Featured Stories
Cahill to Host Panel on Financing Social Infrastructure Projects in the U.S.
NEW YORK, Oct. 20 [Category: BizLaw/Legal] -- Cahill Gordon and Reindel, a law firm, posted the following news:
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Cahill to Host Panel on Financing Social Infrastructure Projects in the U.S.
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Cahill will host a panel discussion on "Financing Social Infrastructure Projects in the U.S." examining the current state of the U.S. social infrastructure market and key considerations for sponsors and developers. The discussion will explore available financing sources and products, trends impacting the sector, and the outlook for demand for social infrastructure assets and projects.
Moderated by
... Show Full Article
NEW YORK, Oct. 20 [Category: BizLaw/Legal] -- Cahill Gordon and Reindel, a law firm, posted the following news:
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Cahill to Host Panel on Financing Social Infrastructure Projects in the U.S.
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Cahill will host a panel discussion on "Financing Social Infrastructure Projects in the U.S." examining the current state of the U.S. social infrastructure market and key considerations for sponsors and developers. The discussion will explore available financing sources and products, trends impacting the sector, and the outlook for demand for social infrastructure assets and projects.
Moderated byCahill partner Emeka Chinwuba, the panel will feature industry leaders Eivind Dueland of Boyd Watterson Asset Management, Lawren Green of Kiewit Development, Eric Lane of JLC Infrastructure, Evan Nahnsen of QIC, and Peter O'Neill of Standard Chartered Bank. The event will be held in person at Cahill's New York office at 32 Old Slip.
Date: Tuesday, October 20, 2026 | Time: 8:30-10:00 am ET
To register, please contact our Events team.
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Original text here: https://www.cahill.com/news/events/2026-10-20-cahill-to-host-panel-on-financing-social-infrastructure-projects-in-the-us-1
Ropes & Gray and Partner John Newton Recognized by Law.com International for Strength of Relationships With Europe's Leading Private Equity Firms
BOSTON, Massachusetts, Oct. 17 -- Ropes and Gray, a law firm, issued the following news:
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Ropes & Gray and Partner John Newton Recognized by Law.com International for Strength of Relationships with Europe's Leading Private Equity Firms
October 16, 2026
Ropes & Gray has been recognized by Law.com International as one of the law firms with the strongest relationships with Europe's largest private equity firms as part of an in-depth analysis.
The firm was ranked joint third for having "the strongest relationship with the listed PE firms." In addition, London-based private equity partner
... Show Full Article
BOSTON, Massachusetts, Oct. 17 -- Ropes and Gray, a law firm, issued the following news:
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Ropes & Gray and Partner John Newton Recognized by Law.com International for Strength of Relationships with Europe's Leading Private Equity Firms
October 16, 2026
Ropes & Gray has been recognized by Law.com International as one of the law firms with the strongest relationships with Europe's largest private equity firms as part of an in-depth analysis.
The firm was ranked joint third for having "the strongest relationship with the listed PE firms." In addition, London-based private equity partnerJohn Newton was named as one of only 12 partners recognized individually for having "the strongest relationship with the listed PE firms."
To produce the analysis, Law.com spent weeks speaking with more than 20 leading private equity partners and analyzing data from the London Stock Exchange Group and Mergermarket, examining the relationships between Europe's largest private equity firms and their preferred legal advisers.
The recognition reflects Ropes & Gray's continued commitment to expanding its European private capital platform.
Following the launch of offices in Paris and Milan in 2025, the firm's European offices in London, Paris, Milan and Dublin now operate as a single, integrated hub, delivering seamless advice to clients on their most important cross-border matters.
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Original text here: https://www.ropesgray.com/en/news-and-events/rankings-and-awards/2026/10/ropes-gray-and-partner-john-newton-recognized-by-law-dot-com-international-for-strength
[Category: BizLaw/Legal]
Hooper, Lundy and Bookman: Honoring Anastacia Giron-Tupas
LOS ANGELES, California, Oct. 17 -- Hooper, Lundy and Bookman, a law firm, issued the following news:
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Honoring Anastacia Giron-Tupas
10.15.26
In recognition of Filipino American History Month (FAHM), HLB honors Anastacia Giron-Tupas (1890-1972), a nursing, public health, and education leader whose work to advance the nursing profession had profound impacts on the United States and worldwide.
Giron-Tupas graduated from the Philippine General Hospital (PGH) School of Nursing in 1912 and studied public health nursing at the University of Pennsylvania. During her nursing experience at the
... Show Full Article
LOS ANGELES, California, Oct. 17 -- Hooper, Lundy and Bookman, a law firm, issued the following news:
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Honoring Anastacia Giron-Tupas
10.15.26
In recognition of Filipino American History Month (FAHM), HLB honors Anastacia Giron-Tupas (1890-1972), a nursing, public health, and education leader whose work to advance the nursing profession had profound impacts on the United States and worldwide.
Giron-Tupas graduated from the Philippine General Hospital (PGH) School of Nursing in 1912 and studied public health nursing at the University of Pennsylvania. During her nursing experience at theNew England Hospital for Women and Children in Boston and other facilities across the United States, she received mentorship from Jane Delano, the founder of the American Red Cross Nursing Service.
In 1917, she became the first Filipino to serve as chief nurse and superintendent of the PGH School of Nursing, reflecting her ability to foster strong relationships and collaboration across cultures. She later co-established and served as the director of the Philippines' first postgraduate public health nursing program at PGH.
She expanded to public policy work after joining a health care committee that helped advance the Philippines' first law regulating the nursing profession. In 1922, she founded the Filipino Nurses Association, now the Philippine Nurses Association, which continues to support and advocate for Filipino nurses nationally and globally. She has received numerous honors for her enduring contributions, including the Anastacia Giron-Tupas Award, created in her memory to celebrate excellence in nursing.
Learn more about Anastacia Giron-Tupas here (https://ojin.nursingworld.org/table-of-contents/volume-25-2020/number-2-may-2020/beyond-western-expectations-filipina-nurse-leaders-anastacia-giron-tupas-and-julita-villaruel-sot/).
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Original text here: https://hooperlundy.com/honoring-anastacia-giron-tupas/
[Category: BizLaw/Legal]
Hooper, Lundy and Bookman: Charles Oppenheim To Speak at HCCA Healthcare Enforcement Compliance Conference
LOS ANGELES, California, Oct. 17 -- Hooper, Lundy and Bookman, a law firm, issued the following news:
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Charles Oppenheim To Speak at HCCA Healthcare Enforcement Compliance Conference
10.16.26
Charles Oppenheim will present "Stark, Anti-kickback and EKRA Developments," on October 27, 2026, for Health Care Compliance Association (HCCA)'s Healthcare Enforcement Compliance Conference.
This session will cover:
* The differences between the requirements of Stark, Anti-Kickback Statute, and EKRA
* Recent regulatory and enforcement updates to compliance risk assessments
* Common pitfalls that
... Show Full Article
LOS ANGELES, California, Oct. 17 -- Hooper, Lundy and Bookman, a law firm, issued the following news:
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Charles Oppenheim To Speak at HCCA Healthcare Enforcement Compliance Conference
10.16.26
Charles Oppenheim will present "Stark, Anti-kickback and EKRA Developments," on October 27, 2026, for Health Care Compliance Association (HCCA)'s Healthcare Enforcement Compliance Conference.
This session will cover:
* The differences between the requirements of Stark, Anti-Kickback Statute, and EKRA
* Recent regulatory and enforcement updates to compliance risk assessments
* Common pitfalls thatlead to violations under these statutes
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Professional
Charles B. Oppenheim
Partner
Los Angeles & San Francisco
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Original text here: https://hooperlundy.com/charles-oppenheim-to-speak-at-hcca-healthcare-enforcement-compliance-conference/
[Category: BizLaw/Legal]
Fisher Phillips Issues Insight: When Employees Earn More Than Their Bosses - 5 Ways Employers Can Address Pay Inversion
ATLANTA, Georgia, Oct. 17 -- Fisher Phillips, a law firm, issued the following Insight:
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When Employees Earn More Than Their Bosses: 5 Ways Employers Can Address Pay Inversion
Oct 16, 2026
Most people assume managers are always paid more than their direct reports, but that isn't necessarily true. "Pay inversion" occurs when an employee earns more than their supervisor, and oftentimes it's for justifiable reasons. But it can create morale issues and raise legal concerns if not managed carefully. Here's what employers and HR professionals need to know about why pay inversion occurs, the
... Show Full Article
ATLANTA, Georgia, Oct. 17 -- Fisher Phillips, a law firm, issued the following Insight:
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When Employees Earn More Than Their Bosses: 5 Ways Employers Can Address Pay Inversion
Oct 16, 2026
Most people assume managers are always paid more than their direct reports, but that isn't necessarily true. "Pay inversion" occurs when an employee earns more than their supervisor, and oftentimes it's for justifiable reasons. But it can create morale issues and raise legal concerns if not managed carefully. Here's what employers and HR professionals need to know about why pay inversion occurs, therisks it presents, and five steps to address it.
* Pay Inversion vs. Pay Compression
* Pay compression happens when employees with different levels of experience or responsibility earn similar salaries. For example, a manager or senior-level employee might earn only slightly more than a junior-level worker.
* Pay inversion occurs when an employee earns more than their manager or employees in higher-level roles.
Common Reasons for Pay Inversion
Pay inversion can happen for a variety of reasons, from changing labor market conditions to internal compensation practices. Here are some common scenarios where you might encounter it:
* You're hiring for specialized technical skills. Some employees have highly sought-after skills that justify premium salaries. For example, you may need to pay more to recruit a senior software engineer with expertise in emerging technologies or a healthcare professional with specialized training, such as a certified registered nurse anesthetist.
* Your compensation for long-tenured managers hasn't kept up with the market. Managers who have been with your organization for many years may have received steady but modest annual raises. But if market salaries have risen faster, you may need to pay new hires more to attract and retain top talent.
* Employees are working significant overtime. Non-exempt employees who regularly work overtime may end up earning more than their exempt managers, even if their regular rates of pay are lower.
* You offer substantial incentive or commission programs. Employees who earn commissions, production bonuses, or other incentive pay may outearn their salaried managers, especially during years when they perform particularly well.
Collective bargaining agreements, business acquisitions, employee transfers, and salary negotiations can also contribute to pay inversion.
* Practical Point: Before taking any action to address a pay inversion situation, employers should determine what's causing the disparity. Your approach to addressing a pay gap may differ depending on whether it is driven by market conditions, tenure, overtime, or commissions.
The Legal Risks
Pay inversion can raise legal concerns when compensation disparities seem related to protected characteristics such as age, sex, or race. For example, if you notice that managers who earn less than their direct reports are disproportionately older employees, women, or members of another protected group, it could raise questions about potential pay discrimination, although the disparity alone doesn't establish discrimination.
Even if the disparities developed over time through routine compensation decisions, employers could still face legal risks. That's why it's important to consult with legal counsel and regularly conduct pay audits to identify and address potential disparities before they become bigger issues.
* Practical Point: Be sure to review your compensation practices, understand the reasons behind any disparities, document the ones that are justified, and address the ones that aren't. You'll be in a stronger position to defend your compensation decisions if you can point to legitimate, consistently applied reasons for them.
Potential Impact on Morale
While employers may be concerned about the legal risks of pay inversion, the impact on employee morale can be just as significant. Many managers are involved in compensation decisions and already know what their direct reports earn. But you shouldn't assume they're okay with it, so be sure to have an upfront conversation with the manager.
A one-off situation involving a new hire with specialized skills may be understandable, but how will a long-term manager feel if the company continues to offer higher salaries to attract new talent? They may question whether their years of loyalty and hard work are being adequately rewarded, which can lead to resentment or prompt experienced managers to look for opportunities elsewhere.
The situation can be even more frustrating for managers who aren't involved in compensation decisions and only learn later that their employees earn more. In addition to questioning whether the organization values their work, they may wonder why they weren't included in the discussion.
* Practical Point: Morale issues can extend beyond managers. If employees discuss their pay and discover disparities, they may begin to question whether the company's compensation practices are fair, which can create broader issues for the entire team. Be sure to evaluate all your pay practices, not just those impacting managers.
When Pay Inversion Is Acceptable
Not every instance of pay inversion is a problem. In some cases, paying an employee more than their manager is a practical business decision with a legitimate reason for the difference.
For example, suppose you have a sales manager supervising a team of employees who earn commissions. One particularly successful salesperson may earn more total pay than their manager because of their high performance. That doesn't necessarily mean the manager is underpaid or that the company's compensation practices are unfair.
* Practical Point: The key is to make sure you understand why the disparity exists and can support it with a legitimate business reason. Rather than trying to eliminate every instance of pay inversion, focus on making informed, consistent compensation decisions that you can explain and defend.
5 Key Steps for Employers and HR Teams
Here are five steps you can take to identify and address potential pay inversion issues before they lead to employee complaints or legal problems:
1. Review your compensation practices. Work with your FP legal counsel to conduct regular pay audits and compare what your managers earn to what their direct reports earn. Be sure to consider base salaries, bonuses, commissions, and overtime, and look for instances of both pay inversion and pay compression. Involving counsel can help you identify potential legal risks and determine whether the audit can be protected by attorney-client privilege.
2. Understand what's causing the disparities. Once you've identified pay inversion, determine why it's happening. Make sure you have legally defensible, legitimate business reasons for the differences and document them.
3. Look for potential discrimination issues. Review whether pay inversion disproportionately affects managers based on age, sex, race, or other protected characteristics. If you identify concerning patterns, work with legal counsel to evaluate risks and determine whether adjustments are needed.
4. Develop a consistent compensation strategy. Consider whether adjustments to management salaries, incentive opportunities, or other compensation practices could help address existing disparities and prevent new ones. Establish clear guidelines so you're making consistent decisions rather than addressing each situation as it arises.
5. Communicate effectively with managers. Make sure managers understand how compensation decisions are made and why certain employees may earn more. Train your HR team to handle these conversations carefully and to identify and address any possible legal risks.
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Related People
Sheila M. Abron
Partner
sabron@fisherphillips.com
803/740-7676
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James F. Glunt
Partner
jglunt@fisherphillips.com
412/822-6621
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Original text here: https://www.fisherphillips.com/en/insights/insights/5-ways-employers-can-address-pay-inversion
[Category: BizLaw/Legal]
Dorsey's London Corporate Practice and Partners Earn Chambers UK 2027 Rankings
MINNEAPOLIS, Minnesota, Oct. 17 -- Dorsey and Whitney, a law firm, issued the following news:
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Dorsey's London Corporate Practice and Partners Earn Chambers UK 2027 Rankings
October 15, 2026
Dorsey & Whitney's London Corporate team and two of its Partners, Kate Francis and Mark Taylor, have been recognized by Chambers & Partners for Corporate/M&A in its recently released annual guide, Chambers UK 2027.
Dorsey's London office has once again earned a Band 3 ranking in the Corporate/M&A: pound sterling10-100 million category, reflecting the continued strength of the Firm's Corporate practice
... Show Full Article
MINNEAPOLIS, Minnesota, Oct. 17 -- Dorsey and Whitney, a law firm, issued the following news:
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Dorsey's London Corporate Practice and Partners Earn Chambers UK 2027 Rankings
October 15, 2026
Dorsey & Whitney's London Corporate team and two of its Partners, Kate Francis and Mark Taylor, have been recognized by Chambers & Partners for Corporate/M&A in its recently released annual guide, Chambers UK 2027.
Dorsey's London office has once again earned a Band 3 ranking in the Corporate/M&A: pound sterling10-100 million category, reflecting the continued strength of the Firm's Corporate practiceand its experience advising clients on complex domestic and cross-border transactions.
Kate Francis maintained her Band 1 ranking in Corporate/M&A: pound sterling10-100 million. She holds expertise in domestic and cross-border M&A. She is also active in capital markets transactions, where she assists clients with IPOs and placings on AIM.
Mark Taylor earned a Band 4 ranking in Corporate/M&A: pound sterling10-100 million. Mark comes recommended for his strong practice advising on public and private M&A and issues governed by the Takeover Code. He is active in technology, media, and real estate sectors.
The rankings highlight the London Corporate team's continued commitment to providing commercially focused legal counsel and exceptional client service.
Chambers & Partners surveys and interviews clients and lawyers across the globe to identify leading law firms and attorneys. Rankings assess key qualities, including technical legal ability, professional conduct, client service, commercial astuteness, diligence, and commitment.
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Original text here: https://www.dorsey.com/news/dorseys-london-corporate-practice-and-partners-earn-chambers-uk-2027-rankings
[Category: BizLaw/Legal]
Cooley: Litigator of the Week Runners-Up and Shout-Outs
PALO ALTO, California, Oct. 17 -- Cooley, a law firm, issued the following news release:
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Litigator of the Week Runners-Up and Shout-Outs
The American Lawyer's Litigation Daily
October 16, 2026
A Cooley patent litigation team earned a runner-up spot on The American Lawyer's Litigator of the Week Runners-Up and Shout-Outs list for securing a defense win for Box Inc., a cloud storage and file sharing company, in a long-running dispute involving file synchronization technology.
US District Judge Jacqueline Scott Corley granted Box summary judgment of noninfringement on the remaining four
... Show Full Article
PALO ALTO, California, Oct. 17 -- Cooley, a law firm, issued the following news release:
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Litigator of the Week Runners-Up and Shout-Outs
The American Lawyer's Litigation Daily
October 16, 2026
A Cooley patent litigation team earned a runner-up spot on The American Lawyer's Litigator of the Week Runners-Up and Shout-Outs list for securing a defense win for Box Inc., a cloud storage and file sharing company, in a long-running dispute involving file synchronization technology.
US District Judge Jacqueline Scott Corley granted Box summary judgment of noninfringement on the remaining fourpatents after the Patent Trial and Appeal Board previously invalidated the asserted claims of two other patents, a decision upheld by the Federal Circuit earlier this year.
The Cooley team was led by partners Heidi Keefe, Lowell Mead and Reuben Chen, and associates Sam Whitt and HanByul Chang.
Read the article (subscription required) (https://www.law.com/litigationdaily/2026/10/16/litigator-of-the-week-runners-up-and-shout-outs/)
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About Cooley LLP
Clients partner with Cooley on transformative deals, complex IP and regulatory matters, and high-stakes litigation.
Cooley has nearly 1,400 lawyers across 19 offices in the United States, Asia and Europe, and a total workforce of more than 3,000 people.
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Original text here: https://www.cooley.com/news/coverage/2026/2026-10-16-litigator-of-the-week-runners-up-and-shout-outs
[Category: BizLaw/Legal]
