Law/Legal
Here's a look at documents from law firms and legal groups
Featured Stories
Troutman Pepper Locke's Mark Wilhelm Recognized as Rising Leader in Philadelphia Business Journal's 40 Under 40
ATLANTA, Georgia, June 6 -- Troutman Pepper, a law firm, issued the following news:
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Troutman Pepper Locke's Mark Wilhelm Recognized as Rising Leader in Philadelphia Business Journal's 40 Under 40
PHILADELPHIA - Troutman Pepper Locke partner Mark Wilhelm has been named a 40 Under 40 honoree by the Philadelphia Business Journal, recognizing the region's up-and-coming business leaders.
Chosen for both professional excellence and meaningful community impact, Wilhelm is among 40 honorees selected from more than 300 nominations spanning the health care, legal, nonprofit, real estate, hospitality,
... Show Full Article
ATLANTA, Georgia, June 6 -- Troutman Pepper, a law firm, issued the following news:
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Troutman Pepper Locke's Mark Wilhelm Recognized as Rising Leader in Philadelphia Business Journal's 40 Under 40
PHILADELPHIA - Troutman Pepper Locke partner Mark Wilhelm has been named a 40 Under 40 honoree by the Philadelphia Business Journal, recognizing the region's up-and-coming business leaders.
Chosen for both professional excellence and meaningful community impact, Wilhelm is among 40 honorees selected from more than 300 nominations spanning the health care, legal, nonprofit, real estate, hospitality,and other key industry sectors.
An accomplished corporate attorney, Wilhelm maintains a multifaceted transactional practice representing strategic acquirers and sellers, private equity firms, and other corporate clients in M&A transactions, securities offerings, and general corporate matters.
Known for balancing legal rigor with practical business considerations, he helps clients navigate high-profile, high-stakes decisions efficiently while remaining focused on achieving their broader commercial goals and objectives.
In addition to his client work, Wilhelm is deeply committed to pro bono service. He has represented low-income tenants in disputes with landlords and counseled nonprofit organizations in the negotiation of strategic and commercial transactions, helping mission-driven entities navigate complex legal frameworks.
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Troutman Pepper Locke
Troutman Pepper Locke helps clients solve complex legal challenges and achieve their business goals in an ever-changing global economy. With more than 1,600 attorneys in 30+ offices, the firm serves clients in all major industry sectors, with particular depth in energy, financial services, health care and life sciences, insurance and reinsurance, private equity, and real estate. Learn more at troutman.com.
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Original text here: https://www.troutman.com/insights/troutman-pepper-lockes-mark-wilhelm-recognized-as-rising-leader-in-philadelphia-business-journals-40-under-40/
[Category: BizLaw/Legal]
Ryan Fayhee Calls for Release of Wrongfully Detained American Journalist in Iran on CBS Evening News
WASHINGTON, June 6 -- Akin Gump, a law firm, issued the following news release:
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Ryan Fayhee Calls for Release of Wrongfully Detained American Journalist in Iran on CBS Evening News
Akin national security & global investigations partner Ryan Fayhee appeared on CBS Evening News to discuss the case of wrongfully detained Iranian-American journalist Reza Valizadeh. Watch the clip here.
Ryan is also quoted by CBS News in an article titled, "From inside Iran's Evin Prison, journalist Reza Valizadeh pleads for medical help for him and other American captives." The article examines Valizadeh's
... Show Full Article
WASHINGTON, June 6 -- Akin Gump, a law firm, issued the following news release:
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Ryan Fayhee Calls for Release of Wrongfully Detained American Journalist in Iran on CBS Evening News
Akin national security & global investigations partner Ryan Fayhee appeared on CBS Evening News to discuss the case of wrongfully detained Iranian-American journalist Reza Valizadeh. Watch the clip here.
Ryan is also quoted by CBS News in an article titled, "From inside Iran's Evin Prison, journalist Reza Valizadeh pleads for medical help for him and other American captives." The article examines Valizadeh'srecent plea to the U.S. government to obtain medical help for him and other Americans detained in Iran's Evin Prison.
Ryan emphasizes the need for the U.S. government to acknowledge that Iran is holding U.S. citizens and to ensure their release is being discussed as part of negotiations between the U.S. and Iran.
"I'm hopeful that they'll begin to share with the public what steps they're taking to recover Reza," he said.
Ryan has worked pro bono on behalf of Reza, who has been wrongfully detained in Iran since September 2024.
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Original text here:
[Category: BizLaw/Legal]
Purdue Guard C.J. Cox Teams With Hunton to Navigate NIL
DALLAS, Texas, June 6 -- Hunton Andrews Kurth, a law firm, issued the following news:
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Purdue Guard C.J. Cox Teams With Hunton to Navigate NIL
C.J. Cox knows a thing or two about overcoming challenges and rising to the highest level of competition. As a sophomore, the two-year starting guard for the Purdue men's basketball team played a critical role in helping propel the Boilermakers to a Big 10 Championship and an Elite Eight appearance in the NCAA Tournament last March.
Off the court, Cox faced a different challenge: negotiating the evolving landscape of the post-House settlement Name,
... Show Full Article
DALLAS, Texas, June 6 -- Hunton Andrews Kurth, a law firm, issued the following news:
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Purdue Guard C.J. Cox Teams With Hunton to Navigate NIL
C.J. Cox knows a thing or two about overcoming challenges and rising to the highest level of competition. As a sophomore, the two-year starting guard for the Purdue men's basketball team played a critical role in helping propel the Boilermakers to a Big 10 Championship and an Elite Eight appearance in the NCAA Tournament last March.
Off the court, Cox faced a different challenge: negotiating the evolving landscape of the post-House settlement Name,Image, and Likeness (NIL) era. As a player who also knows a thing or two about assists, he turned to Hunton Andrews Kurth LLP.
"Navigating the new and complex world of the Name, Image, and Likeness (NIL) era has been challenging," said Cox. "With so much at stake, I turned to Hunton for help, guidance and counsel on a range of legal matters, including the formation of my limited liability company, NIL opportunities and agreements, and advice on a wide range of personal and business issues. NIL and the business side of college athletics can be a lot to manage while juggling my studies and the entire educational experience. My Hunton team of Gerry Leone, Brigid Harrington, Austin Maloney and Nate Jones took the time to walk me and my father through every step, answer my questions, and make sure I felt comfortable with the decisions I was making. They were always insightful, thoughtful, responsive, and supportive, and I'm truly appreciative of the guidance they provided. As my business aspirations grow, I know I can count on the legal and business affairs support from my team at Hunton."
Hunton's representation of Cox reflects the breadth of the firm's higher education practice, which has included involvement in NIL-related concerns from all angles - not just the representation of student athletes, but also universities themselves and related entities, such as foundations. Hunton has been a thought leader in how NIL impacts athletes and college campuses from a financial, risk-management, student well-being, and institutional mission angles. For example:
* Campus Risk Playbook Series: Sidelines, Setbacks, and Bracket-Busting: How Booster Insurance Safeguards NIL Deals
* Key NIL-Related Considerations for Institutions That Do Not Pay Their Athletes
* The New Era of College Athletics - Navigating NIL and Collectives
* What Insurance Means for Stakeholders in the NIL Era
* Top Tips for Employers - NIL and Student Athletes: Is It Work?
* Challenges for International Student-Athletes Navigating the NIL Landscape
* Top Tips for Employers - House Rules: Guidelines for the University/Student-Athlete Relationship in the Age of Compensation
* Navigating Insurance in the NIL Era: What It Means for Universities, Athletes, Brands, and Families
* Focus Areas for Institutions of Higher Education to Navigate the Revenue Share and NIL Era
* With Student Athletes' Individual "Brands" Becoming a Commodity, Here's What Universities Should Consider
* Important Considerations for Universities Awaiting House Settlement Approval
Hunton's approach to NIL-related issues benefits from the practical value of the team's deep collective understanding of the evolving legal and regulatory and compliance landscape facing colleges, universities, and those connected to them. The firm regularly counsels institutions of higher education on governance, regulatory, ethical compliance, investigations, athletics, and other complex legal issues. By working across the higher education ecosystem, Hunton is well positioned to help clients navigate emerging issues at the intersection of athletics, regulation, business, and institutional policy.
The Hunton team representing Cox included Gerry Leone, Austin Maloney, Brigid Harrington, and Nate Jones.
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Original text here: https://www.hunton.com/news/purdue-guard-c-j-cox-teams-with-hunton-to-navigate-nil
[Category: BizLaw/Legal]
Fisher Phillips Issues Insight: New York Poised to Require Employee Access to Personnel Files - 7 Things Employers Need to Know
ATLANTA, Georgia, June 6 -- Fisher Phillips, a law firm, issued the following insight on May 5, 2026:
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New York Poised to Require Employee Access to Personnel Files: 7 Things Employers Need to Know
New York employers should prepare for significant new obligations concerning employee access to personnel files. The New York Legislature just passed a bill that could soon grant current and former employees broad rights to obtain copies of personnel records, require employers to notify employees when certain negative information is placed in their files, impose personnel-record retention obligations,
... Show Full Article
ATLANTA, Georgia, June 6 -- Fisher Phillips, a law firm, issued the following insight on May 5, 2026:
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New York Poised to Require Employee Access to Personnel Files: 7 Things Employers Need to Know
New York employers should prepare for significant new obligations concerning employee access to personnel files. The New York Legislature just passed a bill that could soon grant current and former employees broad rights to obtain copies of personnel records, require employers to notify employees when certain negative information is placed in their files, impose personnel-record retention obligations,and prohibit retaliation against employees who exercise their rights under the law. The bill would also apply to certain personnel records maintained by third-party vendors, creating additional compliance challenges for employers that rely on outsourced HR, payroll, or personnel-management functions. If signed by Governor Hochul, the law would take effect 60 days later. Here are the seven key takeaways for employers and seven steps you should consider taking now to prepare.
7 Key Takeaways for Employers
1. Current and Former Employees Are Covered
Both current and former employees would be covered under the law. As a result, if the law is enacted, employers should expect that personnel-file requests may come not only from active employees, but also from former employees, including those involved in separation negotiations, agency charges, litigation, or post-employment disputes.
2. "Personnel Record" Includes a Wide Range of Employment Documents
The bill defines "personnel record" broadly. It includes records kept by an employer that identify an employee and are used or may be used with respect to the employee's qualifications for employment, promotion, transfer, additional compensation, or disciplinary action. The bill identifies job applications, resumes, job titles and descriptions, pay and compensation information, start dates, performance evaluations, written warnings, probationary-period lists, waivers signed by the employee, termination notices, and other disciplinary records, as falling within the definition of personnel records. Certain personal information about individuals other than the employee - where disclosure would constitute a clearly unwarranted invasion of privacy - is excluded.
The bill expressly extends to personnel records maintained by third parties that have contractual agreements with the employer to keep or supply such records. Employers should therefore inventory records maintained by HR vendors, payroll providers, professional employer organizations, benefits administrators, or other service providers to determine whether those records may be subject to employee requests.
3. Employers Will Have Short Deadlines to Produce Records
Unlike the laws in some states that permit only inspection, the bill would require employers to provide employees with a copy of their personnel records upon request. Upon receiving a written request, employers would have just five business days to provide the copy, at no cost to the employee.
Employers would not need to allow an employee to review personnel records more than twice per calendar year, although a review prompted by the placement of negative information would not count against that annual limit.
4. Employers Will Need to Notify Employees of Negative Personnel File Entries
The bill would require an employer to notify an employee within 10 days of placing in the employee's personnel record any information that may be used to negatively affect the employee's qualifications for employment, promotion, transfer, additional compensation, or the possibility of disciplinary action.
5. Employees Will Have a Right to Respond to Disputed Information
If an employee disagrees with information contained in a personnel record, the employer and employee may agree to remove or correct the information. If no agreement is reached, the employee would be allowed to submit a written statement explaining the employee's position. That statement would then become part of the personnel record and included if the disputed information is transmitted to a third party, so long as the original information remains part of the file.
If an employer places information in a personnel record that the employer knew or should have known to be false, the employee would be able to seek expungement through a collective bargaining agreement, other personnel procedures, or judicial process.
6. Retention and Policy-Maintenance Obligations
Employers would be required to retain the complete personnel record of each employee from the date of employment until three years after termination, without deletions or expungement of information. Employers that maintain written personnel policies would also be required to continuously maintain those policies at the office where personnel matters are administered.
7. Violations Could Trigger Fines and Attorney General Enforcement
Violation of the law could result in fines ranging from $500 to $2,500, with enforcement by the New York Attorney General. The bill would also prohibit employers from discharging, threatening, penalizing, discriminating against, or otherwise retaliating against employees who exercise their rights under law.
7 Employer Action Items to Prepare
Governor Hochul must still decide whether to sign or veto the legislation. If enacted, New York would join a growing number of states that provide employees with statutory rights to access personnel records. Although the bill has not yet been signed into law, employers may want to begin assessing their readiness now given the proposed five-business-day production deadline and other operational requirements. Employers should start preparing for the reality that personnel files may soon be an open book in New York. Here are seven steps to consider taking now:
1. Review Personnel-File Practices and Record Locations: Identify what documents are maintained as part of employee personnel files, where those documents are stored, who has access to them, and whether any responsive records are maintained outside the employer's primary HR system. This review should include records maintained by managers, legal, payroll, benefits, third-party vendors, and any entities acting as agents of the employer.
2. Create a Written Request and Response Process: Because the bill would require production within five business days after a written request, you should consider establishing a standardized intake and response process. This may include a designated email address or form for requests, an internal escalation protocol, a checklist for identifying responsive records, and a quality-control review before production.
3. Prepare a Negative-Information Notice Protocol: Develop a process for identifying when information placed in a personnel file could negatively affect employment, promotion, transfer, compensation, or disciplinary outcomes. Managers and HR staff should be trained to provide timely notice within the proposed 10-day period and document when notice was provided.
4. Update Record-Retention Policies: Confirm that personnel records are retained for at least three years after employment ends. Avoid informal deletion, expungement, or alteration.
5. Audit Third-Party Vendor Agreements: Because records maintained by certain third parties may be deemed personnel records under the bill, you should evaluate whether vendors possess covered records and whether contractual arrangements permit timely retrieval of those records. Contracts with HR providers, payroll companies, PEOs, staffing agencies, benefits administrators, and document-management vendors should be reviewed to ensure that records can be retrieved quickly enough to meet the five-business-day production deadline.
6. Train HR, Managers, and Employee Relations Teams: Train staff who create, maintain, or transmit employee records on the bill's requirements, including the definition of personnel records, the notice obligation for negative information, employee response rights, retention requirements, and anti-retaliation protections. You may also wish to review manager training regarding performance documentation, as records used in connection with promotion, compensation, performance management, or discipline may ultimately be subject to employee review.
7. Coordinate with Counsel Before Producing Sensitive Records: Personnel files may contain privileged communications, confidential business information, medical information, or information relating to other employees. You should consider developing a review protocol to assess whether any information should be withheld or redacted, including information of a personal nature about someone other than the employee where disclosure would constitute a clearly unwarranted invasion of privacy.
Conclusion
Fisher Phillips will continue to monitor this bill and any further developments in this area as they occur, so you should ensure you are subscribed to Fisher Phillips' Insight System to gather the most up-to-date information. If you have any questions, please contact your Fisher Phillips attorney, the authors of this Insight, or any attorney in our New York City office.
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Related People
Melissa Camire
Partner
212.899.9965
mcamire@fisherphillips.com
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William O. Doheny
Associate
212.899.9988
wdoheny@fisherphillips.com
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Original text here: https://www.fisherphillips.com/en/insights/insights/new-york-poised-to-require-employee-access-to-personnel-files
[Category: BizLaw/Legal]
Fisher Phillips Issues Insight: EEOC Issues New Enforcement Plan - 5 Steps for Employers to Ensure Compliance With Federal Anti-Discrimination Laws
ATLANTA, Georgia, June 6 -- Fisher Phillips, a law firm, issued the following insight on June 5, 2026:
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EEOC Issues New Enforcement Plan: 5 Steps for Employers to Ensure Compliance with Federal Anti-Discrimination Laws
Employers now have a roadmap from the federal government on how best to comply with workplace anti-discrimination laws under the Trump administration. The Equal Employment Opportunity Commission (EEOC) just released an updated National Enforcement Plan yesterday that replaces the last plan from the Biden administration. Notably, the plan prioritizes enforcement in intentional
... Show Full Article
ATLANTA, Georgia, June 6 -- Fisher Phillips, a law firm, issued the following insight on June 5, 2026:
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EEOC Issues New Enforcement Plan: 5 Steps for Employers to Ensure Compliance with Federal Anti-Discrimination Laws
Employers now have a roadmap from the federal government on how best to comply with workplace anti-discrimination laws under the Trump administration. The Equal Employment Opportunity Commission (EEOC) just released an updated National Enforcement Plan yesterday that replaces the last plan from the Biden administration. Notably, the plan prioritizes enforcement in intentionaldiscrimination cases - including bias in DEI programs - rather than disparate impact claims. The plan "reaffirms the agency's unwavering commitment to merit-based, evenhanded enforcement of our nation's civil rights laws," according to EEOC Chair Andrea Lucas. We'll tell you everything you need to know about the new enforcement guidelines and five steps to ensure compliance.
The EEOC's New Enforcement Priorities
The EEOC's Commissioners voted on June 4 to replace the Biden administration's FY 2024-2028 Strategic Enforcement Plan with a new National Enforcement Plan (NEP). The EEOC noted that it will use its enforcement discretion to advance the Trump administration's policy objectives and comply with relevant executive orders. The plan includes the following priorities:
Disparate Treatment Cases: The EEOC will prioritize disparate treatment (meaning intentional discrimination) over disparate impact claims (which stem from seemingly neutral policies or practices that have a disproportionate impact on a particular group of individuals based on a protected characteristic like race or sex).
The EEOC's plan eliminates disparate impact theories in investigations "to the maximum degree possible" and drops litigation efforts that advance disparate impact claims. The plan aligns with President Trump's 2025 Executive Order aiming to "eliminate the use of disparate impact liability in all contexts to the maximum degree possible." You can read more about that order here.
Intentional Discrimination Through DEI Programs: The plan specifically names DEI policies, programs, and practices as a focus. The agency included the following examples of practices it will scrutinize:
* race- or sex-based quotas (even when framed as "aspirational" goals);
* diverse slate policies;
* diverse hiring panel policies;
* diversity statements required of candidates;
* compensation tied to diversity goals; and
* race or sex data shared with managers, the public, or other non-HR personnel or legal representatives.
Hiring Preferences for Foreign National Workers: The NEP says this may include, but is not limited to, policies, programs, or practices that preference guest worker visa holders or PERM applicants.
Clarifying Supreme Court Precedent: The new plan specifically highlights claims involving the application or scope of recent SCOTUS decisions on:
* "majority-group" workplace bias claims;
* a sex discrimination claim based on a lateral job transfer;
* voluntary affirmative action programs; and
* employer obligations under Title VII to reasonably accommodate religious practices.
The EEOC is also focusing on cases that will clarify the scope of Bostock v. Clayton County regarding employees' right to "single-sex intimate spaces" and employers' right to provide them, employees' and employers' right to "express the binary nature of sex," and employees' right to religious accommodations for sincerely held religious beliefs. Additionally, it will focus on the scope of liability under the Pregnant Workers Fairness Act.
Three-Pronged Approach to Eliminating Workplace Discrimination
The new National Enforcement Plan also reaffirms the EEOC's three-pronged approach to addressing workplace discrimination:
1. prevention through education and outreach;
2. voluntary resolution of disputes (including alternative dispute resolution, pre-determination settlements, and conciliation agreements); and
3. enforcement through litigation.
Beyond the DEI and disparate treatment priorities discussed above, the plan also targets cases with potentially broad impact beyond the immediate parties, matters involving vulnerable workers, federal appeals court disagreements on anti-discrimination issues, and constitutional and statutory liability limits for religious employers.
EEOC Chair Andrea Lucas framed the new plan as a commitment to individualized, merit-based enforcement. "By prioritizing intentional discrimination and underscoring that every worker must be treated as an individual under the law, this plan sharpens the agency's focus on protecting equal opportunity for all Americans," she said.
The EEOC's only Democratic Commissioner, Kalpana Kotagal, objected to the new NEP, calling it a "dramatic shift in the agency's enforcement, outreach, and litigation programs."
Your 5-Step Compliance Plan
The EEOC's announcement of new enforcement priorities offers an opportunity for your business to audit current policies to ensure they're in compliance with the agency's current approach. Consult with your FP counsel and consider the following steps:
1. Review Your Workplace Policies and Practices: Title VII of the Civil Rights Act prohibits employment discrimination based on protected characteristics, including race, color, national origin, sex, and religion. In prior guidance, the Trump administration has explained that the law protects against such discrimination "no matter which employees are harmed," and noted that Title VII's protections "apply equally to all racial, ethnic, and national origin groups, as well as both sexes." Additional laws the EEOC enforces protect employees from discrimination based on age, disability, and genetic information.
2. Focus on Consistency and Transparency: In addition to reviewing what your policies actually say, you should ensure rules are applied consistently and do not inadvertently disadvantage any group. Using transparent qualification standards and legal review for major decisions such as promotions, demotions, and involuntary transfers are keys to reducing risk.
3. Train Your Staff: It's crucial to provide training to HR staff and managers on unbiased decision-making and to reinforce compliance with equal employment opportunity laws for all employees.
4. Continue to Monitor for State Law Compliance: The federal government is no longer pursuing disparate impact claims, but employers may still see such claims, particularly under applicable state law. Continue to assess whether any neutral policies potentially create these types of disparities. In general, state and local anti-discrimination laws may impose more obligations than federal law. Review your policies against the requirements in each of your locations and consult with counsel to address state law nuances.
5. Stay Updated on the Latest Developments: The EEOC and other federal agencies continue to issue new guidance at a rapid pace that significantly impacts workplace compliance priorities. For example, just last month, the EEOC submitted two proposals to the White House: one to scrap a safe harbor for employers with voluntary affirmative action plans, and another to end EEO-1 reporting. 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. We will continue to monitor developments related to all aspects of workplace law. And again, sign up for alerts from Fisher Phillips' Insight System to stay on top of information that could impact your business.
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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/steps-for-employers-to-ensure-compliance-with-federal-anti-discrimination-laws
[Category: BizLaw/Legal]
Chambers USA Recognizes Nixon Peabody Attorneys and Practice Areas for 2026
ALBANY, New York, June 6 -- Nixon Peabody, a law firm, issued the following news release:
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Chambers USA recognizes Nixon Peabody attorneys and practice areas for 2026
Nixon Peabody LLP announced that 69 of the firm's attorneys and 29 practice areas have been recognized as industry leaders in the 2026 edition of Chambers USA: America's Leading Lawyers for Business.
Chambers USA gave notable recognition to six of Nixon Peabody's firmwide practice areas:
* Capital Markets: Securitization: Trustee Counsel
* Franchising
* Healthcare: The Elite
* Projects: PPP
* Public Finance
* Startups
... Show Full Article
ALBANY, New York, June 6 -- Nixon Peabody, a law firm, issued the following news release:
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Chambers USA recognizes Nixon Peabody attorneys and practice areas for 2026
Nixon Peabody LLP announced that 69 of the firm's attorneys and 29 practice areas have been recognized as industry leaders in the 2026 edition of Chambers USA: America's Leading Lawyers for Business.
Chambers USA gave notable recognition to six of Nixon Peabody's firmwide practice areas:
* Capital Markets: Securitization: Trustee Counsel
* Franchising
* Healthcare: The Elite
* Projects: PPP
* Public Finance
* Startups& Emerging Companies
In addition, 23 of the firm's practice areas gained statewide recognition.
Four of the law firm's attorneys received "Up & Coming" recognition for "being at the forefront of their generation and driving the firm's growth," according to Chambers USA. Nixon Peabody CEO and Managing Partner Stephen Zubiago was also recognized as an "Eminent Practitioner" for a sixth consecutive year.
Chambers USA State Recognition
23 Nixon Peabody practices earned state recognition:
* Bankruptcy/Refinancing: Massachusetts
* Construction: California
* Corporate/M&A: Massachusetts, Upstate New York
* Corporate/Commercial: New Hampshire
* Environment: Upstate New York
* Healthcare: California, Illinois, New York
* Labor & Employment: Rhode Island, Upstate New York
* Litigation: General Commercial: Massachusetts, New Hampshire, Rhode Island, Upstate New York
* Litigation: White-Collar Crime & Government Investigations: Massachusetts
* Private Equity: Venture Capital Investment: Massachusetts
* Public Finance: California, District of Columbia, Illinois, New York
* Real Estate: Massachusetts, Upstate New York
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Chambers USA "Leaders in the Field"
Chambers USA recognized 63 Nixon Peabody attorneys as leaders in their field:
* Anthony Barron--Construction (California)
* Armando Batastini--Litigation: General Commercial (Rhode Island)
* John Beals--Investment Funds: Investor Representation (Nationwide); Privacy Equity: Fund Formation (Massachusetts)
* Lori Bowman--Real Estate (Upstate New York)
* Jeff Brenner--Litigation: General Commercial (Rhode Island)
* Allan Cohen--Startups & Emerging Companies (Nationwide)
* Laurie Cohen--Healthcare (New York)
* Stacie Collier--Labor & Employment (Rhode Island)
* Elizabeth Columbo--Public Finance (New York)
* Jacqueline Cooney--Privacy & Data Security: Privacy (Nationwide)
* Daniel Deane--Litigation: General Commercial (New Hampshire)
* Daniel Deaton--Public Finance (California)
* Roderick Devlin--Projects: PPP (Nationwide)
* Peter Egan--Healthcare (New York)
* Robert Fisher--Litigation: White-Collar Crime & Government Investigations (Massachusetts)
* Leigh Gilligan--Environment (Massachusetts)
* Lori Green--Corporate/M&A (Upstate New York)
* Kim Harding--Labor & Employment (Upstate New York)
* John Hutchinson--Public Finance (New York)
* Jessica Jewell--Labor & Employment (Rhode Island)
* Stephen Jones--Labor & Employment (Upstate New York)
* Ilana Kameros--Capital Markets: Securitization: Trustee Counsel (Nationwide)
* Christopher Keefe--Private Equity: Venture Capital Investment (Massachusetts)
* Brian Kelly--Litigation: White-Collar Crime & Government Investigations (Massachusetts)
* Mark Knights--Litigation: White-Collar Crime & Government Investigations (New Hampshire)
* Jared Lusk--Real Estate (Upstate New York)
* Timothy Maloney--Intellectual Property (Illinois)
* Michele Masucci--Healthcare (New York)
* James Mayer--Real Estate (Illinois)
* Richard McGuirk--Litigation: General Commercial (Upstate New York)
* Keri McWilliams--Franchising (Nationwide)
* Michael Melzer--Public Finance (Illinois)
* Shelagh Michaud--Labor & Employment (Rhode Island)
* Victor Milione--Bankruptcy/Restructuring (Massachusetts)
* Valerie Montague--Healthcare (Illinois)
* Catherine Ng--Capital Markets: Securitization: Trustee Counsel (Nationwide)
* Carolyn Nussbaum--Litigation: General Commercial (Upstate New York)
* Greg O'Shaughnessy--Corporate/M&A (Massachusetts)
* Sarah Quinn--Labor & Employment (Illinois)
* Sasha Rao--Intellectual Property: Patent Litigation (California)
* Mitchell Rapaport--Public Finance (District of Columbia)
* Christopher Reitzel--Public Finance (New York)
* Steven Richard--Litigation: General Commercial (Rhode Island)
* Matthew Richards--Construction (California)
* Andrew Rose--Litigation: General Commercial (Upstate New York)
* Tyler Savage--Corporate/M&A (Upstate New York)
* Michael Schnipper--Healthcare (New York)
* Jennifer Schultz--Real Estate: Zoning/Land Use (Massachusetts)
* Bruce Serchuk--Public Finance (District of Columbia)
* Julie Seymour--Healthcare (Illinois); Public Finance (Illinois)
* Andrew Share--Corporate/Commercial (New Hampshire)
* Joshua Sharp--Litigation: White-Collar Crime & Government Investigations (Massachusetts)
* Todd Shinaman--Labor & Employment (Upstate New York)
* Rebecca Simone--Healthcare (New York)
* Priya Sopori--Cannabis Law: Western United States (Nationwide)
* Mark Stember--Employee Benefits & Executive Compensation (District of Columbia)
* Eric Tanck--Corporate/M&A (Upstate New York)
* Philip Taub--Corporate/Commercial (New Hampshire)
* Todd Tidgewell--Corporate/M&A (Upstate New York)
* Kendal Tyre--Franchising (Nationwide)
* David Vicinanzo--Litigation: White-Collar Crime & Government Investigations (New Hampshire)
* Ted Wolff--Environment (New York)
* Virginia Wong--Public Finance (New York)
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Chambers USA's "Up & Coming"
Four Nixon Peabody attorneys earned Chamber USA's "Up & Coming" recognition:
* Adam Gordon--Public Finance (New York City)
* Harsh Parikh--Healthcare (California)
* Christina Ricotta--Real Estate (Massachusetts)
* Dana Stanton--Environment (Upstate New York)
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Chambers USA "Senior Statespeople"
Chambers USA honors Nixon Peabody senior counsel as "Senior Statespeople":
* Bruce Baker--Real Estate (Upstate New York)
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Chambers USA "Eminent Practitioner"
Chambers USA honors Nixon Peabody CEO and managing partner as an "Eminent Practitioner":
* Stephen Zubiago--Corporate/Commercial (Rhode Island)
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Chambers USA: America's Leading Lawyers for Business is a legal benchmark of practitioners' legal ability, professional conduct, client service, commercial awareness, diligence, and commitment. The survey is conducted by Chambers and Partners, a leading independent research company that delivers detailed rankings and insights into the world's leading lawyers.
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Original text here: https://www.nixonpeabody.com/about/media/2026/06/04/chambers-usa-recognizes-nixon-peabody-attorneys-and-practice-areas-for-2026
[Category: BizLaw/Legal]
Britt Miller and Nicole Saharsky Named to Forbes 2026 "America's Top Women Lawyers" List
CHICAGO, Illinois, June 6 [Category: BizLaw/Legal] -- Mayer Brown, a law firm, issued the following news:
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Britt Miller and Nicole Saharsky named to Forbes 2026 "America's Top Women Lawyers" list
Mayer Brown partners Britt Miller and Nicole Saharsky have been named to Forbes' inaugural list of "America's Top Women Lawyers." This recognition honors women lawyers who have "reached the pinnacle of a demanding profession and who are reshaping the industry itself."
Britt serves on Mayer Brown's global Management Committee and co-leads the global Antitrust & Competition practice. She has led
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CHICAGO, Illinois, June 6 [Category: BizLaw/Legal] -- Mayer Brown, a law firm, issued the following news:
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Britt Miller and Nicole Saharsky named to Forbes 2026 "America's Top Women Lawyers" list
Mayer Brown partners Britt Miller and Nicole Saharsky have been named to Forbes' inaugural list of "America's Top Women Lawyers." This recognition honors women lawyers who have "reached the pinnacle of a demanding profession and who are reshaping the industry itself."
Britt serves on Mayer Brown's global Management Committee and co-leads the global Antitrust & Competition practice. She has lednumerous antitrust cases including some of the largest, most high-profile antitrust cases filed in the US. In recent years, Britt has represented clients in significant antitrust class actions, including defending Indiana Packers, The Big Ten Conference in multiple matters related to name, image, and likeness-related benefits for student-athletes, Delta Dental in multidistrict litigation, and Mid-America Apartments in claims regarding the use of algorithmic prices in rental apartments. She also represents Georgetown University in several high-profile financial aid class actions.
Nicole co-leads Mayer Brown's Supreme Court & Appellate practice. She briefs and argues high-stakes appeals before the US Supreme Court, as well as in federal and state appellate courts across the country. She has argued 32 cases before the Supreme Court and authored briefs in hundreds more--experience that places her among the most accomplished appellate lawyers in the country. Nicole recently represented the players on the US Women's National Soccer Team in their equal-pay appeal against the US Soccer Federation, and she currently represents the Nevada Gaming Control Board its cases against various prediction markets.
Forbes reviewed thousands of nominees in a rigorous, multi-step evaluation process, and selected 200 outstanding women lawyers nationwide based on factors including notable litigation, leadership, client impact, firm and community involvement, and recognition within the broader legal industry.
See the entire "America's Top Women Lawyers" list here (https://www.forbes.com/lists/top-women-lawyers/).
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Original text here: https://www.mayerbrown.com/en/news/2026/06/britt-miller-and-nicole-saharsky-named-to-forbes-2026-americas-top-women-lawyers-list
