Law/Legal
Here's a look at documents from law firms and legal groups
Featured Stories
Atlanta IP Inn of Court Honors Charley Brown for Pro Bono Service
PHILADELPHIA, Pennsylvania, June 2 [Category: BizLaw/Legal] -- Ballard Spahr, a law firm, posted the following news release:
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Atlanta IP Inn of Court Honors Charley Brown for Pro Bono Service
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Charley F. Brown, Vice Chair of Ballard Spahr's Intellectual Property Department, has received the Atlanta IP Inn of Court 's 2026 Pro Bono Award.
Charley was nominated by Georgia Pro Bono Assistance & Training for Entrepreneurs and New, Talented, Solo Inventors (PATENTS), a Georgia Lawyers for the Arts program that helps solo inventors, nonprofits, and small businesses find patent agents and
... Show Full Article
PHILADELPHIA, Pennsylvania, June 2 [Category: BizLaw/Legal] -- Ballard Spahr, a law firm, posted the following news release:
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Atlanta IP Inn of Court Honors Charley Brown for Pro Bono Service
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Charley F. Brown, Vice Chair of Ballard Spahr's Intellectual Property Department, has received the Atlanta IP Inn of Court 's 2026 Pro Bono Award.
Charley was nominated by Georgia Pro Bono Assistance & Training for Entrepreneurs and New, Talented, Solo Inventors (PATENTS), a Georgia Lawyers for the Arts program that helps solo inventors, nonprofits, and small businesses find patent agents andattorneys to help draft and file patents on a pro bono basis. Charley has dedicated over 400 hours of pro bono service to Georgia PATENTS matters, either through direct handling or diligent supervision. Charley also volunteers with Atlanta Volunteer Lawyers Foundation, where he regularly supervises teams on landlord/tenant representations, advocating for clients to stay in their homes, to secure the return of their wrongfully withheld security deposits, and for habitable conditions. And as the Atlanta delegate of Ballard Spahr's Pro Bono Committee, he leads the office to exceed pro bono expectations annually: It regularly reaches 100% participation in pro bono service.
Charley leads the firm's Technology Industry Team and Engineering & Software Patent Team, co-leads the firm's Artificial Intelligence Team and is also a member of the Intellectual Property Litigation Team. A registered patent attorney with deep experience in both patent prosecution and intellectual property litigation, Charley's practice encompasses patent, copyright, trademark, and trade secret disputes; strategic patent prosecution; client counseling; and opinion work. He served as co-editor for Artificial Intelligence & Intellectual Property, a treatise from PLI for which many attorneys from Ballard Spahr were contributing authors.
The attorneys of Ballard Spahr's Atlanta office have a longstanding relationship with Georgia Lawyers for the Arts and Georgia PATENTS. The firm and Atlanta Office Managing Partner Richard W. Miller were named Georgia Lawyers for the Arts' Patents Firm of the Year and Arts Volunteer of the Year, respectively, in 2024.
For media inquiries, please contact Will Ashenmacher at 612.371.5792.
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Original text here: https://www.ballardspahr.com/insights/news/2026/06/atlanta-ip-inn-of-court-honors-charley-brown-for-pro-bono-service
Max Mishkin Named D.C. Bar Communities' Arts, Entertainment, Media, and Sports Lawyer of the Year
PHILADELPHIA, Pennsylvania, June 1 [Category: BizLaw/Legal] -- Ballard Spahr, a law firm, posted the following news release:
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Max Mishkin Named D.C. Bar Communities' Arts, Entertainment, Media, and Sports Lawyer of the Year
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Ballard Spahr Media and Entertainment Law Partner Maxwell S. Mishkin has been named the D.C. Bar Communities' 2026 Lawyer of the Year for the Arts, Entertainment, Media, and Sports Law Community.
Max is among 12 attorneys being honored by their peers in the D.C. Bar Communities for leadership in their practice areas, excellence in their professional and personal
... Show Full Article
PHILADELPHIA, Pennsylvania, June 1 [Category: BizLaw/Legal] -- Ballard Spahr, a law firm, posted the following news release:
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Max Mishkin Named D.C. Bar Communities' Arts, Entertainment, Media, and Sports Lawyer of the Year
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Ballard Spahr Media and Entertainment Law Partner Maxwell S. Mishkin has been named the D.C. Bar Communities' 2026 Lawyer of the Year for the Arts, Entertainment, Media, and Sports Law Community.
Max is among 12 attorneys being honored by their peers in the D.C. Bar Communities for leadership in their practice areas, excellence in their professional and personallives, and dedication to the mission of the D.C. Bar and its communities. He will receive his award at a June 18 ceremony.
In his practice, Max advises journalists, news organizations, nongovernmental organizations, and creative professionals and advocates for them in state and federal courts across the country. He defends clients against defamation, privacy, and other content-related claims, conducts prepublication review for press organizations and entertainment companies, and is sought out for Freedom of Information Act matters. He served as co-chair of the D.C. Bar's Arts, Entertainment, Media and Sports Law Community from 2021 to 2022.
For further information on the D.C. Bar Communities' Lawyer of the Year Awardees, please see the D.C. Bar's press release.
For media inquiries, please contact Will Ashenmacher at 612.371.5792.
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Original text here: https://www.ballardspahr.com/insights/news/2026/06/max-mishkin-named-dc-bar-communities-arts-entertainment-media-and-sports-lawyer-of-the-year
Policy Week in Review - May 29, 2026
SAN FRANCISCO, California, May 29 -- Littler, a law firm, issued the following news:
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Policy Week in Review - May 29, 2026
Congressional and Administrative News
At a Glance
The Policy Week in Review, prepared by Littler's Workplace Policy Institute (WPI), sets forth WPI's updates on federal legislation, regulations, and congressional activity affecting the workplace.
By Shannon Meade, Jim Paretti, Alex MacDonald, and Maury Baskin
EEOC Seeks to Rescind its 1979 Affirmative Action Rule
The Equal Employment Opportunity Commission (EEOC) submitted a proposal to the White House Office of
... Show Full Article
SAN FRANCISCO, California, May 29 -- Littler, a law firm, issued the following news:
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Policy Week in Review - May 29, 2026
Congressional and Administrative News
At a Glance
The Policy Week in Review, prepared by Littler's Workplace Policy Institute (WPI), sets forth WPI's updates on federal legislation, regulations, and congressional activity affecting the workplace.
By Shannon Meade, Jim Paretti, Alex MacDonald, and Maury Baskin
EEOC Seeks to Rescind its 1979 Affirmative Action Rule
The Equal Employment Opportunity Commission (EEOC) submitted a proposal to the White House Office ofInformation and Regulatory Affairs (OIRA) to rescind the 1979 interpretive rule regarding "Affirmative Action Appropriate Under Title VII of the Civil Rights Act of 1964." OIRA received the notice on May 27 where it is pending regulatory review. This follows the EEOC's recent proposal to rescind its EEO-1 data collection, as previously reported.
Congressional Democrats Seek to Increase Overtime Pay
Senate HELP Committee Ranking Member Bernie Sanders (I-VT) and Representative Mark Takano (D-CA) introduced legislation titled, "Restoring Overtime Pay Act," which would increase the overtime salary threshold from the current $35,568 to more than $89,000 by 2030. Read the fact sheet here. The introduction of this legislation comes on the heels of the Department of Labor's formal rescission of the Biden-era 2024 regulation that would have raised the salary threshold to $58,656 by January 1, 2025 and included an automatic escalator clause to update the salary threshold every three years based on inflation. The rescission follows federal court rulings that had vacated the rule.
ICYMI: House to Vote on Union-backed "Faster Labor Contracts Act"
The House discharge petition filed by Representative Donald Norcross (D-NJ) reached the required 218 signatures to force a House floor vote on the union-backed "Faster Labor Contracts Act" (imposing binding interest arbitration). The vote is expected the week of June 8. The employer community is actively opposing the legislation in the House and Senate.
Upcoming Congressional Hearings
The House Subcommittee on Health, Employment, Labor and Pensions will hold a hearing titled, "Examining the Policies and Priorities of the NLRB," on Thursday, June 4 at 10:15 a.m.
The House Subcommittee on Higher Education and Workforce Development will hold a hearing titled, "Building an AI-Ready America" Higher Education in the Age of AI, on Wednesday, June 3 at 10:15 a.m.
The House Committee on Education and Workforce Development will hold a field hearing in Memphis, TN on NCAA enforcement titled, "Calling the Fouls: Accountability and Transparency in NCAA Enforcement," on Friday, June 12 at 9:00 a.m.
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Authors
Shannon Meade
Executive Director, Workplace Policy Institute
Washington, D.C.
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James Paretti
James A. Paretti
Shareholder
Washington, D.C.
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Alexander T. MacDonald
Shareholder
Washington, D.C.
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Maury Baskin
Shareholder
Washington, D.C.
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Original text here: https://www.littler.com/news-analysis/asap/policy-week-review-may-29-2026
[Category: BizLaw/Legal]
Los Angeles Magazine Names Seven Attorneys to 2026 'Best of Legal' List
ALBANY, New York, May 29 -- Nixon Peabody, a law firm, issued the following news release:
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Los Angeles Magazine names seven attorneys to 2026 'Best of Legal' list
Los Angeles, CA. Nixon Peabody LLP is proud to share that Los Angeles Magazine has named seven of the firm's attorneys to the publication's inaugural "Best of Legal" list.
Nixon Peabody's 2026 "Best of Legal" honorees come from a variety of practice areas and include:
* Stratton Constantinides, Environmental and Affordable Housing & Real Estate
* Daniel Deaton, Project Finance & Public Finance
* Brian Kennedy, Intellectual
... Show Full Article
ALBANY, New York, May 29 -- Nixon Peabody, a law firm, issued the following news release:
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Los Angeles Magazine names seven attorneys to 2026 'Best of Legal' list
Los Angeles, CA. Nixon Peabody LLP is proud to share that Los Angeles Magazine has named seven of the firm's attorneys to the publication's inaugural "Best of Legal" list.
Nixon Peabody's 2026 "Best of Legal" honorees come from a variety of practice areas and include:
* Stratton Constantinides, Environmental and Affordable Housing & Real Estate
* Daniel Deaton, Project Finance & Public Finance
* Brian Kennedy, IntellectualProperty
* Seth Levy, Intellectual Property
* Shahzad Malik, Corporate
* Jonah Retzinger, Complex Disputes
* Brock Seraphin, Complex Disputes
Nixon Peabody's Los Angeles office delivers full-service legal support to clients in Southern California and beyond, with industry-leading teams in healthcare, entertainment, labor and employment, and real estate. The firm's Los Angeles attorneys advise organizations across sectors including finance and technology, providing counsel on transactions, disputes, and regulatory matters. The Los Angeles office has also been named a Tier 1 firm in the 2026 edition of Best Law Firms(R).
The "Best of Legal" recognizes the top attorneys in Los Angeles County. Honorees are selected with input from an independent data search team, rigorous research, and informed by local legal professionals.
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Original text here: https://www.nixonpeabody.com/about/media/2026/05/28/los-angeles-magazine-names-seven-attorneys-to-2026-best-of-legal-list
[Category: BizLaw/Legal]
Littler Issues Commentary: Massachusetts Rideshare Drivers Sign Up for Unionization - And Spotlight Potential New State Law Labor Avenues
SAN FRANCISCO, California, May 29 -- Littler, a law firm, issued the following commentary by shareholder Alexander T. MacDonald and associate Rachel Ring:
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Massachusetts Rideshare Drivers Sign Up for Unionization - And Spotlight Potential New State Law Labor Avenues
At a Glance
* As of May 26, Massachusetts rideshare drivers are the first in the nation to organize and secure certification of a union as their exclusive bargaining representative.
* Similar legislation has been enacted in California specific to rideshare drivers, while analogous legislation in other sectors has been proposed
... Show Full Article
SAN FRANCISCO, California, May 29 -- Littler, a law firm, issued the following commentary by shareholder Alexander T. MacDonald and associate Rachel Ring:
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Massachusetts Rideshare Drivers Sign Up for Unionization - And Spotlight Potential New State Law Labor Avenues
At a Glance
* As of May 26, Massachusetts rideshare drivers are the first in the nation to organize and secure certification of a union as their exclusive bargaining representative.
* Similar legislation has been enacted in California specific to rideshare drivers, while analogous legislation in other sectors has been proposedin several other states.
* These state statutory set-ups are styled as alternatives to the National Labor Relations Act (NLRA) and raise significant legal questions, which have not yet been tested in court.
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In late May 2026, the App-Based Driver's Union (ADU) became the first labor union certified to represent rideshare drivers in the nation. It reached that milestone using a streamlined organizing process under a new Massachusetts law, which allows a union to be certified without a vote and to represent drivers at a "sectoral" level.
This system is not just a quirk of Massachusetts' labor-friendly politics: it's part of a growing state-level response to the perceived shortcomings of the NLRA and National Labor Relations Board (NLRB). Unions and union-friendly lawmakers have long decried the limitations of the NLRA, and the Massachusetts law represents an increasingly common response. More and more, states are trying to create their own workarounds to supplement or supplant the NLRA. For example, states have enacted laws banning or severely restricting employer so-called "captive audience" meetings, and statutes related to unemployment benefits for striking workers. Some state laws also require employers that are in the state procurement process to agree to labor peace agreements to qualify for bids.
In the short term, the ADU's success could encourage unions to organize rideshare drivers in other states. More significantly, the Massachusetts legislation (and the results of bargaining) could create a model for similar schemes in other sectors, especially those that fall outside the purview of the NLRA.
What Happened and Why?
The certification is a result of the 2024 voter initiative in Massachusetts to permit rideshare drivers that generate work from electronic apps to choose to become part of a union.1 The Act creates a new system of organizing and bargaining for rideshare drivers that could also be a model for other "gig economy" workers; industries that that rely on independent contractors; or sectors that have remote or disparate workers that do not have a regular worksite.
The Massachusetts statute sets out the new parameters for rideshare drivers regarding the organizing process (which can be done via card check or election), creates a sectoral bargaining framework, and forbids "unfair work policies." Exactly how bargaining will play out remains an open question
Why the NLRA was not a Roadblock Here
The NLRA excludes from the definition of "employee" any person "having the status of an independent contractor." In other words, independent contractors or workers do not fall into the definition of "employee" and cannot bargain collectively under the NLRA. For that reason, rideshare drivers and other similar "gig" economy workers do not qualify as employees under the NLRA and cannot use its procedures, including the procedures to elect a union, collective bargaining, and administration of unfair labor practice charges.
Whereas the NLRA presumes that workers will choose a union (or not) workplace by workplace, the Massachusetts law requires them to choose a single union, statewide, for the whole sector. Likewise, while the NLRA assumes that bargaining occurs at the workplace level, the Massachusetts system elevates it to the industry level.
This Massachusetts law is likely to be challenged in court, and raises significant questions about preemption, antitrust law, and constitutional law. While the statute contains specific carve-outs from federal and state antitrust laws, it remains to be seen whether those exemptions hold up. California has a similar statute that permits rideshare drivers to organize, but no union has yet successfully organized the drivers. Minnesota and Illinois also are considering similar pathways to unionization for rideshare drivers. Other states have considered similar statutory schemes in other industries, but those efforts have failed when challenged in court.
Looking Ahead - What This May Mean for Employers
It remains unclear how effective these state-level pathways will be in creating lasting union membership. The effort in Massachusetts has unfolded as rideshare drivers face competition from autonomous vehicles and self-driving taxis. This anxiety concerning the future of artificial intelligence, and its impact on job security will continue to drive employee fears and concern over worker voice, and may drive similar efforts in other sectors.
However, employers can take steps now to be ahead of the curve, including:
* State and Legislative Action - Be aware of your government relations team and encourage them to focus on these issues of state-specific labor law avenues. Be vigilant of labor developments in jurisdictions in which you operate.
* Engage Employees, Especially Remote Employees - While employees value remote work and independence, those employees are more likely to feel isolated and/or at risk of losing their jobs to AI. Employee engagement and communication are the best antidotes to these fears.
* Communication - Overcommunicate with employees regarding your plans concerning AI, modernization, and the basics of pay and benefits.
For now, it remains to be seen whether other states will follow Massachusetts' lead regarding sectoral bargaining for ride-share drivers and independent contractors generally or continue to look for other state-specific ways to avoid the reach (and perceived shortcomings) of the NLRA.
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See Footnotes
1/ Acts of 2024, c. 252.
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Authors
Alexander T. MacDonald
Shareholder
Washington, D.C.
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Rachel Ring
Associate
Boston
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Original text here: https://www.littler.com/news-analysis/asap/massachusetts-rideshare-drivers-sign-unionization-and-spotlight-potential-new
[Category: BizLaw/Legal]
Intellectual Asset Management Honors Hunton in 2026 IAM Patent 1000
DALLAS, Texas, May 29 -- Hunton Andrews Kurth, a law firm, issued the following news:
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Intellectual Asset Management Honors Hunton in 2026 IAM Patent 1000
Hunton was recognized in the 2026 edition of IAM Patent 1000: The World's Leading Patent Professionals.
The firm was recognized in the following categories:
* Patent Litigation in New York
* Patent Prosecution in New York
* Patent Litigation in Washington, DC
* Patent Prosecution in Washington, DC
* Patent Prosecution in Texas
The following attorneys were recognized individually:
* Gary A. Abelev - Bronze for Patent Litigation
... Show Full Article
DALLAS, Texas, May 29 -- Hunton Andrews Kurth, a law firm, issued the following news:
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Intellectual Asset Management Honors Hunton in 2026 IAM Patent 1000
Hunton was recognized in the 2026 edition of IAM Patent 1000: The World's Leading Patent Professionals.
The firm was recognized in the following categories:
* Patent Litigation in New York
* Patent Prosecution in New York
* Patent Litigation in Washington, DC
* Patent Prosecution in Washington, DC
* Patent Prosecution in Texas
The following attorneys were recognized individually:
* Gary A. Abelev - Bronze for Patent Litigationand Recommended for Patent Prosecution (New York)
* Lawrence K. DeMeo - Bronze for Patent Litigation (Massachusetts)
* Jeff C. Dodd - Recommended for Patent Transactions (Texas)
* Armin Ghiam - Bronze for Patent Litigation and Recommended for Patent Prosecution (New York)
* Tyler Maddry - Recommended for Patent Transactions (Washington, DC)
* Matthew Nigriny - Recommended for Patent Prosecution (Washington, DC)
* Michael A. Oakes - Bronze for Patent Litigation (Washington, DC)
* Gregory L. Porter - Recommended for Patent Prosecution and Patent Transactions (Texas)
* Daniel G. Shanley - Recommended for Patent Prosecution (Washington, DC)
* Yisun Song - Recommended for Patent Prosecution (Washington, DC)
You can view a full list of the IAM Patent 1000 2026 firms and individuals here (https://www.iam-media.com/rankings/patent-1000).
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About IAM Patent 1000
The IAM Patent 1000 shines a spotlight on the firms and individuals that are deemed outstanding in the pivotal area of patent law. The IAM Patent 1000 is commonly regarded as the definitive 'go-to' resource for those seeking to identify world-class, private practice patent expertise and leading expert witnesses in the US. When identifying the leading firms, factors such as depth of knowledge, market presence and the level of work on which they are typically instructed were all taken into account, as well as positive peer and client feedback.
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Original text here: https://www.hunton.com/news/intellectual-asset-management-honors-hunton-in-2026-iam-patent-1000
[Category: BizLaw/Legal]
Fisher Phillips Issues Insight: Employer Protections for Voluntary Affirmative Action Plans May End Soon: - 3 Takeaways From EEOC's New Proposal
ATLANTA, Georgia, May 29 -- Fisher Phillips, a law firm, issued the following insight:
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Employer Protections for Voluntary Affirmative Action Plans May End Soon: 3 Takeaways From EEOC's New Proposal
A longtime rule may soon be scrapped that helped employers ensure they were providing equal employment opportunities and improve diversity, equity, and inclusion while also complying with federal anti-discrimination laws. The Equal Employment Opportunity Commission (EEOC) submitted a proposal to the White House on May 27 seeking to revoke a safe harbor for employers that's been in place for
... Show Full Article
ATLANTA, Georgia, May 29 -- Fisher Phillips, a law firm, issued the following insight:
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Employer Protections for Voluntary Affirmative Action Plans May End Soon: 3 Takeaways From EEOC's New Proposal
A longtime rule may soon be scrapped that helped employers ensure they were providing equal employment opportunities and improve diversity, equity, and inclusion while also complying with federal anti-discrimination laws. The Equal Employment Opportunity Commission (EEOC) submitted a proposal to the White House on May 27 seeking to revoke a safe harbor for employers that's been in place fornearly 50 years. The move aligns with the Trump administration's efforts to eliminate DEI programs from the workplace and focus on merit-based opportunities. Here are three key takeaways from the EEOC's latest action and the practical steps employers should be taking now.
1. Employers Would Lose Safe Harbor
The EEOC wants to revoke a 1979 interpretive rule addressing a potential conflict between voluntary affirmative action plans (not those previously mandated for federal contractors) and compliance with Title VII of the Civil Rights Act of 1964:
* Title VII prohibits employment discrimination based on color, national origin, race, religion, or sex.
* Voluntary Affirmative action plans (AAPs) aim to correct historical exclusion of minorities and women in the workplace by, for example, setting goals to hire and promote qualified workers from underrepresented groups. These should not allow employers to take race and gender into consideration when making employment decisions, but the terminology used and application in some workplaces raised some arguments about the conflict between voluntary AAPs and Title VII compliance.
* The 1979 rule provided a legal defense for private employers that voluntarily implemented reasonable affirmative action plans in good faith and properly followed EEOC guidelines.
The EEOC's latest proposal to the White House on May 27 would revoke this good-faith-reliance defense for employers with voluntary AAPs.
Action Item: Employers should be prepared for this rule to ultimately take effect, but also recognize there are still a few steps remaining in the process before this can be finalized. We expect to have more details once the White House completes its review. In the meantime, ensure your hiring, promotion, and compensation decisions are transparent and well-documented.
2. Proposal Aligns with Broader Plan to Eliminate "Illegal" DEI Programs
This proposal comes on the heels of another EEOC submission to the White House on May 14 aiming to end the requirement for large employers to submit workforce demographic data each year through the EEO-1 reporting process.
Moreover, the proposal aligns with President Trump's larger goal to ban "illegal" DEI programs and promote "colorblind equality" and merit-based opportunities. The series of steps the Trump administration has taken to achieve this goal include:
* Eliminating many long-time affirmative action requirements for federal contractors and subcontractors by revoking Executive Order 11246.
* Directing federal officials to take "appropriate measures to encourage the private sector to end illegal discrimination and preferences, including DEI."
* Requiring federal contractors to affirmatively agree not to engage in racially discriminatory DEI activities and to take certain compliance steps.
EEOC Chair Andrea Lucas has also clearly stated her goal to end unlawful DEI programs. The agency released guidance last year, for example, on the types of workplace DEI programs that may be risky under President Trump's executive orders. You can read about that guidance here: EEOC Issues Guidance on Unlawful Workplace DEI Programs: Top Takeaways for Employers
Action Item: Audit your programs and practices with legal counsel. Conduct a privileged review of your current programs, policies, and agreements to ensure they align with the administration's new direction and identify anything that may need to be updated or discussed with your attorney.
3. The Legal Landscape is Changing Significantly
The White House is currently reviewing several EEOC proposals related to workplace laws, regulations, and initiatives that implicate race and gender, including diversity, equity, and inclusion. Employers should be monitoring those developments and preparing for potential changes that could impact policies, practices, and workplace compliance strategies.
If these changes are finalized, we could see more workplace discrimination lawsuits filed by "majority group" plaintiffs, particularly since the US Supreme Court unanimously ruled last term that plaintiffs alleging workplace discrimination under Title VII are not required to meet a heightened evidentiary standard just because they have "majority-group" status.
Action Item: Track federal developments and legal challenges as they arise. Make sure you are subscribed to Fisher Phillips' Insight System to get the most up-to-date information.
Conclusion
If you have questions, reach out to your Fisher Phillips attorney, the authors of this Insight, or any member of our DEI and EEO Compliance Team or Government Contracting, Compliance, and Reporting Practice Group. We will continue to monitor developments related to all aspects of workplace law. Make sure you are subscribed to Fisher Phillips' Insight System to get the most up-to-date information.
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Related People
Sheila M. Abron
Partner
803.740.7676
sabron@fisherphillips.com
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Original text here: https://www.fisherphillips.com/en/insights/insights/employer-protections-for-voluntary-affirmative-action-plans-may-end-soon
[Category: BizLaw/Legal]
