Featured Stories
Tonkon Torp: Kristin Bremer Moore Becomes Founding Board Member of Carnivore Crossroads
PORTLAND, Oregon, July 31 -- Tonkon Torp, a law firm, issued the following news:
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Kristin Bremer Moore Becomes Founding Board Member of Carnivore Crossroads
Tonkon Torp partner Kristin Bremer Moore has become a founding member of the Board of Directors for Carnivore Crossroads, a nonprofit organization dedicated to conserving native large carnivores while helping people and wildlife thrive across shared landscapes.
"The long-term conservation of large carnivores depends on bringing together people with different perspectives to find practical, lasting solutions," said Bremer Moore. "Carnivore
... Show Full Article
PORTLAND, Oregon, July 31 -- Tonkon Torp, a law firm, issued the following news:
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Kristin Bremer Moore Becomes Founding Board Member of Carnivore Crossroads
Tonkon Torp partner Kristin Bremer Moore has become a founding member of the Board of Directors for Carnivore Crossroads, a nonprofit organization dedicated to conserving native large carnivores while helping people and wildlife thrive across shared landscapes.
"The long-term conservation of large carnivores depends on bringing together people with different perspectives to find practical, lasting solutions," said Bremer Moore. "CarnivoreCrossroads' commitment to science, collaboration, and responsible stewardship is what inspired me to become a founding board member, and I look forward to helping advance its mission."
Through science, practical conflict mitigation, policy engagement, and collaborative partnerships, Carnivore Crossroads works to reduce conflict between people and wildlife while building lasting conservation solutions throughout the American West and beyond.
Kristin Bremer Moore is Chair of Tonkon Torp's Labor & Employment Practice Group.
She exclusively represents employers in claims involving discrimination, retaliation, wrongful discharge, and other employment matters. She also advises employers of all sizes, including nonprofit organizations, on wage and hour compliance, collective actions under the FLSA, workplace harassment, FMLA/OFLA, ADA compliance, and whistleblower matters.
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About Tonkon Torp
Tonkon Torp LLP is a leading business and litigation law firm serving public companies, substantial private enterprises, entrepreneurial businesses, and individuals throughout the Pacific Northwest. Founded in 1974, the firm provides practical legal counsel across a broad range of business, transactional, regulatory, and litigation matters. Learn more at tonkon.com.
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Original text here: https://tonkon.com/news/kristin-bremer-moore-becomes-founding-board-member-of-carnivore-crossroads/
[Category: BizLaw/Legal]
Pillsbury's Intellectual Property Practice Earns Top Honors in Managing IP's 2026 IP Stars Directory
NEW YORK, July 31 -- Pillsbury, a law firm, issued the following news release:
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Pillsbury's Intellectual Property Practice Earns Top Honors in Managing IP's 2026 IP Stars Directory
Pillsbury's Intellectual Property practice has once again earned top honors in Managing IP's 2026 IP Stars directory, receiving multiple firm and individual rankings in patent and trademark prosecution and disputes.
Spanning a broad range of intellectual property practice areas and more than 50 jurisdictions, the Managing IP Awards program is one of the legal industry's most comprehensive and highly regarded
... Show Full Article
NEW YORK, July 31 -- Pillsbury, a law firm, issued the following news release:
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Pillsbury's Intellectual Property Practice Earns Top Honors in Managing IP's 2026 IP Stars Directory
Pillsbury's Intellectual Property practice has once again earned top honors in Managing IP's 2026 IP Stars directory, receiving multiple firm and individual rankings in patent and trademark prosecution and disputes.
Spanning a broad range of intellectual property practice areas and more than 50 jurisdictions, the Managing IP Awards program is one of the legal industry's most comprehensive and highly regardedrecognition programs. The IP Stars rankings are based on in-depth research that incorporates client and peer feedback, along with information submitted by participating firms.
This year, five Pillsbury attorneys were recognized as IP Stars, an honor that identifies veteran intellectual property practitioners who are widely recommended by clients and peers.
The individually ranked attorneys include:
* Ranjini Acharya - Patent Star, Top 250 Women in IP (California)
* Callie Bjurstrom - Trademark Star (California)
* J. Rick Tache - Patent Star (California)
* Mark Abate - Patent Star (New York)
* Jack Barufka - Patent Star (Virginia)
In addition to its individual honors, the firm achieved multiple practice rankings across key IP categories. Pillsbury was "Recommended" in Trademark Disputes and Trademark Prosecution in California, while the firm was ranked nationally for Trademark Prosecution. The firm was also "Recommended" for Patent Prosecution in California and nationally ranked in the same category. Notably, the firm's IP practice in Virginia earned a distinction as "Highly Recommended" in Virginia.
Recognized as offering among the most skilled and highly regarded IP practices, Pillsbury has provided comprehensive intellectual property advice and protection to clients worldwide for more than 120 years. The team asserts and defends infringement claims and resolves IP-related disputes before regulatory bodies, in courts and at the negotiating table. To learn more about Pillsbury's Intellectual Property practice, click here (https://www.pillsburylaw.com/en/services/intellectual-property/).
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Original text here: https://www.pillsburylaw.com/en/news-and-insights/pillsbury-ip-practice-top-honors-managing-ips-2026-ip-stars-directory.html
[Category: BizLaw/Legal]
Richmond Law Firm McGuireWoods' Eric Olshan Named to International Academy of Trial Lawyers
RICHMOND, Virginia, July 31 -- McGuireWoods, a law firm, issued the following news release:
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McGuireWoods' Eric Olshan Named to International Academy of Trial Lawyers
McGuireWoods partner Eric G. Olshan has been inducted as a fellow of the prestigious International Academy of Trial Lawyers, an honor reserved for lawyers who attain the highest level of advocacy.
The academy limits membership to 500 active trial lawyers from the United States, including prosecutors, plaintiffs' lawyers, and criminal and civil defense lawyers. Invitations to join the academy are reserved for those who have
... Show Full Article
RICHMOND, Virginia, July 31 -- McGuireWoods, a law firm, issued the following news release:
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McGuireWoods' Eric Olshan Named to International Academy of Trial Lawyers
McGuireWoods partner Eric G. Olshan has been inducted as a fellow of the prestigious International Academy of Trial Lawyers, an honor reserved for lawyers who attain the highest level of advocacy.
The academy limits membership to 500 active trial lawyers from the United States, including prosecutors, plaintiffs' lawyers, and criminal and civil defense lawyers. Invitations to join the academy are reserved for those who havedemonstrated excellence throughout their careers in jury trials, bench trials and appellate practice. A comprehensive screening process that includes peer and judicial review is used to identify the most qualified candidates for induction.
Olshan helps clients navigate complex government investigations, enforcement actions and high-stakes litigation. Before joining McGuireWoods in 2025, he served in the U.S. Department of Justice for over 17 years, culminating in his appointment by the President and unanimous confirmation by the Senate as U.S. Attorney for the Western District of Pennsylvania.
During his career in government, Olshan spent over 15 years as a white collar prosecutor, including 10 years as a trial attorney and deputy chief in the DOJ Criminal Division's Public Integrity Section in Washington, D.C., and over five years as an Assistant U.S. Attorney and chief of the Economic/Cyber/National Security Crimes Section in the Western District of Pennsylvania.
As U.S. Attorney, Olshan led the three-month capital trial of the shooter who murdered 11 worshipers at Pittsburgh's Tree of Life synagogue in 2018, the worst antisemitic mass shooting in U.S. history. Olshan has practiced in federal courts across the country and tried more than two dozen cases to verdict, including federal white collar trials in seven federal districts. A skilled appellate advocate, he has handled successful appeals in the U.S. Courts of Appeals for the Third, Fourth, Fifth, and Eleventh Circuits.
"I am honored to be selected to an organization dedicated to the rule of law," Olshan said. "I look forward to joining my fellow members in pursuing the academy's mission to hold judges and lawyers to the highest standards of competency, integrity and civility."
Olshan is the third McGuireWoods partner inducted into the academy, following partners Mark Anderson and Samuel Tarry. "Eric's induction into the International Academy of Trial Lawyers is a testament to his skill, judgment and integrity," said Noreen Kelly, McGuireWoods' deputy managing partner and head of litigation. "His trial experience and leadership at DOJ make him an extraordinary resource for our clients, and we are proud to see his talents recognized by his peers in this way."
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Original text here: https://www.mcguirewoods.com/news/press-releases/2026/7/mcguirewoods-eric-olshan-named-to-international-academy-of-trial-lawyers/
[Category: BizLaw/Legal]
K&L Gates Advises Astanor Growth on Investment in RFI Ingredients
PITTSBURGH, Pennsylvania, July 31 -- K&L Gates, a law firm, issued the following news release:
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K&L Gates Advises Astanor Growth on Investment in RFI Ingredients
Global law firm K&L Gates LLP advised Astanor Growth on its strategic minority investment in RFI Ingredients, a leading provider of turnkey natural extract ingredients and nutraceutical solutions.
The investment, completed alongside French investors Aurae and La Maison Partners, aligns with Astanor Growth's strategy of partnering with innovative businesses advancing sustainable and health-focused consumer markets and is expected
... Show Full Article
PITTSBURGH, Pennsylvania, July 31 -- K&L Gates, a law firm, issued the following news release:
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K&L Gates Advises Astanor Growth on Investment in RFI Ingredients
Global law firm K&L Gates LLP advised Astanor Growth on its strategic minority investment in RFI Ingredients, a leading provider of turnkey natural extract ingredients and nutraceutical solutions.
The investment, completed alongside French investors Aurae and La Maison Partners, aligns with Astanor Growth's strategy of partnering with innovative businesses advancing sustainable and health-focused consumer markets and is expectedto support RFI Ingredients' continued growth and international expansion.
Astanor Growth is a global growth equity investor focused on companies advancing the future of food, agriculture, and human health. Its investment in RFI Ingredients reflects its commitment to supporting businesses driving innovation across the health and wellness sector.
The K&L Gates team was led by New York partner Josh Berick, Nashville associate Leah Eubanks, and New York associate Mollie Carney.
K&L Gates' Corporate practice is one of the most substantial in the legal industry, with hundreds of lawyers in offices across the globe providing clients with practical legal solutions in the structuring, financing, and closing of domestic, international, and cross-border transactions.
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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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URL: Astanor Growth
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Original text here: https://www.klgates.com/KL-Gates-Advises-Astanor-Growth-on-Investment-in-RFI-Ingredients-7-30-2026
[Category: BizLaw/Legal]
Fisher Phillips Issues Insight: German Coalition Agrees to Major Labor and Data Protection Reforms - 6 Key Takeaways for Multinational Employers
ATLANTA, Georgia, July 31 -- Fisher Phillips, a law firm, issued the following insight on July 30, 2026:
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German Coalition Agrees to Major Labor and Data Protection Reforms: 6 Key Takeaways for Multinational Employers
Germany's ruling coalition agreed earlier this month to a reform package that could significantly affect how employers manage hiring, term contracts, separations, scheduling, pay practices, and workplace data in Germany. US companies with German employees should pay attention now because the package signals a more employer-flexible approach in some areas of labor law, while
... Show Full Article
ATLANTA, Georgia, July 31 -- Fisher Phillips, a law firm, issued the following insight on July 30, 2026:
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German Coalition Agrees to Major Labor and Data Protection Reforms: 6 Key Takeaways for Multinational Employers
Germany's ruling coalition agreed earlier this month to a reform package that could significantly affect how employers manage hiring, term contracts, separations, scheduling, pay practices, and workplace data in Germany. US companies with German employees should pay attention now because the package signals a more employer-flexible approach in some areas of labor law, whilestill preserving Germany's broader compliance-heavy framework on privacy, worker protections, and co-determination. Here's what multinational businesses need to know.
What Happened?
The ruling coalition - the center-right Christian Democratic Union (CDU) and its sister party, the Christian Social Union (CSU), together with the center-left Social Democratic Party (SPD) - has approved a broader "Reform Package for Germany" that includes measures to boost flexibility, investment, and labor-market mobility.
This reform effort builds on earlier coalition planning that already signaled a push toward labor-market modernization, increased working-time flexibility, and changes to the data protection landscape. Although many proposals will still require legislation or further implementation steps, the package gives multinational employers a useful preview of the coalition's priorities.
* Employer Impact: The government seems prepared to revisit some long-standing German employment protections that many foreign employers have viewed as rigid, especially in the areas of fixed-term contracts and dismissal protection.
6 Key Takeaways
1. Germany's ruling coalition wants to make fixed-term hiring more flexible by extending the maximum duration for certain contracts from 24 months to 48 months, with up to six extensions for employees hired through the end of 2030.
2. The reform package also contemplates softening dismissal protection for certain high earners, with reports indicating that employees earning more than 177,450 euros per year could be easier to terminate under planned changes with severance payment options.
3. "Telephone sick notes" allow doctors to issue medical certificates for sick leave through remote visits. These are currently required after three days of illness. This COVID-era practice will be abolished, and employees will have to provide a medical certificate from day one of an illness. Additionally, stricter sanctions will apply for improper certificates.
4. Tax favored Sunday and holiday premiums will increase for higher hourly wages, and premiums under collective agreements will be exempt from social security contributions.
5. Severance payments will receive tax advantages when employees quickly move into new jobs, with greater benefits for faster re employment.
6. The coalition also appears interested in centralizing private-sector data protection oversight and reducing compliance burdens in some lower-risk areas, but employers should not expect any immediate retreat from Germany's generally strict privacy culture.
What Does This Mean for Multinational Employers?
Expanded Fixed-Term Employment: The most significant change for many multinational employers may be the planned expansion of fixed-term employment. According to reporting on the coalition package, employers would be allowed to use fixed-term contracts without objective justification for up to 48 months, with as many as six extensions and one additional rehiring for employees hired through the end of 2030.
* Employer Impact: If enacted, this would mark a major departure from the current 24-month limit and could give employers more room to staff uncertain business lines, launch new operations, or scale gradually before committing to indefinite employment.
Reduced Dismissal Protections for Higher Earners: Reporting indicates that employees earning more than 177,450 euros per year may be easier to terminate under the coalition's planned approach, which would represent a meaningful shift in a country known for strong termination protections.
* Employer Impact: For multinational employers, this could modestly improve flexibility in senior-level restructurings or failed executive hires, though any practical benefit will depend on how the final law is drafted and how German courts interpret it.
More Practical Tools for HR Operations: The coalition's labor package also continues themes from earlier planning documents that matter to HR operations. These include a possible shift from a daily maximum working-time model to a weekly maximum framework, support for tax-favored overtime, and incentives for part-time employees to work additional hours.
* Employer Impact: Taken together, these ideas reflect a broader policy goal of increasing workforce participation and giving employers more practical scheduling tools in a tight labor market.
Centralized Private-Sector Data Protection: The coalition has reportedly signaled interest in centralizing oversight of private-sector data protection under federal authority and reducing burdens for lower-risk processing.
* Employer Impact: This could eventually help employers operating across multiple German states by reducing inconsistent regulatory interpretations, but businesses should not treat this as permission to relax compliance because Germany's employee-data rules and privacy enforcement culture remain demanding.
What Should Employers Do Now?
Multinational companies with operations in Germany should start preparing now rather than waiting for final legislation:
* Review hiring strategies in Germany to determine whether longer fixed-term arrangements would be useful if the reform becomes law.
* Reassess termination planning for senior staff and monitor whether reported plans to reduce dismissal protections for high earners actually move forward in legislative form.
* Evaluate scheduling, overtime, and part-time staffing models in light of the coalition's broader working-time flexibility agenda.
* Audit employee-data processing practices, especially in HR systems, workplace monitoring, and digital management tools, because any future simplification will still operate within the GDPR and Germany's protective privacy framework.
Conclusion
Companies that track these developments early will be better positioned to adjust hiring models, workforce planning, and data governance before the proposals become binding law. We will continue to monitor developments related to legal changes in Germany and any new rules or guidelines that affect the workplace. Make sure you are subscribed to Fisher Phillips' Insight System to get the most up-to-date information. If you have questions, contact your Fisher Phillips attorney, the author of this Insight, or any attorney in our International Practice Group.
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Related People
Mauricio Foeth
Of Counsel
+52 55 48992148/+49 1575 8880464
mfoeth@fisherphillips.mx
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Original text here: https://www.fisherphillips.com/en/insights/insights/german-coalition-agrees-to-major-labor-and-data-protection-reforms
[Category: BizLaw/Legal]
Faegre Drinker Issues Commentary: EU AI Act -- Commission Confirms Transparency Code of Practice as Adequate and Publishes Final Version of Its Guidelines on Transparency Obligations
MINNEAPOLIS, Minnesota, July 31 -- Faegre Drinker Biddle and Reath, a law firm, issued the following commentary on July 30, 2026, by associate Charlotte H N Perowne, partner Huw Beverley-Smith and trainee solicitor James Ford:
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EU AI Act -- Commission Confirms Transparency Code of Practice as Adequate and Publishes Final Version of Its Guidelines on Transparency Obligations
Compliance deadline of 2 August 2026 approaches for providers and deployers of GenAI systems.
At a Glance
* Article 50 of the EU AI Act (the Act) imposes two core transparency duties: providers of generative AI systems
... Show Full Article
MINNEAPOLIS, Minnesota, July 31 -- Faegre Drinker Biddle and Reath, a law firm, issued the following commentary on July 30, 2026, by associate Charlotte H N Perowne, partner Huw Beverley-Smith and trainee solicitor James Ford:
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EU AI Act -- Commission Confirms Transparency Code of Practice as Adequate and Publishes Final Version of Its Guidelines on Transparency Obligations
Compliance deadline of 2 August 2026 approaches for providers and deployers of GenAI systems.
At a Glance
* Article 50 of the EU AI Act (the Act) imposes two core transparency duties: providers of generative AI systemsmust ensure their outputs are marked in a machine-readable format that is detectable as artificially generated, and deployers must disclose to end-users when they are viewing a deepfake or certain AI-generated text on matters of public interest.
* The European Commission and the AI Board have confirmed that the Code of Practice on Transparency of AI-Generated Content (the Code) is adequate for demonstrating compliance with the EU AI Act's Article 50 transparency obligations, which become enforceable on 2 August 2026. Because the Act applies extraterritorially, this will include US-headquartered businesses whose AI outputs reach EU users, regardless of where those businesses are established, exposing noncompliant organisations to fines of up to Euros15 million or 3% of worldwide annual turnover.
* The Code generally requires providers to implement multilayered machine-readable marking of AI-generated outputs and deployers to label deepfakes and certain AI-generated text.
* Under the formally adopted AI Omnibus, systems already on the market before 2 August 2026 have until 2 December 2026 to implement the Article 50(2) marking requirement. Fines for noncompliance can reach Euros15 million, or 3% of worldwide annual turnover.
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Background
On 20 July 2026, the European Commission published the final version of its Guidelines on Transparency Obligations for Providers and Deployers of AI Systems under Article 50 of the AI Act (the Guidelines). These replace the May 2026 consultation draft and will serve as the primary reference document that national market surveillance authorities use when assessing whether providers and deployers have met their transparency obligations. Their publication, alongside the Commission's and AI Board's adequacy confirmations of the Code of Practice earlier this month, means that both the compliance framework and interpretive guidance are now in their settled form, less than two weeks before enforcement begins.
The Code is a voluntary, Commission-facilitated instrument. While it does not create new legal duties, it sets out concrete implementation measures that, if followed, provide an adequate route for satisfying the transparency obligations under Article 50. Signing the Code is not, however, a safe harbour: the Commission and AI Board have each stated that adherence serves as a guiding reference for demonstrating compliance but does not, by itself, discharge the underlying statutory duty. National market surveillance authorities remain empowered to investigate signatories' actual implementation. Signatories can sign up to section 1 (covering provider obligations), section 2 (deployer obligations), or both. This is the second code to receive a positive adequacy assessment, following the GPAI Code of Practice in 2025.
The Code's scope is limited to the marking, detection, and labelling obligations set out in Articles 50(2), (4), and (5) of the Act. Two further Article 50 obligations fall outside the Code entirely: the requirement that AI systems designed to interact directly with individuals must make their artificial nature apparent (Article 50(1)), and the obligation on deployers of emotion recognition or biometric categorisation systems to inform exposed individuals (Article 50(3)). Compliance with those duties must be assessed against the Commission's Guidelines, which address all five paragraphs of Article 50.
Material Changes in the Final Guidelines on Transparency Obligations
The final text of the Guidelines is substantially more detailed than the May draft and, while nonbinding, will function as the primary interpretive tool for market surveillance authorities. Several changes from the draft are commercially significant for US-based organisations operating in the EU.
Territorial Reach Clarified
The final Guidelines address the scope of "used in the EU" under Article 2(1)(c). Incidental, unforeseeable, or unauthorised downstream use should not, by itself, bring a provider or deployer into scope. However, for deepfake labelling under Article 50(4), the Commission takes a broad view: posting content on the globally accessible internet, without any requirement that the content specifically target the EU market, may trigger the obligation. For US businesses with a global online presence, this means deepfake content accessible to EU audiences likely requires labelling regardless of where it was created or primarily intended for distribution.
Expanded Exceptions for Article 50(2) Marking
The final Guidelines broaden the exceptions to the machine-readable marking obligation. AI-generated translations now fall within the "standard editing" exemption (alongside grammar correction, spellchecking, and minor stylistic polishing), meaning they no longer require marking. AI-generated summaries and substantive rewrites, however, still do. A new business-to-business carve-out permits providers to omit marking where outputs are used exclusively in closed industrial or B2B environments and appropriate safeguards against foreseeable misuse are in place -- for example, cloud isolation and role-based access controls. Public and consumer-facing AI systems are excluded from this carve-out.
Deepfake Definition Refined
The final Guidelines adjust the fourth element of the deepfake definition -- i.e., whether content "would falsely appear to a person to be authentic or truthful." Where the audience does not expect content to be authentic in a given context, it may fall outside the definition. However, the Commission's examples confirm that AI-generated marketing content that make products appear different from reality, digital replicas of real persons, and de-aging effects applied to actors all constitute deepfakes requiring disclosure. Advertising is accepted as potentially "creative" content, but only in narrow circumstances; and the final Guidelines classify most advertising examples as not qualifying for the reduced disclosure regime.
Retroactivity Date Clarified
In a departure from the draft, the final Guidelines confirm that the relevant date for determining retroactivity is the date of generation (not publication) for image, audio, and video content. Pre-existing synthetic content generated before 2 August 2026 need not be marked or labelled retroactively. For AI-generated text on matters of public interest, however, the relevant date is the date of publication, meaning text generated before 2 August but published on or after that date must be labelled unless it benefits from the editorial-control exception.
Open Questions
The final Guidelines do not fully resolve the practical difficulty that robust marking solutions remain limited, particularly with respect to text. The obligation rests with the AI system provider, but cost alone does not constitute an exemption, even though implementation costs may form part of a proportionality assessment. Market surveillance authorities' individual enforcement approaches will determine how strictly these standards are applied in practice during the initial period.
What the Code Requires
Providers (Section 1 of the Code; Article 50(2))
* Outputs must be marked in a machine-readable format and detectable as artificially generated. The Act requires that marking solutions be robust, reliable, interoperable, and effective (Article 50(2)). The Commission and AI Board concluded that the current state of the art does not allow any single technique to satisfy all four requirements simultaneously.
* As a result, the Code adopts a layered approach: signatories must generally implement both digitally signed metadata and imperceptible watermarking. Simplified requirements apply where outputs remain within physically controlled, closed environments or where the content type (such as free-form text) cannot carry embedded metadata.
* Providers must offer detection tools (generally free of charge) and implement interoperability solutions for watermark detection by 2 February 2027.
Deployers (Section 2 of the Code; Article 50(4))
* Where deployers use AI to produce deepfakes or to generate text on matters of public interest, they must apply a clear visual label at the point of first exposure. The Code specifies that the Commission's standardised icon satisfies this requirement, though deployers may use alternative designs that meet the Code's specifications. For audio-only content or other formats where a visual label is impracticable, an equivalent spoken or written disclaimer must be provided instead.
* A narrow editorial exception applies where a person or organization exercises genuine editorial responsibility over the content. Simply implementing routine or pro-forma review does not suffice.
Who Is Affected?
Under Article 2(1)(c) of the Act, the transparency obligations apply wherever the output of an AI system is intended to be used within the European Union, irrespective of the provider's or deployer's place of establishment. The practical consequence for US-headquartered organisations is significant: a provider that makes a generative AI model available to EU-based customers, or a deployer that publishes AI-generated content accessible to EU audiences, falls within scope even without any physical presence, subsidiary, or personnel in the EU. The final Guidelines reinforce this reading, confirming that the territorial trigger is the location of use, not the location of the organisation. Open-source AI systems are not exempt.
The UK currently has no equivalent marking obligation, creating an asymmetric compliance burden for businesses serving both markets.
AI Agents and the Disclosure Obligation
The final Guidelines confirm that AI agents (autonomous AI systems that act on behalf of a principal, such as automated customer service representatives, AI-powered sales tools, booking assistants, or digital agents performing tasks for users) fall within the Article 50(1) disclosure obligation. Where an AI agent interacts directly with a person, it must identify both its AI nature and the person or entity on whose behalf it is acting. This dual disclosure requirement is justified by reference to transparency about the origin of the interaction, the delegation of authority, and accountability for the agent's actions.
Where the provider cannot reliably determine in advance whether an agent will interact with a natural person, the agent must be designed at the architecture level to disclose itself in every situation where such interaction is possible. Agents must also disclose themselves at key operational steps, including authorization, reporting, validation, and each new interaction. In multi-agent architectures, each agent capable of interacting with people must independently satisfy these requirements. The Guidelines also specify that where an agent's actions produce audio, image, video, or text perceptible to people, those outputs must additionally be marked under Article 50(2); however, intermediate reasoning steps and machine-facing actions (such as API calls) need not be marked.
For US companies, this is particularly significant. Many enterprise deployments now involve agentic systems that autonomously handle customer inquiries, make bookings, manage communications, or execute purchases across EU-facing channels. Each of these likely triggers Article 50(1) disclosure. Product teams should review conversational AI deployments to confirm that AI identity and principal identity are disclosed at the point of contact. Including references buried in terms of service, generic labels such as "assistant," or metadata alone will not suffice under the final Guidelines.
Key Dates
Date ... Milestone
2 August 2026 ... Article 50 transparency obligations become enforceable; new systems must comply from day one.
2 December 2026 ... Grace period ends for pre-existing systems to implement Article 50 marking.
2 February 2027 ... Signatories must have interoperability solutions for watermark detection in place.
Content generated before 2 August 2026 does not need to be marked retroactively.
Practical Implications
Signatories benefit from a single framework recognized across all 27 Member States and can rely on the Code to demonstrate compliance regardless of jurisdiction.
Nonsignatories are not relieved of the Article 50 obligations by declining to sign. They must satisfy market surveillance authorities that whatever compliance measures they have adopted are adequate, which will be assessed on a case-by-case basis by the relevant national authority. The Commission has indicated in its published FAQs that authorities are likely to scrutinise nonsignatories' approaches more closely, including by requesting detailed comparisons of their measures against the Code's framework and by issuing more frequent information or access requests.
Refusing to sign does not itself constitute noncompliance, but it will likely be the more demanding route in practice.
Recommended Next Steps
1. Determine your role: Is the organisation a provider, deployer, or both of generative AI systems whose outputs reach EU users?
2. Map in-scope systems: Identify all AI systems generating synthetic content, noting the Article 50(2) exemption for assistive editing where input is not substantially altered.
3. Assess technical readiness: For providers, evaluate current metadata/watermarking capabilities against the two-layer requirement. For deployers, confirm deepfake labeling and chatbot disclosure are in place at first user interaction.
4. Tag transitional versus new systems: Systems predating 2 August 2026 have until 2 December 2026 to meet compliance requirements; new systems created after 2 August 2026 must comply immediately.
5. Update vendor contracts: Ensure agreements allocate Article 50 marking and detection responsibilities along the supply chain.
6. Review the final Article 50 Guidelines: The 20 July 2026 Guidelines are the definitive Commission interpretation of Article 50. Assess whether any of the newly clarified positions (particularly the broadened territorial reach for deepfakes, the refined B2B carve-out, and the AI agent disclosure requirements) change your organisation's compliance exposure or implementation approach.
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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
Charlotte H N Perowne
Associate
London
+44 (0) 20 7450 4532
charlotte.perowne@faegredrinker.com
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Huw Beverley-Smith
Partner
London
+44 (0) 20 7450 4551
huw.beverley-smith@faegredrinker.com
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James Ford
Trainee Solicitor
London
+44 (0) 20 7450 4539
james.ford@faegredrinker.com
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Original text here: https://www.faegredrinker.com/en/insights/publications/2026/7/eu-ai-act-commission-confirms-transparency-code-of-practice-as-adequate-and-publishes-final-version-of-its-guidelines-on-transparency-obligations
[Category: BizLaw/Legal]
Akerman Advises Irwin Industries in Acquisition of Ennis Steel Industries
MIAMI, Florida, July 31 -- Akerman, a law firm, issued the following news release:
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Akerman Advises Irwin Industries in Acquisition of Ennis Steel Industries
Akerman represented Irwin Industries, LLC, an affiliate of Irwin Steel, LLC, in the acquisition of Ennis Steel Industries, LLC, a structural steel fabricator certified by the American Institute of Steel Construction (AISC).
Founded in 1980 and headquartered in Ennis, Texas, Ennis Steel operates across two locations and fabricates structural steel for projects throughout the United States, producing approximately 1,500 tons per month.
... Show Full Article
MIAMI, Florida, July 31 -- Akerman, a law firm, issued the following news release:
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Akerman Advises Irwin Industries in Acquisition of Ennis Steel Industries
Akerman represented Irwin Industries, LLC, an affiliate of Irwin Steel, LLC, in the acquisition of Ennis Steel Industries, LLC, a structural steel fabricator certified by the American Institute of Steel Construction (AISC).
Founded in 1980 and headquartered in Ennis, Texas, Ennis Steel operates across two locations and fabricates structural steel for projects throughout the United States, producing approximately 1,500 tons per month.The transaction expands Irwin's manufacturing capabilities through the addition of Ennis Steel's structural steel fabrication expertise.
The Akerman team advising Irwin Industries was led by Jerrod Bevan, Partner, Corporate Practice Group, and included key support across the firm's national platform from:
* Melissa C. Koch, Chair, Technology Transactions Practice
* Gary D. Blachman, Partner, Tax Practice Group
* Peter A. Chiabotti, Partner, Intellectual Property Practice Group
* Weston M. Davis, Partner, Litigation Practice Group
* Cristina Gonzalez, Partner, Corporate Practice Group
* Kevin J. Platt, Partner, Tax Practice Group
* Paul J. Russo, Partner, Real Estate Practice Group
* Scott T. Silverman, Partner, Labor and Employment Practice Group
* Sarah Campbell Smith, Partner, Environment and Natural Resources Practice
* Adam J. Brown, Associate, Corporate Practice Group
* Chase H. Nevitt, Associate, Tax Practice Group
* Madison Thibeaux-Brown, Associate, Corporate Practice Group
* Amanda P. Weinick, Associate, Tax Practice Group
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About Akerman
Founded in 1920, Akerman is an Am Law 100 firm recognized by Vault among the nation's most prestigious law firms. The firm has more than 700 lawyers and business professionals throughout the United States.
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URL: Irwin Industries
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Original text here: https://www.akerman.com/en/firm/newsroom/akerman-advises-irwin-industries-in-acquisition-of-ennis-steel-industries.html
[Category: BizLaw/Legal]
