Law/Legal
Here's a look at documents from law firms and legal groups
Featured Stories
Tracy Vitols Named a 2026 Go To Taxation Lawyer by Massachusetts Lawyers Weekly
BOSTON, Massachusetts, April 28 -- Nutter, a law firm, issued the following news release:
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Tracy Vitols Named a 2026 Go To Taxation Lawyer by Massachusetts Lawyers Weekly
Tracy Vitols, a partner Nutter's Tax Department, has been selected as a 2026 "Go To Taxation Lawyer" by Massachusetts Lawyers Weekly. This prestigious honor highlights attorneys across the Commonwealth who exemplify leadership in their field and demonstrate a sustained history of professional excellence.
In the special supplement, Tracy discussed how she enjoys advising companies, fiduciaries, and deal teams across a
... Show Full Article
BOSTON, Massachusetts, April 28 -- Nutter, a law firm, issued the following news release:
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Tracy Vitols Named a 2026 Go To Taxation Lawyer by Massachusetts Lawyers Weekly
Tracy Vitols, a partner Nutter's Tax Department, has been selected as a 2026 "Go To Taxation Lawyer" by Massachusetts Lawyers Weekly. This prestigious honor highlights attorneys across the Commonwealth who exemplify leadership in their field and demonstrate a sustained history of professional excellence.
In the special supplement, Tracy discussed how she enjoys advising companies, fiduciaries, and deal teams across awide range of industries and sizes. Tracy is known as a leader in the field due to her depth of knowledge and strategic insight that are difficult to replicate, spanning retirement plans, health and welfare plans, non-qualified deferred compensation, and fiduciary and governance matters. She added that clients rely on her expertise to help them make informed business decisions.
Tracy advises clients on a broad range of ERISA, employee benefits, and executive compensation matters. She represents public and private companies, tax-exempt organizations, senior executives, and investment committees across all industries. Tracy is a trusted advisor to clients regarding their fiduciary responsibilities and obligations, plan compliance and administration - including the correction of unintended plan errors, plan governance, and fiduciary best practices. She further advises on deferred compensation arrangements and helping clients navigate Internal Revenue Code section 409A. Tracy is an integral member of the business transaction teams addressing employee benefit and executive compensation in mergers and acquisitions.
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Original text here: https://www.nutter.com/trending-newsroom-news-vitols-go-to-lawyer-mlw
[Category: BizLaw/Legal]
Super Lawyers Names 15 Dinsmore Attorneys to 2026 West Virginia List
CINCINNATI, Ohio, April 28 -- Dinsmore and Shohl, a law firm, issued the following news release:
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Super Lawyers Names 15 Dinsmore Attorneys to 2026 West Virginia List
Fifteen Dinsmore attorneys from four of the Firm's West Virginia offices were named to the 2026 Super Lawyers and Rising Stars lists.
The attorneys named are located in Charleston, Huntington, Morgantown and Wheeling. Four attorneys were named Rising Stars for the first time, while labor and employment partner Mark Carter made the Super Lawyers list for the 20th year. He was also listed as a top attorney in his field for
... Show Full Article
CINCINNATI, Ohio, April 28 -- Dinsmore and Shohl, a law firm, issued the following news release:
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Super Lawyers Names 15 Dinsmore Attorneys to 2026 West Virginia List
Fifteen Dinsmore attorneys from four of the Firm's West Virginia offices were named to the 2026 Super Lawyers and Rising Stars lists.
The attorneys named are located in Charleston, Huntington, Morgantown and Wheeling. Four attorneys were named Rising Stars for the first time, while labor and employment partner Mark Carter made the Super Lawyers list for the 20th year. He was also listed as a top attorney in his field forthe 15th time since 2007.
Dinsmore attorneys on the Super Lawyers list include:
Charleston
Mark Carter, Labor and Employment
Brian Moore, Labor and Employment
Kevin Nelson, Litigation
Ashley Pack, Labor and Employment
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Morgantown
Jill Cranston Rice, Litigation, Government Relations and Health Care
Joshua Rogers, Private Client and Family Wealth Planning
Wheeling
Denise Pentino, Litigation
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Rising Stars:
Charleston
Alley Cook, Real Estate
Clayton Harkins, Litigation
Jordan "Jo" McMinn, Litigation
Jared Phalen, Labor and Employment, Litigation
Sean Thomas, Labor and Employment
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Huntington
Julian Pecora, Litigation
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Morgantown
Chandler Aragona, Labor and Employment
Andrew Cranston, Estate and Probate
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About Super Lawyers:
Super Lawyers is a rating service of outstanding lawyers from more than 70 practice areas who have attained a high degree of peer recognition and professional achievement. The selection process is multi-phased and includes independent research, peer nominations and peer evaluations. Each candidate is evaluated on 12 indicators of peer recognition and professional achievement. Selections are made on an annual, state-by-state basis. The Rising Stars list recognizes attorneys who are 40 years old or younger or who have been practicing for fewer than 10 years and have gone through the Super Lawyers selection process.
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Original text here: https://www.dinsmore.com/news/super-lawyers-names-15-dinsmore-attorneys-to-2026-west-virginia-list/
[Category: BizLaw/Legal]
Fisher Phillips Issues Insight: EEOC's Top 5 Enforcement Trends for Pregnancy Accommodations Can Teach Employers Lessons
ATLANTA, Georgia, April 28 -- Fisher Phillips, a law firm, issued the following insight on April 27, 2026:
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EEOC's Top 5 Enforcement Trends for Pregnancy Accommodations Can Teach Employers Lessons
The EEOC hasn't been shy about launching litigation against employers that haven't met their accommodation obligations since the Pregnant Workers Fairness Act took full effect. A review of the agency's PWFA enforcement actions since its final rule took effect in June 2024 reveals that the EEOC will not tolerate forced leaves of absence, ignored interactive process obligations, rigid attendance
... Show Full Article
ATLANTA, Georgia, April 28 -- Fisher Phillips, a law firm, issued the following insight on April 27, 2026:
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EEOC's Top 5 Enforcement Trends for Pregnancy Accommodations Can Teach Employers Lessons
The EEOC hasn't been shy about launching litigation against employers that haven't met their accommodation obligations since the Pregnant Workers Fairness Act took full effect. A review of the agency's PWFA enforcement actions since its final rule took effect in June 2024 reveals that the EEOC will not tolerate forced leaves of absence, ignored interactive process obligations, rigid attendancepolicies, and flatly denied basic accommodations. By familiarizing yourself with the top five enforcement trends we've uncovered through a thorough review of the EEOC's litigation activity, you can shape your PWFA compliance strategy to meet the moment.
General Overview of the PWFA
The Pregnant Worker's Fairness Act (PWFA), which took effect in June 2023, implemented a new requirement for covered employers to provide reasonable accommodations for a qualified employee's known limitations due to pregnancy, childbirth, or related medical conditions, unless such an accommodation would cause the employer undue hardship.
The EEOC released a final rule in June 2024 that sets forth definitions and parameters for the PWFA. For a comprehensive recap, you can read our detailed FAQs about the PWFA here or our in-depth discussion of the final rule released by the EEOC in April 2024 here.
NOTE: Final Rule Remains in Effect Despite Controversy
EEOC Commissioner Andrea Lucas has publicly disagreed with the rule's requirement that employers accommodate applicants and workers who need time off or other workplace modifications for an abortion procedure. That left many to predict that a portion of or the entire rule would immediately be rescinded when the EEOC gained a quorum. But while the EEOC has had a quorum since October 2025, the final rule remains in effect as of the date of this publication. At least one court has decided not to wait for the EEOC and taken the position on its own that the EEOC overstepped its authority by requiring employers to accommodate elective abortions that are not medically necessary. Regardless of whether other courts join this view or even if the EEOC strikes down portions of or the entire rule, the PWFA itself will remain in effect, and employers will want to check with their FP counsel to determine the extent of their obligations.
The EEOC's Top 5 PWFA Enforcement Efforts and What They Demonstrate
Here is a review of the top five enforcement positions taken by the EEOC with respect to pregnancy accommodations, along with guidance for employers to ensure compliance.
1. Leaves of Absence or Light Duty Cannot be Forced When Other Reasonable Accommodations Exist
The EEOC has taken action against several employers who have allegedly forced leaves of absence on employees who could have otherwise been provided another reasonable accommodation which would have allowed the employee to continue to work. For example, In EEOC v. Urologic Specialists of Oklahoma, Inc., the agency negotiated a $90,000 settlement with an employer that it alleged denied reasonable accommodations to a medical assistant at its Tulsa facility during the final trimester of her high-risk pregnancy. Rather than allow her to sit, take short breaks, or work part-time, as recommended by her doctor to protect her health and safety, the EEOC alleged that the medical practice forced her to take unpaid leave in violation of the PWFA.
The EEOC has also taken issue with employers placing pregnant employees on light duty or in positions wherein their earning potential could be reduced. In December 2025, the EEOC sued a Minnesota employer that purportedly removed a pregnant individual from the workplace, placed her on an involuntary leave of absence, and ultimately placed her in a light duty job that reduced her earning potential when she could have continued to work in her position with reasonable accommodations. That lawsuit is pending.
However, situations where an employee requests light duty but is denied that accommodation are also on the EEOC's radar. The EEOC recently sued an employer that allegedly failed to accommodate a pregnant employee's 20-pound lifting restriction, for example.
2. The Interactive Process Continues to Play an Important Role
Employers should not assume that they can just grant any accommodation they prefer for qualified employees. The EEOC has brought action against employers who have forced a plaintiff to accept an accommodation without first engaging in the interactive process. For example, in EEOC v. Wabash Nat'l Corp., the EEOC sued a Kentucky employer that allegedly denied a pregnant employee's accommodation request to transfer to a role that did not require lying on her stomach.
3. Strict Attendance Policies Present Risk Under the PWFA
In one of its most recent actions, the EEOC just sued Florida employer BestBet Jacksonville, Inc., for enforcing a strict attendance policy against a pregnant employee. The March 31 lawsuit alleges the employer advised the company that she had a high-risk pregnancy and related medical conditions that required her to take some time off work. The employer allegedly responded by telling her that she could not return to work because the company had a strict policy: "if an employee misses more than two weeks and they do not qualify for leave under the Family Medical Leave Act, they must resign." The EEOC indicated in its complaint that this employer allegedly had a practice of denying all accommodation requests brought by qualified employees unless those individuals qualified for leave under the FMLA. The EEOC interpreted this approach as the employer "maintaining a blanket policy prohibiting reasonable accommodations under the PWFA."
This is not the only action the EEOC has brought against employers who have enforced attendance policies against employees who had allegedly known limitations of pregnancy or related conditions. Last year, the EEOC settled a case against an Alabama employer for $55,000 after the agency alleged it enforced attendance points against an employee who needed time off for pregnancy-related medical appointments and conditions.
4. Reasonable Accommodations for Qualified Employees Remain High Priority
The EEOC's enforcement efforts demonstrate that it will take action against employers that fail to reasonably accommodate employees. This includes employers that don't provide employees with a suitable space to pump breastmilk, don't provide ready access to water, and don't provide pregnant employees the ability to sit, take breaks, work light duty, or work part-time.
* Just last month, the agency filed suit against a Wisconsin grocery chain after it allegedly fired a nursing mother for requesting an accommodation at her workstation to maintain her breast milk supply, According to the suit, the employee asked to keep a water bottle at her workstation to maintain her milk supply, but management refused the accommodation and ultimately fired her rather than allow it.
* And as noted above, the agency negotiated a $90,000 settlement in EEOC v. Urologic Specialists of Oklahoma, Inc., after an employer allegedly denied a pregnant employee the ability to sit, take short breaks, or work part-time as reasonable during the final trimester of her high-risk pregnancy.
While these types of accommodations are explicitly listed in the EEOC's final rule, the agency has also pursued action against employers for denying accommodations that are not specifically enumerated there. In September 2025, for example, the EEOC filed suit against an employer after a pregnant employee's provider recommended that she limit her driving time to address pain she was experiencing in her back and legs. She requested either shorter commutes and/or transitioning to virtual admissions for the remainder of her pregnancy. Although assignments were available within the requested radius, the employer allegedly failed to reasonably accommodate the employee and she was forced to resign.
5. Leave As An Accommodation May Be Appropriate In Some Situations
In September 2024, the EEOC brought an action against a Florida-based employer after it allegedly terminated a worker after she had a stillbirth and requested a six-week leave of absence. The EEOC argued that the employer intentionally discriminated against her pregnancy-related medical condition in violation of the PWFA, and ultimately settled the case.
Key Takeaways for Employers
* Start with the Basics. The EEOC has largely focused on the basic accommodations listed within its final rule. Ensure you have updated relevant policies and training to allow qualified employees the ability to sit, take short breaks, drink water as well as breastfeed or pump as needed.
* Don't Default to Leave or Light Duty: Engage in the Interactive Process. Under the PWFA, you should discuss leave and light duty as part of an interactive process with the employee and you should make all efforts to provide reasonable accommodations that allow the employee to continue working.
* Train Managers on Enforcing Attendance Policies. Be sure that your management and human resources teams appreciate that strict attendance policies, even when applied equally to all, can present risk if an employee is qualified under the PWFA and requests time off from work as a reasonable accommodation.
* Consider Leave as an Accommodation. When employees are dealing with symptoms that may be pregnancy or childbirth related, consider leave as an accommodation under the PWFA.
Conclusion
We will monitor developments related this law, so make sure you are subscribed to Fisher Phillips' Insight System to get the most up-to-date information. If you have questions, contact your Fisher Phillips attorney or the authors of this Insight.
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Related People
Taylor G. Horn
Associate
thorn@fisherphillips.com
* * *
610.230.2170
Deniz Uzel Reilly
Partner
dreilly@fisherphillips.com
610.230.6102
* * *
Original text here: https://www.fisherphillips.com/en/insights/insights/enforcement-trends-for-pregnancy-accommodations-can-teach-employers-lessons
[Category: BizLaw/Legal]
Faegre Drinker Biddle & Reath Issues Commentary: Significant Amendments to Virginia Franchise Law Prohibit Post-termination Noncompete Provisions in Franchise Agreements
MINNEAPOLIS, Minnesota, April 28 -- Faegre Drinker Biddle and Reath, a law firm, issued the following commentary on April 26, 2026, by partner Lauren W. Linderman and associate Laura E. Gustafson:
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Significant Amendments to Virginia Franchise Law Prohibit Post-termination Noncompete Provisions in Franchise Agreements
At a Glance
* Effective July 1, 2026, Virginia's Amended Retail Franchising Act makes it unlawful to offer or enter into a franchise agreement that includes a noncompete provision extending beyond the term of the franchise agreement.
* Franchise agreements entered into, extended,
... Show Full Article
MINNEAPOLIS, Minnesota, April 28 -- Faegre Drinker Biddle and Reath, a law firm, issued the following commentary on April 26, 2026, by partner Lauren W. Linderman and associate Laura E. Gustafson:
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Significant Amendments to Virginia Franchise Law Prohibit Post-termination Noncompete Provisions in Franchise Agreements
At a Glance
* Effective July 1, 2026, Virginia's Amended Retail Franchising Act makes it unlawful to offer or enter into a franchise agreement that includes a noncompete provision extending beyond the term of the franchise agreement.
* Franchise agreements entered into, extended,or modified before July 1, 2026, are not impacted by this legislation; this amendment applies only prospectively.
* Franchises sold by the franchisee to a third party or back to the franchisor are specifically exempted from the prohibition on post-term noncompete provisions.
* This amendment also mandates the application of the laws of the Commonwealth to franchise agreements that contemplate or require business in Virginia.
*
Virginia's Retail Franchising Act applies to any franchise agreement that contemplates or requires the franchisee to establish or maintain a place of business in Virginia. On April 13, 2026, Virginia amended the Act in several key ways.
First, beginning July 1, 2026, it will be unlawful in Virginia "[t]o offer or enter into a franchise agreement that restricts the right of a franchisee to engage in the business of offering, selling, or distributing goods or services at retail after the termination or expiration of the franchise agreement." In other words, franchisors may no longer include post-termination noncompete agreements in franchise agreements to prohibit former franchisees from competing after the termination or expiration. Notably, however, the Act expressly preserves the ability of parties to restrict a former franchisee from competing for a period of no more than two years "in the event that a franchisee sells a franchise at a mutually agreed upon price to a third party or back to the franchisor." The Act specifies that it is prospective only and does not alter, modify, or impair any franchise agreement entered into before July 1, 2026.
Second, also beginning July 1, 2026, the Act will require that any franchise agreement that contemplates or requires the franchisees to establish or maintain a place of business in Virginia must be governed by the laws of the Commonwealth of Virginia. Again, this requirement is prospective only.
Virginia's ban on post-termination noncompete agreements comes at a time when noncompete provisions are being subjected to increased scrutiny -- generally on both the state and federal levels, and also in the context of franchise agreements specifically. The International Franchise Association has long advocated the importance of noncompete agreements between franchisors and franchisees, highlighting that such agreements are "especially critical to prevent former franchisees from unfairly using proprietary information to compete with current franchise small business owners, which would be detrimental to the franchise business model, the brands companies have built, and the local businesses franchisees run." The North American Securities Administrators Association (NASAA) has also offered commentary on the use of post-termination noncompetes in franchising, including in an updated Franchise Advisory in February 2026. NASAA's Advisory recognizes that there are "areas which may reasonably require protection through a reasonable non-compete," such as "[s]ystem goodwill, customer relationships, and protection of other franchisees."
What This Means for Franchisors
* Franchisors using post-termination noncompete agreements should review, and update if needed, their existing agreements to ensure they comply with applicable state laws. In Virginia, this will require removal by July 1, 2026, of any post-termination noncompetes or provisions providing for a governing law other than Virginia law.
* Even in states that do not ban post-termination noncompete agreements, franchisors should review those provisions to ensure they are reasonable and are applied to achieve legitimate protection of the franchise brand and system.
* Franchisors should also consider evaluating and strengthening other ways to protect trade secrets, confidential information, customer lists, and other proprietary assets in situations where post-termination noncompetes are banned or otherwise subject to increased scrutiny.
* Work with counsel for more information on how your business will be impacted by Virginia's Amended Retail Franchising Act or for advice on the evolving legal landscape related to noncompetes.
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The material contained in this communication is informational, general in nature and does not constitute legal advice. The material contained in this communication should not be relied upon or used without consulting a lawyer to consider your specific circumstances. This communication was published on the date specified and may not include any changes in the topics, laws, rules or regulations covered. Receipt of this communication does not establish an attorney-client relationship. In some jurisdictions, this communication may be considered attorney advertising.
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Meet the Authors
Lauren W. Linderman
Partner
Minneapolis
+1 612 766 7251
lauren.linderman@faegredrinker.com
* * *
Laura E. Gustafson
Associate
Minneapolis
+1 612 766 7011
laura.gustafson@faegredrinker.com
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Original text here: https://www.faegredrinker.com/en/insights/publications/2026/4/significant-amendments-to-virginia-franchise-law-prohibit-post-termination-noncompete-provisions-in-franchise-agreements
[Category: BizLaw/Legal]
Dentons U.S. Welcomes 8 New Partners and Expands Into Charleston, South Carolina
WASHINGTON, April 28 -- Dentons, a law firm, issued the following news on April 27, 2026:
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Dentons US welcomes 8 new partners and expands into Charleston, South Carolina
Dentons US today announced the addition of 8 new partners, expanding the Firm's capabilities across three high-demand practice areas and establishing an office in Charleston, South Carolina--an increasingly strategic market for clients, business, and talent.
Dentons US' footprint in Charleston, one of the nation's fastest-growing business hubs, is anchored by:
* Employment and Labor partner Walker Coleman
* Employment
... Show Full Article
WASHINGTON, April 28 -- Dentons, a law firm, issued the following news on April 27, 2026:
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Dentons US welcomes 8 new partners and expands into Charleston, South Carolina
Dentons US today announced the addition of 8 new partners, expanding the Firm's capabilities across three high-demand practice areas and establishing an office in Charleston, South Carolina--an increasingly strategic market for clients, business, and talent.
Dentons US' footprint in Charleston, one of the nation's fastest-growing business hubs, is anchored by:
* Employment and Labor partner Walker Coleman
* Employmentand Labor partner Cecilia Ehresman
* Corporate partner Ernie Cochran
* Corporate partner Jamie Bruce
* Corporate partner Cooper Hawley
* Real Estate partner Matt Norton
* Real Estate partner Amy Ironmonger
* Real Estate partner Bo Manuel
"South Carolina and Charleston are important for our clients and our firm, supported by its strong talent pipeline, vibrant and expanding global business community, and proximity to key and rapidly growing industries," said John Holahan, Managing Partner of Dentons US. "This group of partners has practiced law together for many years--decades for most--resulting in a long-standing, close-knit team of lawyers with shared client relationships and complementary practices. We are excited to welcome them into the Dentons US partnership."
Coleman and Ehresman represent employers on a wide range of employment and labor matters, including internal investigations, workplace compliance, employment litigation, restrictive covenant and high-stakes trade secret litigation, strategic counseling on workforce and workplace issues, and employment diligence on corporate deals. The practices of Cochran, Bruce, and Hawley span the full spectrum of corporate transactional work--from middle-market and emerging growth M&A to Fortune 500 advisory, private equity, and venture capital. Norton and Ironmonger offer extensive experience with real estate acquisitions and dispositions, financings, joint ventures, complex resort and hospitality transactions and development projects, real estate fund formations, private clubs, and master-planned community developments in the United States and internationally. Manuel primarily advises lenders and servicers on commercial mortgage backed securities, seamlessly spanning financing transactions and the servicing of securitized loans.
"We are thrilled to welcome our Charleston team," said Sonia Martin, Chief Executive Officer of Dentons US. "Our new partners exemplify the type of colleagues we seek to attract as we continue building a firm that prioritizes clients and values lawyers who enjoy practicing law together. Our focus on profitability and our consistently strong financial performance since 2021 has enabled us to expand thoughtfully--adding more than 100 lateral partners, principals, and counsel across practices, entering strategic markets like Charleston, and continuing to build a firm positioned for long-term growth and collaboration."
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About Dentons
Redefining possibilities. Together, everywhere. For more information visit dentons.com
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Original text here: https://www.dentons.com/en/about-dentons/news-events-and-awards/news/2026/april/dentons-us-welcomes-8-new-partners-and-expands-into-charleston-south-carolina
[Category: BizLaw/Legal]
Dean Mead's Estate Planning Practice Selected for Inaugural Legal 500 List
ORLANDO, Florida, April 28 -- Dean Mead, a law firm, issued the following news release:
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Dean Mead's Estate Planning Practice Selected for Inaugural Legal 500 List
Dean Mead's Estate and Succession Planning practice has been recognized by Legal 500 in their inaugural 2026 Legal 500 US Private Client Guide - Florida Wealth firm listing. Highlighting select firms across Florida, Legal 500 is recognized as providing one of the world's independent legal directories. Selection to the Guide highlights Dean Mead's specialization in private wealth, tax, and succession planning.
Legal 500 evaluates
... Show Full Article
ORLANDO, Florida, April 28 -- Dean Mead, a law firm, issued the following news release:
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Dean Mead's Estate Planning Practice Selected for Inaugural Legal 500 List
Dean Mead's Estate and Succession Planning practice has been recognized by Legal 500 in their inaugural 2026 Legal 500 US Private Client Guide - Florida Wealth firm listing. Highlighting select firms across Florida, Legal 500 is recognized as providing one of the world's independent legal directories. Selection to the Guide highlights Dean Mead's specialization in private wealth, tax, and succession planning.
Legal 500 evaluatespractice areas based on a research process which includes peer insights, feedback from clients, and analysis of recent work. The inclusion of Dean Mead's Estate and Succession Planning Practice in this inaugural edition reflects the firm's commitment to delivering exceptional legal counsel, innovative solutions, and meaningful results for clients.
This recognition builds on Dean Mead's longstanding reputation for excellence and reinforces the firm's standing within Florida's legal community. Learn more about Dean Mead's Estate and Succession Planning practice: https://www.deanmead.com/practice-areas/estate-and-succession-planning/.
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About Legal 500: Founded in 1987, Legal 500 is a research platform which connects providers and users of legal services in over 100 countries worldwide. Learn more: https://www.legal500.com/about-us.
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Featured Professionals
Matthew J. Ahearn
Attorney
MAhearn@deanmead.com
O: (407) 428-5152 F: (407) 423-1831
* * *
David J. Akins
Attorney
DAkins@deanmead.com
O: (407) 428-5169 F: (407) 423-1831
* * *
Austin Alderman
Attorney
jalderman@deanmead.com
O: (772) 464-7700 F: (772) 464-7877
* * *
Dana M. Apfelbaum
Attorney
dapfelbaum@deanmead.com
O: (772) 462-6708 F: (772) 234-8339
* * *
Tom Colpitts
Attorney
tcolpitts@deanmead.com
O: (239) 422-8687 F: (239) 422-8687
* * *
Ryan P. Cook
Attorney
rcook@deanmead.com
O: (772) 234-8344 F: (772) 234-8339
* * *
Lauren Y. Detzel
Attorney
LDetzel@deanmead.com
O: (407) 428-5114 F: (407) 423-1831
* * *
Jacqueline C. Johnson
Attorney
JCJohnson@deanmead.com
O: (239) 544-3069 F: (239) 544-3069
* * *
Brian M. Malec
Attorney
BMalec@deanmead.com
O: (407) 428-5177 F: (407) 423-1831
* * *
Michael D. Minton
Attorney
MMinton@deanmead.com
O: (772) 464-7700 F: (772) 464-7877
* * *
John E. Moore, III
Attorney
JMoore@deanmead.com
O: (772) 234-8344 F: (772) 234-8339
* * *
Robert J. Naberhaus III
Attorney
RNaberhaus@deanmead.com
O: (321) 751-6594 F: (321) 254-4479
* * *
J. Stephen Pullum
Attorney
SPullum@deanmead.com
O: (407) 841-1200 F: (407) 423-1831
* * *
Joseph M. Percopo
Attorney
JPercopo@deanmead.com
O: (407) 841-1200 F: (407) 423-1831
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Shannon Davis Norvig
Attorney
sdnorvig@deanmead.com
O: (772) 212-2706 F: (772) 234-8339
* * *
Michael D. Roy
Attorney
MRoy@deanmead.com
O: 772-234-8344 F: 772-234-8339
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Miranda M. Weiss
Attorney
MWeiss@deanmead.com
O: (239) 544-4490 F: (239) 544-4490
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Original text here: https://www.deanmead.com/dean-meads-estate-planning-practice-selected-for-inaugural-legal-500-list/
[Category: BizLaw/Legal]
2026 'Lawdragon 500 Global Plaintiff Lawyers' Guide Celebrates 18 Hausfeld Lawyers Globally
WASHINGTON, April 28 -- Hausfeld, a law firm, issued the following news:
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The 2026 'Lawdragon 500 Global Plaintiff Lawyers' guide celebrates 18 Hausfeld lawyers globally
Eighteen US and UK Hausfeld lawyers were recognised as part of the third annual 'Lawdragon 500 Global Plaintiff Lawyers' guide for the outstanding work they do in providing access to justice for their clients around the world. With this number of lawyers highlighted, Hausfeld proves to be among the top plaintiff law firms in the world.
The focus of this guide is on antitrust and competition, investor and shareholder rights,
... Show Full Article
WASHINGTON, April 28 -- Hausfeld, a law firm, issued the following news:
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The 2026 'Lawdragon 500 Global Plaintiff Lawyers' guide celebrates 18 Hausfeld lawyers globally
Eighteen US and UK Hausfeld lawyers were recognised as part of the third annual 'Lawdragon 500 Global Plaintiff Lawyers' guide for the outstanding work they do in providing access to justice for their clients around the world. With this number of lawyers highlighted, Hausfeld proves to be among the top plaintiff law firms in the world.
The focus of this guide is on antitrust and competition, investor and shareholder rights,mass torts, consumer fraud, aviation accidents, global asset recovery and civil and human rights. Those denoted with an asterisk are members of our esteemed Hall of Fame which celebrates lawyers who have made a remarkable contribution to the profession. This includes Michael Hausfeld, highlighted for his work in international class actions, and who received this lifetime recognition first in 2021.
Hausfeld lawyers honoured among the '500 Leading Global Litigators' are considered leaders in the following practice areas:
Washington, DC
Reena Gambhir - Class action and antitrust
Michael Hausfeld (*) - International class actions
Christopher Lebsock - Antitrust
Brian Ratner - Global class action, inc. antitrust
London
Ned Beale - Complex litigation inc. financial and aviation
Simon Bishop - Financial & environmental litigation
Tom Bolster - Competition law, esp. plaintiff
Nicola Boyle - Competition law, esp. plaintiff
Tim Brown - Competition law, esp. plaintiff
Andrew Bullion - Competition and securities litigation
Scott Campbell - Competition law, esp. plaintiff
Joanna Christoforou - EU & UK Competition Law, Litigation
Lesley Hannah - Competition law, esp. plaintiff
Belinda Hollway - Antitrust, Competition Litigation
David Lawne - Competition and financial services plaintiff litigation
Anthony Maton - Competition and financial services plaintiff litigation
Lucy Pert - Commercial and financial plaintiff litigation
Luke Streatfeild - Competition and financial services plaintiff litigation
The full list (https://www.lawdragon.com/guides/2026-04-24-the-2026-lawdragon-500-global-plaintiff-lawyers?utm_medium=email&_hsenc=p2ANqtz-8ZFwdCln-1g6iP--yWKyn4COLOU_02I8KluP5HA3FoCiruiXyf3mvOXYET3HnGA2leWUOHEyAfJRyQHN-U8sNqG2nTAw&_hsmi=415554834&utm_content=415554834&utm_source=hs_email)
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Original text here: https://www.hausfeld.com/en-us/news/the-2026-lawdragon-500-global-plaintiff-lawyers-guide-celebrates-18-hausfeld-lawyers-globally
[Category: BizLaw/Legal]
