Law/Legal
Here's a look at documents from law firms and legal groups
Featured Stories
Ogilvy: 2026 Influence Trends You Should Care About
NEW YORK, Feb. 13 (TNSrep) -- Ogilvy, an advertising, marketing and public relations agency, issued the following news:
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2026 Influence Trends You Should Care About
By Ansley Williams and James Baldwin
When it comes to consumer and brand marketing, the Creator Economy is no longer optional or experimental -- it's a foundational pillar of modern marketing.
The flood gates have opened to institutional dollars and uncharted growth; but with higher budgets come higher stakes. The next evolution of creator economy investment brings with it unimagined opportunity, and the need to closely manage
... Show Full Article
NEW YORK, Feb. 13 (TNSrep) -- Ogilvy, an advertising, marketing and public relations agency, issued the following news:
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2026 Influence Trends You Should Care About
By Ansley Williams and James Baldwin
When it comes to consumer and brand marketing, the Creator Economy is no longer optional or experimental -- it's a foundational pillar of modern marketing.
The flood gates have opened to institutional dollars and uncharted growth; but with higher budgets come higher stakes. The next evolution of creator economy investment brings with it unimagined opportunity, and the need to closely manageand monitor risk in equal parts. Influencer marketing can no longer survive on reach and engagement vanity metrics -- impact is everything, ROI is mandatory, and earned community growth is the holy grail. Influence has become a trust infrastructure, while simultaneously a suspiciously scrutinizing and demanding taskmaster. Brands need to think about the tectonic shifts happening in the digital landscape and what spaces are right for them to grow authentically and impactfully.
In a landscape of exponential growth, commoditized production, and rising scrutiny, the next evolution of the Creator Economy is clear: the winners will be those who find opportunities to build and protect trust, not just chase attention.
Download and read our in depth look at this new era for influencer marketing, "2026 Influence Trends You Should Care About" (https://www.ogilvy.com/ideas/2026-influence-trends-you-should-care-about#).
Additional Contributing Authors
RACHEL PORTER
Head of Influence Strategy, EMEA
VICKIE SEGAR
Founder & CEO, Village Marketing
ALESSANDRO FRAGIACOMO
Global Head of Influence, WPP Open X
BRENDA HO
ASP Influence Lead, WPP Open X
Interested in bigger, bolder ideas? Sign up for our newsletter for more insights on how brands can make an impact on the world.
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Ansley Williams is Associate Director, Influencer Strategy at Ogilvy in New York.
James Baldwin is Head of Influence for Ogilvy Asia Pacific.
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Original text here: https://www.ogilvy.com/ideas/2026-influence-trends-you-should-care-about
[Category: BizAdvertising]
McDonald Hopkins Issues Commentary: Congress Enacts PAMA Relief - Legal and Compliance Implications for Laboratories, Physician Groups, and Health Care Providers
CLEVELAND, Ohio, Feb. 13 -- McDonald Hopkins, a law firm, issued the following commentary on Feb. 12, 2026, by associate Taylor Semakula, and members Emily Johnson and Elizabeth Sullivan:
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Congress enacts PAMA relief: Legal and compliance implications for laboratories, physician groups, and health care providers
Recent federal legislation enacted as part of the Consolidated Appropriations Act, 2026 provides temporary but meaningful relief from scheduled Medicare payment reductions under the Protecting Access to Medicare Act of 2014 (PAMA). Although time-limited, these changes carry important
... Show Full Article
CLEVELAND, Ohio, Feb. 13 -- McDonald Hopkins, a law firm, issued the following commentary on Feb. 12, 2026, by associate Taylor Semakula, and members Emily Johnson and Elizabeth Sullivan:
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Congress enacts PAMA relief: Legal and compliance implications for laboratories, physician groups, and health care providers
Recent federal legislation enacted as part of the Consolidated Appropriations Act, 2026 provides temporary but meaningful relief from scheduled Medicare payment reductions under the Protecting Access to Medicare Act of 2014 (PAMA). Although time-limited, these changes carry importantlegal, compliance, and contracting implications for laboratories, physician groups, and other health care providers that rely on Medicare reimbursement or maintain agreements tied to the Medicare Clinical Laboratory Fee Schedule (CLFS). This alert summarizes the enacted PAMA relief and highlights why health care organizations should be paying close attention now.
Overview of Enacted PAMA Changes
The legislation makes three principal changes to the current PAMA framework.
Extension of the moratorium on CLFS rate reductions
The law extends the existing moratorium on PAMA-related CLFS rate reductions through December 31, 2026, blocking Medicare payment cuts that were otherwise scheduled to take effect in early 2026. Absent this extension, reductions of up to 15 percent on nearly 800 clinical laboratory tests would have applied during the 2026 calendar year.
Use of more recent private payor data
The legislation updates the private payor data used to calculate Medicare laboratory rates, replacing outdated historical data with payment information from January 1 through June 30, 2025. This change reflects longstanding concerns that Medicare reimbursement levels should better align with current commercial market pricing.
Revised data reporting timeline
The next PAMA data reporting period has been moved from January 1-March 31, 2026, to May 1-July 31, 2026. Applicable laboratories, therefore, have additional time to prepare, validate, and submit required private payor rate and volume data to CMS.
Why this matters from a legal and compliance perspective
PAMA reporting obligations create regulatory exposure
Even with short-term payment relief, PAMA's reporting requirements remain in effect. Applicable laboratories must submit private payor rate and volume data to CMS during the revised 2026 reporting window. These submissions constitute regulatory filings--not voluntary disclosures--and errors, unsupported assumptions, or inconsistent methodologies can create compliance and enforcement risk.
Entities should not assume they fall outside PAMA simply because laboratory services are not their primary business line. Physician groups, health systems, and joint ventures may trigger reporting obligations depending on billing structures, revenue composition, and affiliated laboratory operations.
Contracting and reimbursement considerations
By stabilizing CLFS rates through the end of 2026, the enacted PAMA relief may affect a wide range of contractual arrangements, including:
1. Managed care contracts tied to Medicare or CLFS benchmarks;
2. Professional services agreements with reimbursement adjustment provisions; and
3. Outreach, reference laboratory, or ancillary services agreements.
Organizations should review whether the enacted PAMA delay affects pricing assumptions, renegotiation rights, notice obligations, or compliance requirements under existing agreements.
Strategic and transactional implications
For providers considering acquisitions, affiliations, or service-line expansions, temporary stabilization of CLFS rates may influence valuation, revenue projections, and deal structuring. At the same time, the limited duration of the relief underscores the importance of conservative forecasting and diligence around long-term reimbursement risk once the moratorium expires.
Recommended next steps
Health care organizations should consider taking the following actions:
1. Evaluate PAMA applicability
Confirm whether the organization qualifies as an "applicable laboratory," including through affiliated entities or joint ventures.
2. Plan for the 2026 reporting period
Begin internal planning now for data collection, validation, and documentation in advance of the May-July 2026 reporting window.
3. Review Medicare-linked contracts
Identify contracts tied to Medicare or CLFS rates and assess whether the enacted delay impacts pricing, compliance obligations, or strategic planning.
4. Strengthen governance and documentation.
Ensure written policies, internal controls, and audit trails support defensible PAMA reporting and ongoing compliance.
Looking ahead
While the enacted legislation provides welcome short-term relief, it does not resolve broader concerns regarding PAMA's long-term structure or its impact on laboratory reimbursement. The current moratorium on reductions expires at the end of 2026. Beginning January 1, 2027, and continuing through December 31, 2029, payment for a test may not be reduced by more than 15% per year compared to the payment amount for the preceding year. Additional legislative or regulatory activity remains likely, and health care organizations should continue to monitor developments closely while preparing for renewed reimbursement pressure.
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Original text here: https://www.mcdonaldhopkins.com/insights/news/congress-enacts-pama-relief
[Category: BizLaw/Legal]
Littler Lounge: Just Cause for a Chat About Corrective Actions
SAN FRANCISCO, California, Feb. 13 -- Littler, a law firm, issued the following news:
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Littler Lounge: Just Cause for a Chat About Corrective Actions
Employee discipline may not sound like party conversation, but stay with us - this one's worth a refill. Hosts Claire Deason and Nicole LeFave welcome Kat Siegel, Executive Director of Littler's Labor Practice, to the lounge for a conversation inspired by a common workplace moment: good intentions, solid decisions, and a process that doesn't always get the same memo.
Together, they unpack what thoughtful corrective action looks like in the
... Show Full Article
SAN FRANCISCO, California, Feb. 13 -- Littler, a law firm, issued the following news:
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Littler Lounge: Just Cause for a Chat About Corrective Actions
Employee discipline may not sound like party conversation, but stay with us - this one's worth a refill. Hosts Claire Deason and Nicole LeFave welcome Kat Siegel, Executive Director of Littler's Labor Practice, to the lounge for a conversation inspired by a common workplace moment: good intentions, solid decisions, and a process that doesn't always get the same memo.
Together, they unpack what thoughtful corrective action looks like in thereal world, sharing practical insights on investigations, documentation, consistency, and the ever intriguing idea of "just cause." Kat brings clarity to a topic that's often overcomplicated, showing how clear policies, steady decision making, and a focus on fairness can make the process feel far more manageable. The conversation demystifies employee discipline and brings added perspective - and a little breathing room - to the process.
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Original text here: https://www.littler.com/news-analysis/podcast/littler-lounge-just-cause-chat-about-corrective-actions
[Category: BizLaw/Legal]
Littler Issues Commentary: OFCCP Poised to Produce Contractors' EEO-1 Data Following Losses in Litigation
SAN FRANCISCO, California, Feb. 13 -- Littler, a law firm, issued the following commentary on Feb. 12, 2026, by shareholders David J. Goldstein and James A. Paretti:
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OFCCP Poised to Produce Contractors' EEO-1 Data Following Losses in Litigation
Starting in 2018, the Center for Investigative Reporting (CIR) and a CIR reporter have been fighting to force OFCCP to disclose EEO-1 reports that have been filed by federal contractors./1 These contractors have operated with the understanding that the government must keep such reports confidential.
CIR initially requested reports pursuant to
... Show Full Article
SAN FRANCISCO, California, Feb. 13 -- Littler, a law firm, issued the following commentary on Feb. 12, 2026, by shareholders David J. Goldstein and James A. Paretti:
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OFCCP Poised to Produce Contractors' EEO-1 Data Following Losses in Litigation
Starting in 2018, the Center for Investigative Reporting (CIR) and a CIR reporter have been fighting to force OFCCP to disclose EEO-1 reports that have been filed by federal contractors./1 These contractors have operated with the understanding that the government must keep such reports confidential.
CIR initially requested reports pursuant tothe Freedom of Information Act (FOIA) for a small number of federal contractors. In 2019, after OFCCP denied the request, CIR obtained a ruling from a U.S. magistrate judge in a California federal district court holding that EEO-1 reports were not exempt from FOIA disclosure because they do not constitute commercial information for purposes of FOIA Exemption 4, which was the basis on which OFCCP had declined to produce the reports. At the time, OFCCP chose not to appeal the magistrate judge's ruling. Although one of the employers whose data had been ordered disclosed tried to intervene and appeal, the Ninth Circuit held that the employer had failed to preserve its rights and denied the appeal.
CIR subsequently filed an additional FOIA request seeking Consolidated EEO-1 reports for all federal contractors from 2016 through 2020. As required under FOIA, OFCCP offered contractors an opportunity to object to the disclosure. As discussed below, there are multiple grounds for objecting to the proposed disclosures. However, the OFCCP chose to focus on just one: FOIA Exemption 4, which, as described by the Ninth Circuit,
allows agencies to withhold "trade secrets" and "commercial or financial information obtained from a person" that is "privileged or confidential." 5 U.S.C. Sec. 552(b)(4). The exemption protects entities that are required to submit information to the federal government against the competitive disadvantages that could result from disclosure of their private business information.
CIR again sued OFCCP over its application of this exemption and, in July 2025, the Ninth Circuit ruled that the exemption does not apply and that the EEO-1 data must be made public. Although there are arguments that the Ninth Circuit's decision is incorrect as a matter of law, OFCCP chose not to seek further judicial review. Following further proceedings in the district court, and pursuant to agreements between OFCCP and CIR, OFCCP is now getting ready to produce contractors' consolidated EEO-1 reports from 2016 through 2020. Absent a further challenge, the disclosures are scheduled to be made on February 25, 2026.
Although OFCCP based its decision to initially deny CIR's FOIA request based only on Exemption 4, many contractors asserted objections on other grounds that clearly have merit. In particular, for smaller employers, this disclosure of information will permit the public to identify how individual employees have chosen to voluntarily self-identify or, in instances in which employees declined to self-identify, the determination made by the employer through visual observation. The disclosure of such information is barred by FOIA Exemption 6, which requires agencies to withhold information that would constitute an unwarranted violation of personal privacy.
More broadly, the proposed disclosure would appear to be barred by FOIA Exemption 3 and Section 709(d) of Title VII of the Civil Rights Act of 1964, 42 U.S.C. Sec. 2000e-8(d), which provides that EEO-1 data furnished by the EEOC to another agency "shall be furnished on condition that it not be made public by the recipient agency prior to the institution of a proceeding under State or local law involving such information." It is possible OFCCP did not want to rely on this argument because it would have required an admission that OFCCP overstepped its legal authority when it began requesting EEO-1 data from the EEOC in the first place and that the EEOC breached its statutory obligation to protect EEO-1 data from public disclosure when it gave the data to OFCCP without requiring an agreement to maintain it as confidential.
Contractors that timely objected to the disclosure of their data pursuant to Exemptions 3 or 6 may still have remedies, but will have to take immediate action to preserve them.
Employers that were included in OFCCP's proposed disclosures but objected to the disclosure based on a claim that they were not federal contractors within OFCCP's jurisdiction during the relevant period, should contact OFCCP to ensure that their data will not be made public on February 25. These objections remain the subject of further proceedings in the litigation between OFCCP and CIR.
Employers that want to explore their options for protecting the 2016-20 data that OFCCP is now proposing to disclose should contact their legal counsel immediately.
Later requests for Contractors' 2021 EEO-1 data are still pending before OFCCP and are not covered by the CIR litigation. Contractors concerned about protecting this data should also consult with their legal counsel.
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1/ See David Goldstein and Jim Paretti, OFCCP Plans to Disclose Confidential Employer EEO-1 Data: Can Employers Protect Their Information?, Littler ASAP (Aug. 22, 2022); OFCCP Sued to Compel Release of EEO-1 Data, Littler ASAP (Nov. 22, 2022).
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Authors
David J. Goldstein
Shareholder
Minneapolis
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James A. Paretti
Shareholder
Washington, D.C.
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Original text here: https://www.littler.com/news-analysis/asap/ofccp-poised-produce-contractors-eeo-1-data-following-losses-litigation
[Category: BizLaw/Legal]
Littler Issues Commentary: Italy's Pay Transparency Decree - Turning Point for Equal Pay
SAN FRANCISCO, California, Feb. 13 -- Littler, a law firm, issued the following commentary on Feb. 12, 2026, by office managing shareholder Carlo Majer and associate Debhora Scarano:
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Italy's Pay Transparency Decree: A Turning Point for Equal Pay
At a Glance
* Italy has approved a draft legislative decree to transpose the EU Pay Transparency Directive into national law.
* The decree clarifies the criteria for identifying "equal work" or "work of equal value," sets forth rules for making pay disclosures at the recruitment stage and during employment, and addresses pay reporting obligations,
... Show Full Article
SAN FRANCISCO, California, Feb. 13 -- Littler, a law firm, issued the following commentary on Feb. 12, 2026, by office managing shareholder Carlo Majer and associate Debhora Scarano:
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Italy's Pay Transparency Decree: A Turning Point for Equal Pay
At a Glance
* Italy has approved a draft legislative decree to transpose the EU Pay Transparency Directive into national law.
* The decree clarifies the criteria for identifying "equal work" or "work of equal value," sets forth rules for making pay disclosures at the recruitment stage and during employment, and addresses pay reporting obligations,among other steps.
* While the draft decree is at the preliminary stage and may undergo revisions, employers in Italy should begin evaluating their current pay practices and classification systems in light of new requirements.
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On February 5, 2026, Italy's Council of Ministers approved a draft Legislative Decree implementing Directive (EU) 2023/970 on pay transparency. Following its preliminary approval, the measure now enters a review and consultation phase--an important step in ensuring that Italy meets the June 7, 2026 deadline to transpose the Directive into national law.
The draft decree reshapes corporate practices in compensation management. Pay equality will no longer be left to the discretion of voluntary corporate best practices but must be grounded in a comprehensive system of rules based on transparency and information. The core objective of the Directive, and by extension, Italy's draft decree, is to reduce the gender pay gap by tackling pay discrimination between men and women through the application of the principle of equal pay for "equal work" and for "work of equal value."
Below are the key features of the draft decree:
Work of Equal Value
As a cornerstone provision, the Italian draft decree clarifies the criteria for identifying "equal work" or "work of equal value"--the common thread running through the Directive.
In the Italian legal system, employee wages and other economic benefits are primarily determined by the national collective bargaining agreement (NCBA) applied by the employer. Accordingly, the draft decree anchors the assessment of pay levels for "equal work" or "work of equal value" to the classification and grading systems established by NCBAs.
Specifically, "equal work" is defined as work performed in the exercise of identical duties or duties falling within the same pay grade and legal classification provided for by the NCBA applied by the employer.
"Work of equal value" refers to work involving different but comparable duties based on the classification criteria established by the NCBA applied by the employer.
In cases where an employer has not adopted an NCBA, the draft decree uses a fallback: the applicable reference becomes the NCBA negotiated by the comparatively most representative trade union organizations at the national level for that industry or relevant sector.
It is therefore clear that NCBAs play a central and strategic role in defining pay classification systems, which must be based on objective and gender-neutral criteria in order to prevent stereotypes or entrenched practices from indirectly influencing pay determination.
The central role assigned to NCBAs may create interpretive challenges for multinational employers that operate their own internal job architecture. The draft decree does not explicitly address how internal job frameworks should interact with NCBA-based systems, since, in the Italian system, only NCBA classifications have a regulatory function. Employers should therefore ensure that their internal classification criteria are applied consistently with the NCBA classifications.
Pay Transparency in the Pre-Employment Phase
Another key provision in the draft decree concerns the right to pay-related information at the recruitment stage, through the introduction of specific disclosure obligations designed to ensure equal treatment.
Employers will be required to provide job applicants with clear and transparent information about the compensation for the position. Job postings and recruitment announcements must disclose either the initial compensation level or the applicable compensation band.
Should the final text of the decree maintain this formulation, this would represent a more stringent obligation than the minimum requirements set out in the EU Directive.
In addition, under the draft decree, job applicants may not be asked for information about compensation received in current or previous employment relationships. Nor may such information be obtained by the prospective employer through other means, including via third parties involved in the recruitment process.
Pay Transparency During Employment
Pay information rights under the Directive do not end with the job access phase but extend throughout the entire employment relationship.
During employment, employers must make available to employees information concerning the criteria used to determine compensation, as well as pay levels and the mechanisms for pay progression. According to the draft decree, this disclosure obligation may be fulfilled by reference to the provisions of the NCBA applied by the employer.
A further central element is the recognition of an actual right for workers to request information on average pay levels, broken down by gender, for categories of workers performing equal work or work of equal value. The request may be made directly by workers or through union representatives. The employer will be required to respond within two months of the request.
In this regard, the draft decree also introduces the option for employers to publish pay data proactively. Employers may fulfill their disclosure obligation up front by publishing on their intranet or in a restricted area of the company website information on average pay levels, broken down by gender, for categories of employees performing equal work or work of equal value.
Published information must be presented in aggregate and anonymous form, with reference to average pay levels by category and gender, so as to allow comparison without making individual workers identifiable.
Finally, a prohibition is introduced against imposing confidentiality clauses on individual compensation. The draft decree provides that: "Workers cannot be prevented from disclosing their own remuneration. Contractual clauses that limit the right of workers to disclose information on their own remuneration are prohibited."
Reporting Obligations
In addition to disclosure obligations towards workers, employers will be subject to reporting obligations when they exceed the threshold of 100 workers.
The reporting obligation centers on preparing and periodically transmitting detailed information on pay differentials between men and women, with reference to different categories of workers.
Where the pay gap in any category exceeds 5%, and such difference is not justified by objective and gender-neutral criteria, an enhanced intervention mechanism is triggered. If the employer fails to identify corrective measures within a certain timeframe, an obligation arises to conduct a joint assessment with worker representatives.
Next Steps for Employers
While the draft decree is currently at the preliminary stage and may undergo revisions during the consultation period, employers should begin evaluating their current pay practices and classification systems in light of these new requirements.
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Authors
Carlo Majer
Office Managing Shareholder
Milan
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Debhora Scarano
Associate
Milan
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Original text here: https://www.littler.com/news-analysis/asap/italys-pay-transparency-decree-turning-point-equal-pay
[Category: BizLaw/Legal]
Berger Montague PC Investigating Claims on Behalf of Investors in Kyndryl Holdings After Class Action Filing
PHILADELPHIA, Pennsylvania, Feb. 13 -- Berger Montague, a law firm, issued the following news:
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Berger Montague PC Investigating Claims on Behalf of Investors in Kyndryl Holdings, Inc. (NYSE: KD) After Class Action Filing
National plaintiffs' law firm Berger Montague PC announces that a class action lawsuit has been filed against Kyndryl Holdings, Inc. (NYSE: KD) ("Kyndryl" or the "Company") on behalf of investors who purchased or otherwise acquired Kyndryl securities during the period from August 7, 2024 through February 9, 2026 (the "Class Period").
Investor Deadline: Investors who purchased
... Show Full Article
PHILADELPHIA, Pennsylvania, Feb. 13 -- Berger Montague, a law firm, issued the following news:
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Berger Montague PC Investigating Claims on Behalf of Investors in Kyndryl Holdings, Inc. (NYSE: KD) After Class Action Filing
National plaintiffs' law firm Berger Montague PC announces that a class action lawsuit has been filed against Kyndryl Holdings, Inc. (NYSE: KD) ("Kyndryl" or the "Company") on behalf of investors who purchased or otherwise acquired Kyndryl securities during the period from August 7, 2024 through February 9, 2026 (the "Class Period").
Investor Deadline: Investors who purchasedKyndryl securities during the Class Period may, no later than April 13, 2026, seek to be appointed as a lead plaintiff representative of the class. To learn your rights, CLICK HERE (https://bergermontague.com/cases/berger-montague-pc-investigating-claims-on-behalf-of-investors-in-kyndryl-nyse-after-class-action-filing/).
Kyndryl, headquartered in New York, New York, is a provider of IT infrastructure services to enterprise customers worldwide.
The Complaint alleges that during the Class Period, Defendants made false and/or misleading statements and/or failed to disclose that: (1) Kyndryl's financial statements issued during the Class Period were materially misstated; (2) Kyndryl lacked adequate internal controls and at times materially understated issues with its internal controls; (3) as a result, Kyndryl would be unable to timely file its Quarterly Report on Form 10-Q for the quarter ended December 31, 2025.
According to the suit, when the true details about the Company entered the market on February 9, 2026 - including the existence of material weaknesses in internal controls and an investigation by the Securities and Exchange Commission into Kyndryl's cash management practices and disclosures - shares fell 55% and investors suffered heavy losses.
If you are a Kyndryl investor and would like to learn more about this action, CLICK HERE or please contact Berger Montague: Andrew Abramowitz at aabramowitz@bergermontague.com or (215) 875-3015, or Caitlin Adorni at cadorni@bergermontague.com or (267)764-4865.
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About Berger Montague
Berger Montague is one of the nation's preeminent law firms focusing on complex civil litigation, class actions, and mass torts in federal and state courts throughout the United States. With more than $2.4 billion in 2025 post-trial judgments alone, the Firm is a leader in the fields of complex litigation, antitrust, consumer protection, defective products, environmental law, employment law, securities, and whistleblower cases, among many other practice areas. For over 55 years, Berger Montague has played leading roles in precedent-setting cases and has recovered over $50 billion for its clients and the classes they have represented. Berger Montague is headquartered in Philadelphia and has offices in Chicago; Malvern, PA; Minneapolis; San Diego; San Francisco; Toronto, Canada; Washington, D.C., and Wilmington, DE.
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Original text here: https://bergermontague.com/news/kyndryl-holdings-class-action-filing/
[Category: BizLaw/Legal]
Announcing Berger Montague's New Trafficking and Forced Labor Practice
PHILADELPHIA, Pennsylvania, Feb. 13 -- Berger Montague, a law firm, issued the following news:
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Announcing Berger Montague's New Trafficking and Forced Labor Practice
Berger Montague, a leading national plaintiffs' law firm, has launched a new Trafficking and Forced Labor practice. For over 50 years Berger Montague has pursued justice on behalf of our clients and our classes. Our Trafficking and Forced Labor attorneys consistently take on powerful corporations.
"We've been doing this work for some time and are pleased to announce a dedicated practice group focused on fighting trafficking
... Show Full Article
PHILADELPHIA, Pennsylvania, Feb. 13 -- Berger Montague, a law firm, issued the following news:
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Announcing Berger Montague's New Trafficking and Forced Labor Practice
Berger Montague, a leading national plaintiffs' law firm, has launched a new Trafficking and Forced Labor practice. For over 50 years Berger Montague has pursued justice on behalf of our clients and our classes. Our Trafficking and Forced Labor attorneys consistently take on powerful corporations.
"We've been doing this work for some time and are pleased to announce a dedicated practice group focused on fighting traffickingand forced labor," said Executive Shareholder Michael Dell'Angelo. "Victims of trafficking are forced to work long hours, often for no or unlawfully low wages. Traffickers secure victims' labor through threats of serious harm that can include financial penalties, immigration or other legal consequences like lawsuits, and physical or psychological abuse," said Mr. Dell'Angelo.
We often file suit against companies under the Trafficking Victims Protection Reauthorization Act (TVPRA) and the Fair Labor Standards Act (FLSA). We pursue claims against the immediate traffickers, as well as any other company that knowingly benefitted from a venture that engaged in trafficking.
Recent cases and investigations concern Healthcare companies and recruiters that force foreign healthcare workers to work through threat of supposed "liquidated damages" provisions in the workers' contracts, which impose crushing financial penalties if workers leave their jobs. Most recently, we filed claimsagainst Interstaff, a healthcare employee recruiter that has threatened workers with over $100,000 in penalties if they leave, and routinely sues workers to recover these funds.
Our attorneys also represent a proposed class of dancers and musicians who have asserted trafficking claims against the Shen Yun dance company, its directors, and affiliates. These performers were separated from their families as minors and forced to work long hours for little to no pay, all while generating enormous profits for the defendants.
We are pursing active investigations into, companies, including airlines, that threaten repayment of oppressive and inflated "training repayment" penalties for any workers who cease working with the companies, and companies that recruit foreign workers under H-1B and H-1A visas and unlawfully threaten that the workers will be required to repay immigration fees, training or wages if they leave.
Our team of compassionate and skilled attorneys includes Michael Dell'Angelo, Michaela L. Wallin, and Mariyam Hussain. They fiercely advocate for trafficking victims and those who have experienced all types of forced labor. Read more about our Trafficking and Forced Labor practice at www.bergermontague.com/trafficking.
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Berger Montague is one of the nation's preeminent law firms focusing on complex civil litigation, class actions, and mass torts in federal and state courts throughout the United States. With more than $2.4 billion in 2025 post-trial judgments alone, the Firm is a leader in the fields of complex litigation, antitrust, consumer protection, defective products, environmental law, employment law, securities, and whistleblower cases, among many other practice areas. For over 55 years, Berger Montague has played leading roles in precedent-setting cases and has recovered over $50 billion for its clients and the classes they have represented. Berger Montague is headquartered in Philadelphia and has offices in Chicago; Malvern, PA; Minneapolis; San Diego; San Francisco; Toronto, Canada; Washington, D.C., and Wilmington, DE.
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Original text here: https://bergermontague.com/news/announcing-berger-montagues-new-trafficking-and-forced-labor-practice/
[Category: BizLaw/Legal]
