employee-volunteer-opportunities
[Category: BizLaw/Legal]
Dentons Voted "Best Law Firm" in Des Moines for 21 Consecutive Years
WASHINGTON, Sept. 19 -- Dentons, a law firm, issued the following news:
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Dentons voted "Best Law Firm" in Des Moines for 21 consecutive years
September 18, 2026
For over two decades, Dentons Davis Brown has been named Best Law Firm in Des Moines by the Business Record's annual "Best of Des Moines" survey.
This milestone recognition reflects the trust our clients, colleagues, and community place in us. From navigating Iowa laws to managing global complexities, our team is proud to serve Des Moines and all of Iowa with exceptional client service.
Business Record readers vote annually for
... Show Full Article
WASHINGTON, Sept. 19 -- Dentons, a law firm, issued the following news:
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Dentons voted "Best Law Firm" in Des Moines for 21 consecutive years
September 18, 2026
For over two decades, Dentons Davis Brown has been named Best Law Firm in Des Moines by the Business Record's annual "Best of Des Moines" survey.
This milestone recognition reflects the trust our clients, colleagues, and community place in us. From navigating Iowa laws to managing global complexities, our team is proud to serve Des Moines and all of Iowa with exceptional client service.
Business Record readers vote annually fortheir city favorites in a variety of categories including Best CEO, Best Non-Profit, Best Bank, Best Restaurant and several others.
The complete list of 2026 winners is available in the September 18 edition of the Business Record.
For more information about Dentons offices in Iowa, visit www.dentons.com/Iowa.
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About Dentons Davis Brown PC
Dentons Davis Brown is a full-service Iowa law firm providing uniquely global and deeply local legal solutions to help clients succeed. Founded in 1929, the firm operates three offices in Iowa and is part of Dentons, the world's largest law firm with a presence in over 85 countries. Learn more at www.dentons.com/Iowa.
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Original text here: https://www.dentons.com/en/about-dentons/news-events-and-awards/news/2026/september/dentons-voted-best-law-firm-in-des-moines-for-21-consecutive-years
[Category: BizLaw/Legal]
Clark Hill: Federal Court Blocks DHS Rule Limiting F, J, and I Visa Duration
BIRMINGHAM, Michigan, Sept. 19 -- Clark Hill, a law firm, issued the following legal update:
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Federal Court Blocks DHS Rule Limiting F, J, and I Visa Duration
September 18, 2026
Author
Lindsey M. Medina
On September 14, 2026, the U.S. District Court for the District of Massachusetts issued a nationwide preliminary injunction preventing the Department of Homeland Security (DHS) from implementing its new rule that would have replaced the longstanding "duration of status" framework for F-1 students, J-1 exchange visitors, and I visa holders (foreign journalists).
Key Takeaways
* The rule
... Show Full Article
BIRMINGHAM, Michigan, Sept. 19 -- Clark Hill, a law firm, issued the following legal update:
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Federal Court Blocks DHS Rule Limiting F, J, and I Visa Duration
September 18, 2026
Author
Lindsey M. Medina
On September 14, 2026, the U.S. District Court for the District of Massachusetts issued a nationwide preliminary injunction preventing the Department of Homeland Security (DHS) from implementing its new rule that would have replaced the longstanding "duration of status" framework for F-1 students, J-1 exchange visitors, and I visa holders (foreign journalists).
Key Takeaways
* The ruleis currently on hold nationwide and did not take effect on September 15, 2026 as scheduled.
* DHS's rule would have:
- Limited F-1 and J-1 status to a maximum of four years.
- Limited I visa holders to 240 days.
- Required many individuals to file discretionary, non-appealable extension requests with USCIS to remain in the United States beyond those periods.
- Restricted certain program changes, transfers, and additional degree pursuits for F-1 students.
Practical Impact
Because the injunction applies nationwide:
* The existing duration of status (D/S) framework remains in effect for F-1, J-1, and I nonimmigrants.
* International students and exchange visitors may continue to maintain status under current rules without the new fixed-period admission requirements.
What's Next?
The injunction is temporary and will remain in place while the litigation proceeds. DHS may appeal the decision, and the court has not yet issued a final ruling on the merits of the case.
Clark Hill will continue to monitor developments and provide updates as this litigation progresses.
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This publication is intended for general informational purposes only and does not constitute legal advice or a solicitation to provide legal services. The information in this publication is not intended to create, and receipt of it does not constitute, a lawyer-client relationship. Readers should not act upon this information without seeking professional legal counsel. The views and opinions expressed herein represent those of the individual author(s) only and are not necessarily the views of Clark Hill PLC or Clark Hill Solicitors LLP. Although we attempt to ensure that postings on our website are complete, accurate, and up to date, we assume no responsibility for their completeness, accuracy, or timeliness.
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Original text here: https://www.clarkhill.com/news-events/news/massachusetts-court-blocks-dhs-student-visa-rule/
[Category: BizLaw/Legal]
Alston & Bird Advised TOF Manager on Formation of The Ohio Institutional Impact Fund II
ATLANTA, Georgia, Sept. 19 -- Alston and Bird, a law firm, issued the following news release:
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September 18, 2026
Alston & Bird Advised TOF Manager on Formation of The Ohio Institutional Impact Fund II
Alston & Bird advised TOF Manager LLC, dba The O.H.I.O Fund, on the formation of The Ohio Institutional Impact Fund II, which recently announced its first closing. The fund represents the continuation of The O.H.I.O.
Fund's strategy of investing growth capital across leading sectors in Ohio, including advanced manufacturing, technology, infrastructure, and real estate.
This fund will
... Show Full Article
ATLANTA, Georgia, Sept. 19 -- Alston and Bird, a law firm, issued the following news release:
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September 18, 2026
Alston & Bird Advised TOF Manager on Formation of The Ohio Institutional Impact Fund II
Alston & Bird advised TOF Manager LLC, dba The O.H.I.O Fund, on the formation of The Ohio Institutional Impact Fund II, which recently announced its first closing. The fund represents the continuation of The O.H.I.O.
Fund's strategy of investing growth capital across leading sectors in Ohio, including advanced manufacturing, technology, infrastructure, and real estate.
This fund willgenerally invest alongside the flagship evergreen vehicle The Ohio High Growth Investment Opportunities Fund, enabling The O.H.I.O. Fund to deploy approximately $700 million in committed capital across vehicles for its Ohio-centric strategy.
The Alston & Bird team advising The O.H.I.O. Fund was co-led by partners Heather Wyckoff and Sam Roh (Investment Funds).
The team also included counsel Yasmin Naghash and senior associate Maria Liberopoulos (Investment Funds); and partners Cliff Stanford (Bank Regulatory), Chaim Stern (Federal & International Tax), and Meredith Gage (Employee Benefits & Executive Compensation).
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URL: TOF Manager
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Original text here: https://www.alston.com/en/insights/news/2026/09/tof-manager-fund-formation-ohio-impact-fund-ii
[Category: BizLaw/Legal]
