Law/Legal
Here's a look at documents from law firms and legal groups
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Littler Issues Commentary: New York Enacts Chapter Amendment to "Trapped at Work Act," Clarifying Scope, Creating Targeted Exceptions, and Delaying Effective Date
SAN FRANCISCO, California, Feb. 18 -- Littler, a law firm, issued the following commentary on Feb. 17, 2026, by counsel Michael Paglialonga and shareholder Paul R. Piccigallo:
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New York Enacts Chapter Amendment to "Trapped at Work Act," Clarifying Scope, Creating Targeted Exceptions, and Delaying Effective Date
At a Glance
* NY Governor Hochul has signed a chapter amendment to the Trapped at Work Act, a law that broadly prohibits use of promissory notes that require workers to repay amounts to employers if they leave their jobs before staying a minimum specified period.
* The amendment
... Show Full Article
SAN FRANCISCO, California, Feb. 18 -- Littler, a law firm, issued the following commentary on Feb. 17, 2026, by counsel Michael Paglialonga and shareholder Paul R. Piccigallo:
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New York Enacts Chapter Amendment to "Trapped at Work Act," Clarifying Scope, Creating Targeted Exceptions, and Delaying Effective Date
At a Glance
* NY Governor Hochul has signed a chapter amendment to the Trapped at Work Act, a law that broadly prohibits use of promissory notes that require workers to repay amounts to employers if they leave their jobs before staying a minimum specified period.
* The amendmentmakes an important change to the Act's effective date - delaying it for a year.
* The amendment also broadens its scope in some regards and limits its scope in others by creating new exceptions.
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On February 13, 2026, Governor Hochul signed the chapter amendment to the Trapped at Work Act, expanding the scope of the Act while setting forth new exceptions. As we reported previously, in 2025 the legislature passed the Trapped at Work Act and the governor signed it on December 19, 2025, with an approval message calling for clarifying amendments--particularly around the permissibility of voluntary tuition assistance. The newly signed chapter amendment implements those changes.
Scope of Coverage
The amendment limits the Act's coverage to employees, replacing the earlier, broader "worker" definition, and aligns the definitions of "employee" and "employer" with the use of these terms in labor law. It clarifies that a covered "employment promissory note" includes any instrument, agreement, or contract provision that requires an employee to pay the employer if the employee's employment relationship with a specific employer terminates before a stated period. The core rule remains: Employers may not require, as a condition of employment, any such repayment obligation unless it falls within an applicable exception.
Effective Date
The chapter amendment revises the Act's original effective date clause--replacing the prior "effective immediately" language with a new provision stating that the Act "shall take effect one year after it shall have become a law." Because the original Trapped at Work Act was signed on December 19, 2025, the amendment retroactively alters the effective date so that the operative provisions of Article 37 will become applicable on December 19, 2026.
This revision is significant, as the original version of the Act was already in effect as of December 19, 2025. The chapter amendment process, by agreement of the legislature and governor, makes the Act's substantive provisions effective one year later. Although the Act was in force for a brief period, the amendment appears to postpone all operative obligations and prohibitions until December 19, 2026.
On its face, the amendment does not specify whether the revised effective date applies to agreements that were executed before December 19, 2026, nor does it include any grandfathering exemption that would shield existing repayment agreements from future scrutiny. Employers should consider the possibility that, once the Act becomes operative, agreements in effect on or after December 19, 2026 will be evaluated for compliance with the amended statute--even if they were executed earlier--and may amend or update existing templates now to reduce the risk of future unenforceability or claims of unconscionability.
Expanded Exceptions
While the chapter amendment expands the law to apply broadly to repayment agreements with employees that require continued employment, the law includes exceptions permitting agreements that
(1) require reimbursement for "the cost of tuition, fees, and required educational materials for a transferable credential" under the statute's five strict conditions;
(2) require an employee to pay for "any property the employer has sold or leased to the employee";
(3) require repayment of "a financial bonus, relocation assistance, or other non-educational incentive or other payment or benefit that is not tied to specific job performance," subject to limits on terminations and misrepresentation;
(4) require educational personnel to comply with sabbatical leave terms; and
(5) are entered into as part of a collective bargaining agreement.
These exceptions are described in further detail below.
(1) Tuition Repayment Exception for Transferable Credentials
The chapter amendment creates a narrow, standalone exception permitting reimbursement to an employer for the cost of certain educational expenses--provided strict conditions are satisfied and the credential is "transferable." The statute defines a "transferable credential" as a degree, diploma, license, certificate, or documented skill completion widely recognized by employers in the relevant industry as a qualification for employment, and expressly excludes employer specific/non transferable training and mandated safety or compliance training.
These requirements specify that a compliant agreement must:
i. "be set forth in a written contract that is offered separately from any contract for employment"
By requiring a standalone agreement, the statute seeks to confirm that the employee has a separate, voluntary opportunity to review and agree to the repayment terms without the pressure associated with accepting an employment offer.
ii. "not require the employee to obtain the transferable credential as a condition of employment"
This provision appears to be an attempt to ensure that such repayment agreements are voluntary and discretionary to the employee (and not imposed on the employee in connection with their employment).
iii. "specify the repayment amount before the employee agrees to the contract, and the repayment amount must not exceed the cost to the employer of the tuition, fees, and required educational materials for the transferable credential"
This requirement prohibits employers from charging interest or fees, and requires that amounts be disclosed up front, without room for estimates, contingencies, or ranges. This may limit the ability to cover educational expenses and costs in a flexible manner, and increase paperwork burdens on employers seeking to comply with this new requirement.
iv. "provide for a prorated repayment amount during any required employment period and may not require an accelerated payment schedule if the employee separates from employment"
This requirement will both prohibit repayment obligations that require repayment in full if employment ends and requires that the amount be prorated during any required employment period.
v. "not require repayment if the employee is terminated, except if the employee is terminated for misconduct"
This requirement prohibits repayment unless the employee engages in misconduct. The statute does not expressly state that it permits repayment on voluntary separation, but the language limiting repayment to termination for misconduct can reasonably be read to permit repayment after voluntary separation. Reductions in force, restructuring, performance based terminations, or even "no fault" separations may not constitute misconduct.
(2) Non Educational Incentives and Payments
The amendment also authorizes repayment provisions related to financial bonuses, relocation assistance, or other non educational incentives or payments that are not tied to specific job performance. However, repayment can only be required if the employee voluntarily separates, but not where the employee was terminated for any reason other than misconduct, or if the duties or job requirements were misrepresented to the employee. Similarly to above, the statute does not expressly state that it permits repayment on voluntary separation, but the language regarding termination for misconduct can reasonably be read to permit repayment after voluntary separation. Agreements requiring such repayment must therefore be carefully drafted to ensure that repayment is triggered only by voluntary resignation or termination for misconduct.
(3) Property Sold or Leased to Employees
The statute retains the exception for agreements requiring an employee to pay for property sold or leased to them by the employer, provided the transaction was voluntary. This includes equipment, tools, technology, or other employer owned materials transferred for the employee's personal or professional use.
(4) Sabbatical Leave Terms for Educational Personnel
The amendment preserves the existing provisions permitting agreements that require educational personnel to comply with the terms of sabbatical leave programs. These terms may include return to service obligations or repayment requirements consistent with traditional academic employment structures.
(5) Collective Bargaining Agreements
The Act continues to recognize agreements entered into as part of a collective bargaining agreement. Union represented employees may therefore be subject to repayment provisions negotiated at the bargaining table, provided they comply with the statute's requirements.
Enforcement and Penalties
There remains no standalone private right of action under the statute. Employees or applicants may file complaints with the State Department of Labor. Civil penalties range from $1,000 to $5,000 per violation, and each affected employee or applicant constitutes a separate violation. In assessing penalties, the NY labor commissioner must consider the size of the employer's business, the employer's good faith belief in its compliance, the gravity of the violation, and the employer's history of prior violations.
The Department of Labor "may promulgate rules and regulations" to implement Article 37 but is not compelled to do so. As of this writing, no regulations or guidance specific to this law have been published.
Practical Next Steps
Employers should move quickly to inventory all agreements that contain any repayment obligations, ensure tuition related arrangements are optional and separately documented, cap repayment at actual employer cost, provide straight line proration with no acceleration, and ensure non educational repayment obligations are triggered only by voluntary resignation or termination for misconduct. Additionally, employers can consult with employment counsel to structure agreements that comply with these new requirements, as well as complying with New York's other requirements and limitations relating to repayment by employees to employers.
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Authors
Michael Paglialonga
Of Counsel
New York
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Paul R. Piccigallo
Shareholder
New York
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Original text here: https://www.littler.com/news-analysis/asap/new-york-enacts-chapter-amendment-trapped-work-act-clarifying-scope-creating
[Category: BizLaw/Legal]
Littler Issues Commentary: Another Friday Night Surprise - Cal/OSHA Proposes State Analog to Worker Walkaround Rule
SAN FRANCISCO, California, Feb. 18 -- Littler, a law firm, issued the following commentary on Feb. 17, 2026, by shareholders Alka Ramchandani-Raj and Krystal N. Weaver, senior counsels Peter Vassalo and Felicia K. Watson and counsel David Dixon:
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Another Friday Night Surprise: Cal/OSHA Proposes State Analog to Worker Walkaround Rule
Consistent with its tradition of dropping surprise regulatory proposals near the end of the day before a holiday weekend, Cal/OSHA published a formal proposal on Friday the 13th, 2026, to promulgate a California version of federal OSHA's so-called "worker walkaround
... Show Full Article
SAN FRANCISCO, California, Feb. 18 -- Littler, a law firm, issued the following commentary on Feb. 17, 2026, by shareholders Alka Ramchandani-Raj and Krystal N. Weaver, senior counsels Peter Vassalo and Felicia K. Watson and counsel David Dixon:
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Another Friday Night Surprise: Cal/OSHA Proposes State Analog to Worker Walkaround Rule
Consistent with its tradition of dropping surprise regulatory proposals near the end of the day before a holiday weekend, Cal/OSHA published a formal proposal on Friday the 13th, 2026, to promulgate a California version of federal OSHA's so-called "worker walkaroundrule." That rule allows non-employee third parties to serve as an employee representative during an OSHA workplace inspection provided that third party is reasonably necessary to conduct an effective and thorough inspection. California employers should take note of this development and monitor it closely. There is a public hearing scheduled for April 1, 2026, whereby interested individuals will have the opportunity to present statements or arguments on the rule.
The Procedural Posture and Timing of the Proposed Rule Raise Eyebrows and Concerns
The proposal is framed as a so-called "Horcher amendment." Such proposals involve rulemaking that allows Cal/OSHA to ensure it complies with its state plan approval from federal OSHA by maintaining standards that are "at least as effective" as federal standards. Such proposals may become effective under fast-track procedural requirements rather than through the full panoply of requirements generally applicable to Cal/OSHA rulemaking under California law, so long as the proposal is "substantially the same as the federal standard."/1
The timing of this particular Horcher proposal is intriguing (at least) given that the analogous federal regulation--29 C.F.R. Sec. 1903.8--was controversial when adopted under the previous federal administration, and in view of the expressed priorities of the current federal administration generally to pursue regulatory reduction in virtually all areas, including OSHA. Many stakeholders have urged the current administration to withdraw the federal regulation, which is currently the subject of a legal challenge in federal court./2
We summarized the history of federal OSHA's Worker Walkaround Representative Policy leading to the promulgation of 29 C.F.R. Sec. 1903.8 and subsequent amendments here. That was nearly two years ago, in April 2024. The timing of Cal/OSHA's proposal being dropped in February 2026, suggests Cal/OSHA perceives a time pressure to rapidly utilize the fast-track procedures available for Horcher amendments in view of potential changes to the federal rule, and in the absence of pressure from the current administration to comply with the requirement to maintain state rules that are "at least as effective" as federal rules.
Substantive Differences from Federal Rule Raise Further Concerns
The substance of the Cal/OSHA proposal is similar to the federal worker walkaround rule in many respects, but it is by no means identical. These differences introduce an additional layer of complexity with respect to the asserted legal basis for using the expedited Horcher amendment process. For example, the Cal/OSHA proposal provides that the chief of the Division of Occupational Safety and Health, or their representative, shall be "in charge of inspections" and is authorized to "limit the scope and extent of the employer and the employee's representatives' engagement with each other and with any employees involved in the inspection to ensure that the inspection is fair, effective, and limited to the appropriate subject matter."/3 It further states that Cal/OSHA "is authorized to deny the right of accompaniment under this section to any person whose conduct interferes with a fair and orderly inspection." In contrast, the federal walkaround rule does not grant OSHA comparable authority--particularly the ability to deny an employer representative the right to accompany the inspector during a walkaround. The Cal/OSHA proposal also more broadly authorizes inspectors to interview "a reasonable number of employees" working in safety- or health related areas that may contain proprietary equipment, information, or trade secrets, when those employee authorized representatives are not authorized by the employer to enter those areas.
From Friday the 13th to April Fool's Day: At Least Someone Has a Sense of Humor
The publication of the proposal on February 13, 2026--the night before Valentine's Day and the Friday before the President's Day Holiday--creates a required notice and comment period that ends on April Fool's Day. Whether such timing may merely be a matter of coincidence or proof that someone has a strange sense of humor remains unknown. What is certain, however, is that Cal/OSHA's new proposal has prompted the immediate interest of California's employment law community.
Littler will continue to monitor this important development. Employers should pay attention to these developments and contact their employment counsel to consider opportunities to participate during the notice and comment period, as well as be prepared for potential compliance, should the proposal complete the regulatory rulemaking process initiated on February 13, 2026.
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1/ Cal. Labor Code Sec. 142.3 (a)(3).
2/ Chamber of Commerce of the United States of America, et al. v. Occupational Safety and Health Administration, et al., No. 6:24-cv-00271 (W.D. Tex. 2024).
3/ Proposed Sec. 331.8(c).
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Authors
Alka Ramchandani-Raj
Shareholder
Walnut Creek
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Krystal N. Weaver
Shareholder
San Diego
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Peter Vassalo
Senior Counsel
Washington, D.C.
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David A. Dixon
Littler onDemand Counsel
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Felicia K. Watson
Senior Counsel
Washington, D.C.
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Original text here: https://www.littler.com/news-analysis/asap/another-friday-night-surprise-calosha-proposes-state-analog-worker-walkaround
[Category: BizLaw/Legal]
Law Firms Call for BNP Paribas' Removal From UN Global Compact Over Complicity in Human Rights Violations
WASHINGTON, Feb. 18 -- Hausfeld, a law firm, issued the following news on Feb. 17, 2026:
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Law Firms Call for BNP Paribas' Removal From UN Global Compact Over Complicity in Human Rights Violations
Hausfeld, Hecht Partners, and DiCello Levitt Submit Petition Urging Review of BNP Paribas' Operations in Sudan
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New York, NY -- Hausfeld, Hecht Partners, and DiCello Levitt today announced the submission of a petition to the UN Global Compact calling for an immediate review to determine whether the conduct of BNP Paribas, S.A. ("BNPP") in support of human rights violations in Sudan, between
... Show Full Article
WASHINGTON, Feb. 18 -- Hausfeld, a law firm, issued the following news on Feb. 17, 2026:
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Law Firms Call for BNP Paribas' Removal From UN Global Compact Over Complicity in Human Rights Violations
Hausfeld, Hecht Partners, and DiCello Levitt Submit Petition Urging Review of BNP Paribas' Operations in Sudan
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New York, NY -- Hausfeld, Hecht Partners, and DiCello Levitt today announced the submission of a petition to the UN Global Compact calling for an immediate review to determine whether the conduct of BNP Paribas, S.A. ("BNPP") in support of human rights violations in Sudan, between1997 and 2011, constitutes a breach of the initiative's integrity policies.
The petition requests the Global Compact to take any steps that it considers necessary to resolve BNPP's noncompliance, up to and including delisting the bank from the Compact.
The petition reaffirms that BNPP has admitted to, and been found liable for, egregious human rights abuses connected to its facilitation of transactions for the Government of Sudan, and that the Bank continued its Sudan-related business long after it became aware of widespread atrocities.
The petition also notes that BNPP continues to justify its conduct despite its earlier admissions of wrongdoing. The firms contend that BNPP's continued membership harms the reputation, integrity, and mission of the UN Global Compact.
BNPP joined the Global Compact, in which more than 25,000 firms now participate, in 2003, committing to support and respect internationally proclaimed human rights and to avoid complicity in human rights abuses. Nevertheless, for more than a decade, BNPP facilitated billions of U.S. dollar transactions for the Sudanese regime under Omar al-Bashir, despite extensive public reporting of mass violence and action by the UN Security Council in response to atrocities in Darfur.
The petition asserts that BNPP's conduct and continued justifications--together with its admissions and findings of liability--cannot be reconciled with its obligations under the Global Compact and warrants decisive action.
The petition requests that the Chair of the Global Compact Board require BNPP to submit written comments addressing these allegations and, absent a satisfactory response, take further steps up to and including referral to the full Board for delisting.
Read the full petition to the UN Global Compact here (https://www.hausfeld.com/media/3jpf04xr/global-compact-letter-re-bnp-paribas-allegations.pdf).
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About the UN Global Compact
The ambition of the UN Global Compact is to accelerate and scale the global collective impact of business by upholding the Ten Principles and delivering the SDGs through accountable companies and ecosystems that enable change. With more than 25,000 participating companies, 5 Regional Hubs, 66 Country Networks covering 85 countries and 9 Country Managers establishing Networks in 16 other countries, the UN Global Compact is the world's largest corporate sustainability initiative -- one Global Compact uniting business for a better world.
The UN Global Compact's First 2 Principles
Human Rights
Principle 1: Businesses should support and respect the protection of internationally proclaimed human rights.
Principle 2: Businesses should make sure that they are not complicit in human rights abuses.
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About Hausfeld
Hausfeld is a global litigation firm known for shaping the law, advancing legal practice, and pursuing bold, high-stakes claims others won't. Our experienced litigators and arbitrators have a proven track record across human rights, antitrust, commercial and financial disputes, environmental law, product liability, and technology-related issues. With 11 offices across the US, UK, and Europe, we consistently secure landmark settlements and precedent-setting decisions against some of the world's most powerful opponents. Socially minded and committed to access to justice, we champion strong corporate governance and serve both individuals and businesses.
Recognized as one of the Financial Times' most innovative law firms since 2013, Hausfeld has been honored for pioneering litigation funding and groundbreaking work in access to justice. Most recently, Hausfeld was the only plaintiffs' firm named among FT North America's Most Innovative Law Firms: Overall, and founder Michael Hausfeld was recognized in 2025 in FT's 20 Years of Innovation report for transforming legal practice through class actions and litigation funding. For more information about Hausfeld, including recent trial victories and landmark settlements, please visit www.hausfeld.com.
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About Hecht Partners
Hecht Partners LLP is a leading litigation boutique specializing in impact, intellectual property rights, and transnational arbitration and litigation. Our clients include some of the most innovative and emerging companies and individuals in the entertainment, digital media, and tech industries. We pride ourselves on our entrepreneurial spirit and lean, efficient operations based in next-generation technologies that have yet to be adopted by the vast majority of the legal industry.
Hecht Partners and its lawyers have been recognized by Chambers, Billboard, Crain's, Super Lawyers, and the IAM Strategy 300. The firm's attorneys are Martindale-Hubbell Peer Reviewed and Client Reviewed, with a 100% client recommendation.
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About DiCello Levitt
At DiCello Levitt, we're dedicated to achieving justice for our clients through class action, civil and human rights, environmental, mass tort, securities, financial services, antitrust, business-to-business, public client, whistleblower, and personal injury litigation. Our lawyers are highly respected for their ability to litigate and win cases--whether by trial, settlement, or otherwise--for people who have suffered harm, global corporations that have sustained significant economic losses, and public clients seeking to protect their citizens' rights and interests. Every day, we put our reputations--and our capital--on the line for our clients.
DiCello Levitt has achieved top recognition as Plaintiffs Firm of the Year and Trial Innovation Firm of the Year by the National Law Journal, in addition to its top-tier Chambers and Benchmark ratings. For more information about the firm, including recent trial victories and case resolutions, please visit www.dicellolevitt.com.
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Original text here: https://www.hausfeld.com/en-us/news/law-firms-call-for-bnp-paribas-removal-from-un-global-compact-over-complicity-in-human-rights-violations
[Category: BizLaw/Legal]
Reed Smith to lead SXSW panels on AI in media and entertainment
PITTSBURGH, Pennsylvania, Feb. 17 [Category: BizLaw/Legal] -- Reed Smith, a law firm, posted the following news release:
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Reed Smith to lead SXSW panels on AI in media and entertainment
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AUSTIN -Global law firm Reed Smith will present two panel discussions at South by Southwest (SXSW) on March 13, examining the intersection of AI, media, and entertainment. During the sessions, firm partners and industry leaders will address the challenges and opportunities as AI transforms the creative landscape.
The panels will take place at The LINE - Topaz Ballroom 1-3.
Panel 1: AI Safety & Trust:
... Show Full Article
PITTSBURGH, Pennsylvania, Feb. 17 [Category: BizLaw/Legal] -- Reed Smith, a law firm, posted the following news release:
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Reed Smith to lead SXSW panels on AI in media and entertainment
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AUSTIN -Global law firm Reed Smith will present two panel discussions at South by Southwest (SXSW) on March 13, examining the intersection of AI, media, and entertainment. During the sessions, firm partners and industry leaders will address the challenges and opportunities as AI transforms the creative landscape.
The panels will take place at The LINE - Topaz Ballroom 1-3.
Panel 1: AI Safety & Trust:Building Responsible Media Tech | 10-11 a.m. CT
This session will explore practical steps for building and scaling trustworthy AI as it becomes central to media and entertainment. Reed Smith partners Monique Bhargava, who co-leads the artificial intelligence group within the firm's Emerging Technologies practice, and Dr. Andreas Splittgerber, co-head of the firm's global artificial intelligence practice, will lead discussions on model testing, transparency, and regulatory compliance. Joining them are Vanessa McKay, director-legal and data protection officer at Tripadvisor, and Zakah Ahmadi, legal counsel at Tripadvisor.
Panel 2: AI in Entertainment: Navigating IP, Ethics & Opportunity | 11:30 a.m.-12:30 p.m. CT
Nick Breen, partner in Reed Smith's Entertainment & Media Industry Group, and Gerard Donovan, partner in the firm's Intellectual Property and Emerging Technologies groups and a computer engineer, will examine how generative and agentic AI are transforming entertainment and media. The discussion will address IP rights, fair use, talent protections, and emerging business models. The panel also features Alex Haskell, general counsel and head of global affairs at ElevenLabs, and Romy Horn, general counsel at Real Chemistry.
Reed Smith advises emerging technology companies across a wide range of industries, including entertainment and media, on the legal challenges of developing and deploying AI technologies. The firm's work spans regulatory compliance, intellectual property protection and licensing, copyright and fair use, data privacy, content transactions, and talent rights.
For more information or to book interviews with one of the speakers, please contact Senior Public Relations Manager Matt Kasik.
About Reed Smith
Reed Smith is a dynamic international law firm dedicated to helping clients move their businesses forward. With an inclusive culture and innovative mindset, we deliver smarter, more creative legal services that drive better outcomes for our clients. Our deep industry knowledge, long-standing relationships and collaborative structure make us the go-to partner for complex disputes, transactions, and regulatory matters.
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Original text here: https://www.reedsmith.com/news/reed-smith-to-lead-sxsw-panels-on-ai-in-media-and-entertainment/
Licata Quoted in Article on Collaboration Between Attorneys and PR People
MINNEAPOLIS, Minnesota, Feb. 17 [Category: BizLaw/Legal] -- Taft, a law firm, issued the following news:
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Licata Quoted in Article on Collaboration Between Attorneys and PR People
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Taft Chicago partner Tony Licata was quoted in the Ragan Consulting Group article "Think Lawyers and PR People Don't Mix? Here's the Recipe." In the article, Licata shares insights on the benefits of collaboration between attorneys and public relations professionals. He emphasizes establishing professional, amicable relationships with the press; a willingness to talk to the press; considering the attorney and
... Show Full Article
MINNEAPOLIS, Minnesota, Feb. 17 [Category: BizLaw/Legal] -- Taft, a law firm, issued the following news:
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Licata Quoted in Article on Collaboration Between Attorneys and PR People
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Taft Chicago partner Tony Licata was quoted in the Ragan Consulting Group article "Think Lawyers and PR People Don't Mix? Here's the Recipe." In the article, Licata shares insights on the benefits of collaboration between attorneys and public relations professionals. He emphasizes establishing professional, amicable relationships with the press; a willingness to talk to the press; considering the attorney andclients' brands when speaking with the press; and other recommendations on how attorneys and PR professionals can work together.
To read the full article, click here.
Licata focuses his practice on providing a variety of legal services to major family offices within multiple states, including work on private equity venture capital matters. He also works closely with the construction, restaurant and hospitality, and technology industries and represents clients on major commercial real estate transactions. Additionally, he has represented international investors on a wide range of U.S. transactions. Licata serves as co-chair of the Chicago Bar Association's Family Office Committee.
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Original text here: https://www.taftlaw.com/news-events/news/licata-quoted-in-article-on-collaboration-between-attorneys-and-pr-people/
Greenberg Traurig Represents Spring Valley Acquisition Corp. IV in $230M IPO on Nasdaq
MIAMI, Florida, Feb. 17 [Category: BizLaw/Legal] -- Greenberg Traurig, a law firm, issued the following news release:
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Greenberg Traurig Represents Spring Valley Acquisition Corp. IV in $230M IPO on Nasdaq
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NEW YORK - Feb. 17, 2026 - Global law firm Greenberg Traurig, LLP represented Spring Valley Acquisition Corp. IV (the "company") in connection with its $230 million initial public offering on the Nasdaq Stock Market.
The offering, which was priced at $10 per unit, generated gross proceeds of $230 million, which includes the full exercise by the underwriters of their overallotment
... Show Full Article
MIAMI, Florida, Feb. 17 [Category: BizLaw/Legal] -- Greenberg Traurig, a law firm, issued the following news release:
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Greenberg Traurig Represents Spring Valley Acquisition Corp. IV in $230M IPO on Nasdaq
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NEW YORK - Feb. 17, 2026 - Global law firm Greenberg Traurig, LLP represented Spring Valley Acquisition Corp. IV (the "company") in connection with its $230 million initial public offering on the Nasdaq Stock Market.
The offering, which was priced at $10 per unit, generated gross proceeds of $230 million, which includes the full exercise by the underwriters of their overallotmentoption to purchase an additional 3 million units. Each unit consists of one Class A ordinary share and one-fourth of one redeemable warrant. The units began trading on Nasdaq under the ticker symbol "SVIVU" on Feb. 10. Once the securities comprising the units begin trading separately, the Class A ordinary shares and warrants are expected to be listed on Nasdaq under the symbols "SVIV" and "SVIVW," respectively.
While the company may pursue an initial business combination opportunity in any business, industry, or geographic location, it intends to capitalize on the ability of its management team to identify, acquire, and operate a business or businesses that can benefit from its management team's established global relationships, sector expertise, and active management and operating experience. In particular, the company intends to focus on opportunities that capitalize on the expertise and ability of its management team, particularly its executive officers, to identify, acquire, and operate a business in the power infrastructure and decarbonization sectors.
Greenberg Traurig also is representing Spring Valley Acquisition Corp. II in its ongoing business combination with Eagle Energy Metals, a next-generation uranium mining resource exploration company and the rightholder of the largest, mineable, measured, and indicated U.S. uranium deposit ( Greenberg Traurig Advises Spring Valley Acquisition Corp. II on the Execution of a Merger Agreement with Eagle Energy Metals Corp. ); and Spring Valley Acquisition Corp. III in its ongoing business combination with General Fusion, a developer of practical Magnetized Target Fusion (MTF) technology ( Greenberg Traurig is Advising Spring Valley Acquisition Corp. III in Connection with its Go-Public Merger with General Fusion Inc. ).
The Greenberg Traurig team was led by Alan I. Annex, vice chair of the firm and senior chair of the firm's Global Corporate Practice in Miami, Shareholders Jason T. Simon in Northern Virginia and Adam S. Namoury in New York, and Associate Yangyang Jia in Northern Virginia.
About Spring Valley Acquisition Corp. IV: Spring Valley Acquisition Corp. IV is part of a family of investment vehicles formed for the purpose of acquiring or merging with businesses focused on the energy and decarbonization industries. Over the past five years, the Spring Valley platform has raised $920 million across four initial public offerings and $475 million in PIPE funding or commitments in connection with completed or pending business combinations. In addition, the platform's initial business combination has facilitated approximately $4.0 billion of aggregate shareholder liquidity through public-market trading and secondary transactions following the completion of the transaction. Spring Valley I successfully completed its business combination with NuScale Power (NYSE: SMR), a leading U.S. small modular reactor ("SMR") technology company, Spring Valley II has announced a pending merger with Eagle Energy Metals, a next-generation nuclear energy company combining domestic uranium exploration with proprietary SMR technology and Spring Valley III has announced a pending merger with General Fusion, a developer of practical Magnetized Target Fusion technology.
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Original text here: https://www.gtlaw.com/en/news/2026/02/press-releases/greenberg-traurig-represents-spring-valley-acquisition-corp-iv-in-230m-ipo-on-nasdaq
Debevoise Video Highlights Firm's Pro Bono Work in 2025
NEW YORK, Feb. 17 [Category: BizLaw/Legal] -- Debevoise and Plimpton, a law firm, issued the following news:
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Debevoise Video Highlights Firm's Pro Bono Work in 2025
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Debevoise & Plimpton LLP is proud to present a video highlighting some of the firm's pro bono work in 2025, including the work that it has done in collaboration with its longstanding legal services partners, clients and non-profit organization clients.
In 2025, Debevoise lawyers in the U.S. provided over 86,000 hours of free legal services to individuals, nonprofit organizations and low-income entrepreneurs across approximately
... Show Full Article
NEW YORK, Feb. 17 [Category: BizLaw/Legal] -- Debevoise and Plimpton, a law firm, issued the following news:
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Debevoise Video Highlights Firm's Pro Bono Work in 2025
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Debevoise & Plimpton LLP is proud to present a video highlighting some of the firm's pro bono work in 2025, including the work that it has done in collaboration with its longstanding legal services partners, clients and non-profit organization clients.
In 2025, Debevoise lawyers in the U.S. provided over 86,000 hours of free legal services to individuals, nonprofit organizations and low-income entrepreneurs across approximately1,000 matters. Highlighted in the video is the firm's work advancing domestic and international reproductive rights, carried out in close partnership with the Center for Reproductive Rights and other organizations; securing parole for a survivor of gender-based violence referred by Sanctuary for Families ; partnering with the CD&R Foundation to provide critical legal assistance to the Foundation's nonprofit partners, including Commonpoint and Per Scholas ; and obtaining the release from ICE detention of a client seeking asylum seeker with assistance from Legal Services NYC through a successful habeas petition challenging unlawful detention and inhumane conditions.
Featured in the video are Debevoise partners and Co-Chairs of Pro Bono Judge John Gleeson and Jonathan Lewis, Global Pro Bono Counsel and Director of Corporate Philanthropy Jennifer Cowan, partner Shannon Rose Selden, counsel Nicholas Folly and associates Nicole A. Marton, Amy Pereira and Beatrice Walton ; and Randy Moore, President of the CD&R Foundation, and Danielle Ellman, President and CEO of Commonpoint.
Debevoise provides a wide array of pro bono legal services to marginalized communities and underserved populations on matters ranging from landmark international and national disputes to representations of low-income individuals. The firm also partners with clients on a range of corporate, litigation and tax pro bono matters in clinic settings, and on individual matters.
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Original text here: https://www.debevoise.com/news/2026/02/debevoise-video-highlights-firms-pro-bono-work
