Law/Legal
Here's a look at documents from law firms and legal groups
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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]
Keenan M. Jones and Patrick A. Walsh Highlight Potential Cannabis Banking Opportunities for 2026
CLEVELAND, Ohio, Feb. 13 -- Frantz Ward, a law firm, issued the following news:
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Keenan M. Jones and Patrick A. Walsh Highlight Potential Cannabis Banking Opportunities for 2026
In a recent article in Frantz Ward's "Full-spectrum Wisdom" column with Cannabis Business Times, Partner Keenan M. Jones and Associate Patrick A. Walsh provide an overview of the current banking landscape for cannabis businesses and share a realistic update on potential developments in the new year.
In "New Year, New Cannabis Banking Opportunities?" Keenan and Patrick share that marijuana's illegal status under
... Show Full Article
CLEVELAND, Ohio, Feb. 13 -- Frantz Ward, a law firm, issued the following news:
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Keenan M. Jones and Patrick A. Walsh Highlight Potential Cannabis Banking Opportunities for 2026
In a recent article in Frantz Ward's "Full-spectrum Wisdom" column with Cannabis Business Times, Partner Keenan M. Jones and Associate Patrick A. Walsh provide an overview of the current banking landscape for cannabis businesses and share a realistic update on potential developments in the new year.
In "New Year, New Cannabis Banking Opportunities?" Keenan and Patrick share that marijuana's illegal status underfederal law has made banking for marijuana-related businesses (MRBs) incredibly challenging, if not impossible, making many MRBs cash-only. They detail how current regulations affect banking for MRBs, including:
* The Controlled Substances Act
* The Bank Secrecy Act
* Various federal anti-money laundering laws
* FinCEN regulations
* How the U.S. Attorney General and Department of Justice's prosecution guidelines affect marijuana-related businesses
The article looks toward the future, outlining potential developments in federal regulations which could provide protection for financial institutions to work with MRBs or lead to the reclassification or decriminalization of marijuana, including:
* The SAFE/SAFER Banking Act
* The MORE Act
* Executive Order 14370
The pair also examine cryptocurrency as a potential alternative payment method and currency storage option for MRBs.
To learn more about the current state of banking for cannabis businesses and explore future opportunities, read the full article here (https://www.cannabisbusinesstimes.com/columns/full-spectrum-wisdom/news/15815801/new-year-new-cannabis-banking-opportunities).
Keenan represents businesses of all sizes in litigation matters, corporate formation, business development, and protection of intellectual property rights. Since 2017, he has focused his practice on assisting companies operating in the regulated cannabis space, including hemp, marijuana, and ancillary endeavors.
Patrick focuses his practice on all stages of general business litigation matters, including real estate and professional liability defense, misappropriation of trade secrets, breach of non-compete agreements, and cannabis regulatory issues.
Cannabis Business Times is a publication that focuses on the business of legal cannabis for medical and adult use. They aim to provide timely information to help the reader make informed decisions about running their cannabis businesses and advancing their careers in the cannabis market.
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Original text here: https://www.frantzward.com/keenan-m-jones-and-patrick-a-walsh-highlight-potential-cannabis-banking-opportunities-for-2026/
[Category: BizLaw/Legal]
Jeremy Paner Analyzes Compliance Factors in Carlyle's Lukoil Deal
NEW YORK, Feb. 13 -- Hughes Hubbard and Reed, a law firm, issued the following news:
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Jeremy Paner Analyzes Compliance Factors in Carlyle's Lukoil Deal
Speaking to Energy Intelligence, Jeremy Paner analyzed the compliance factors in Lukoil's tentative agreement to sell its overseas assets, excluding those in Kazakhstan, to U.S.-based investment firm Carlyle in what would be a potential multibillion-dollar deal.
Paner specifically discussed the deal's reported stipulation that asset transfer and payment would not take place until three years after close. According to the publication, the
... Show Full Article
NEW YORK, Feb. 13 -- Hughes Hubbard and Reed, a law firm, issued the following news:
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Jeremy Paner Analyzes Compliance Factors in Carlyle's Lukoil Deal
Speaking to Energy Intelligence, Jeremy Paner analyzed the compliance factors in Lukoil's tentative agreement to sell its overseas assets, excluding those in Kazakhstan, to U.S.-based investment firm Carlyle in what would be a potential multibillion-dollar deal.
Paner specifically discussed the deal's reported stipulation that asset transfer and payment would not take place until three years after close. According to the publication, thethree-year execution date is understood to take effect independent of whether U.S. sanctions on Lukoil end in the interim or remain in place at that time.
"From the perspective of OFAC authorizations of otherwise prohibited transactions, three years is an eternity that raises all sorts of issues," Paner said.
Paner also flagged the challenges such a delay would present regarding how interim "maintenance" is managed, given that the U.S.' primary goal for its sanctions on Lukoil (and Rosneft and other Russian oil entities) is to cut off revenues that the Kremlin uses to fund its war in Ukraine. Thus, any arrangement that kept Lukoil in place with access to revenues would run counter to OFAC objectives, he said.
Read the article (https://www.energyintel.com/0000019c-43ee-d7ea-a39e-5fef80680000).
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Original text here: https://www.hugheshubbard.com/news/jeremy-paner-analyzes-compliance-factors-in-carlyles-lukoil-deal
[Category: BizLaw/Legal]
Greenberg Traurig Represents Joint Lead Managers on US$500 Million Issuance Under Binghatti Holding Limited's US$1.5 Billion Sukuk Programme
MIAMI, Florida, Feb. 13 [Category: BizLaw/Legal] -- Greenberg Traurig, a law firm, issued the following news release:
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Greenberg Traurig Represents Joint Lead Managers on US$500 Million Issuance Under Binghatti Holding Limited's US$1.5 Billion Sukuk Programme
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DUBAI, United Arab Emirates - Feb. 13, 2026 - A team from global law firm Greenberg Traurig acted for the joint lead managers on Binghatti Holding Limited's (Binghatti) Sukuk issuance of US$500 million Trust Certificates due in 2031.
The Sukuk were issued by Binghatti Sukuk 2 SPV Limited under its US$1.5 billion Trust Certificate
... Show Full Article
MIAMI, Florida, Feb. 13 [Category: BizLaw/Legal] -- Greenberg Traurig, a law firm, issued the following news release:
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Greenberg Traurig Represents Joint Lead Managers on US$500 Million Issuance Under Binghatti Holding Limited's US$1.5 Billion Sukuk Programme
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DUBAI, United Arab Emirates - Feb. 13, 2026 - A team from global law firm Greenberg Traurig acted for the joint lead managers on Binghatti Holding Limited's (Binghatti) Sukuk issuance of US$500 million Trust Certificates due in 2031.
The Sukuk were issued by Binghatti Sukuk 2 SPV Limited under its US$1.5 billion Trust CertificateIssuance Programme (the programme), with Binghatti acting as obligor. The Sukuk are senior unsecured obligations and are listed on the International Securities Markets of the London Stock Exchange and Nasdaq Dubai. The Ijara/Murabaha Sukuk were rated BB- by Fitch. The proceeds will be used for general corporate purposes.
The Sukuk were priced Feb. 5 with a five-year-and-six-months tenor, with the order book exceeding 4.4 times the target issuance size, representing strong investor demand and the overall market impact of Binghatti's issuances. The Greenberg Traurig team previously acted on Binghatti's US$500 million, five-year 2030 Sukuk, which was awarded CEEMEA Corporate Bond Issuance of the Year for 2025 by GlobalCapital.
Binghatti is one of the fastest-growing real estate developers in the United Arab Emirates, known for its bold architectural designs and prime projects. With over 60 developments valued at AED 40 billion and 25,000 units delivered by 2024, it collaborates with luxury brands to offer branded residences that combine global luxury with modern living.
The team from Greenberg Traurig's Dubai office was led by Capital Markets Shareholder Alex Roussos, Senior Associate James Osun-Sanmi, Practice Group Attorney Katie Phillips and Paralegal Oshin Maheshwari.
"Advising on this deal follows on from a series of issuances by Binghatti, and we have had the pleasure of advising on three issuances for Binghatti over the past seven months, demonstrating the strong investor demand and the impact that they have clearly demonstrated in the market. With more than 700 real estate lawyers worldwide, Greenberg Traurig's Real Estate Practice is a cornerstone of the firm and a recognized industry leader, well-positioned to guide clients through their real estate deals worldwide," Roussos said.
Greenberg Traurig launched in the Middle East in 2023 with offices in Riyadh and Dubai. Since then, the firm has been growing steadily in the region, adding an office in Abu Dhabi in 2025 and planting key roots in the industries and business sectors most active in the Middle East, including real estate, infrastructure and transportation, energy and natural resources, hospitality, finance and restructuring, mergers and acquisitions, private equity, private credit, sports and entertainment -including venue, talent, entertainment, licensing, and other needs -capital markets, and arbitrations and disputes.
Greenberg Traurig's Riyadh office is operated by Greenberg Traurig through Greenberg Traurig Khalid Al-Thebity Law Firm. Greenberg Traurig's Dubai office is operated by Greenberg Traurig Limited. Greenberg Traurig's Abu Dhabi office is a branch of Greenberg Traurig, P.A.
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Original text here: https://www.gtlaw.com/en/news/2026/02/press-releases/greenberg-traurig-represents-joint-lead-managers-on-us500-million-issuance-under-binghatti-holding-limiteds-us15-billion-sukuk-programme
Goodwin Expands Healthcare Practice with Nicole Aiken-Shaban in Philadelphia
BOSTON, Massachusetts, Feb. 13 [Category: BizLaw/Legal] -- Goodwin, a law firm, issued the following news release:
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Goodwin Expands Healthcare Practice with Nicole Aiken-Shaban in Philadelphia
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Global law firm Goodwin today announced that Nicole Aiken-Shaban has joined the firm's Healthcare practice, Goodwin Health, as a partner in the firm's Philadelphia office.
"Nicole is a highly regarded leader in the healthcare industry who is trusted by prominent healthcare companies and investors to guide them through a rapidly evolving and challenging regulatory environment," said Chris Wilson,
... Show Full Article
BOSTON, Massachusetts, Feb. 13 [Category: BizLaw/Legal] -- Goodwin, a law firm, issued the following news release:
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Goodwin Expands Healthcare Practice with Nicole Aiken-Shaban in Philadelphia
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Global law firm Goodwin today announced that Nicole Aiken-Shaban has joined the firm's Healthcare practice, Goodwin Health, as a partner in the firm's Philadelphia office.
"Nicole is a highly regarded leader in the healthcare industry who is trusted by prominent healthcare companies and investors to guide them through a rapidly evolving and challenging regulatory environment," said Chris Wilson,partner at Goodwin and co-chair of Goodwin Health. "Nicole and her team represent another example of our commitment to attract the very best talent to the market leading Goodwin Health platform."
Nicole is an experienced healthcare regulatory attorney with a national practice advising healthcare providers and suppliers, private equity funds and other investors, Medicare and Medicaid managed care organizations, and life sciences companies. She counsels clients on a wide range of complex regulatory matters, including state and federal fraud and abuse laws, the federal Anti-Kickback Statute, beneficiary inducement prohibitions, reimbursement challenges, value-based care models, healthcare licensing, and corporate practice of medicine issues. She also regularly assists clients in structuring complex transactions and contractual arrangements to ensure regulatory compliance.
In addition to her client work, Nicole is an active member of the Philadelphia healthcare legal community and serves currently on the Executive Committee of the Philadelphia Bar Association's Business Law Section. Nicole is ranked in Band 2 by Chambers USA 2025 for Pennsylvania Healthcare.
"Goodwin has built a premier healthcare platform in Goodwin Health that is deeply aligned with the way my clients operate and grow," said Nicole Aiken-Shaban. "The firm's integrated regulatory, transactional, and private equity capabilities create a powerful offering for healthcare and life sciences clients navigating an increasingly complex and changing environment. I'm excited to join such a collaborative Goodwin Health team together with members of my own team."
Alongside Nicole, members of her team will also join Goodwin Health.
Goodwin Health provides its clients with world-class transactional, regulatory and compliance, and dispute and investigations support across the full lifecycle of healthcare and life sciences businesses. The team advises leading healthcare providers, investors, and innovative companies on complex, high-stakes matters at the forefront of the industry. Ranked among the top five in the 2025 PitchBook league tables, Goodwin Health also earned a Band 1 ranking in Chambers USA 2025, with partners recognized as top advisors by The Legal 500 UK and Dealmakers of the Year for Healthcare Services by The Deal.
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Original text here: https://www.goodwinlaw.com/en/news-and-events/news/2026/02/announcements-practices-hltc-nicole-aiken-shaban-philadelphia-partner-healthcare-practice
Gibson Dunn Secures Complete Appellate Victory in ACQIS v. Dell EMC
LOS ANGELES, California, Feb. 13 [Category: BizLaw/Legal] -- Gibson, Dunn and Crutcher, a law firm, issued the following news:
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Gibson Dunn Secures Complete Appellate Victory in ACQIS v. Dell EMC
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A Gibson Dunn team has secured a Federal Circuit Rule 36 affirmance of a $4 million attorneys' fees award in ACQIS v. EMC, bringing final closure to this longstanding patent dispute.
Following Gibson Dunn's complete defense victory on the merits-affirmed by the Federal Circuit in May 2022-the district court found the case "exceptional" under 35 U.S.C. SS 285 and awarded Dell EMC $4 million
... Show Full Article
LOS ANGELES, California, Feb. 13 [Category: BizLaw/Legal] -- Gibson, Dunn and Crutcher, a law firm, issued the following news:
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Gibson Dunn Secures Complete Appellate Victory in ACQIS v. Dell EMC
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A Gibson Dunn team has secured a Federal Circuit Rule 36 affirmance of a $4 million attorneys' fees award in ACQIS v. EMC, bringing final closure to this longstanding patent dispute.
Following Gibson Dunn's complete defense victory on the merits-affirmed by the Federal Circuit in May 2022-the district court found the case "exceptional" under 35 U.S.C. SS 285 and awarded Dell EMC $4 millionin attorneys' fees. The court concluded that ACQIS lacked any good faith basis to continue pursuing its infringement claims after claim construction and that ACQIS had engaged in unreasonable litigation conduct as the case progressed.
On February 13, 2026, the Federal Circuit affirmed the exceptional case finding and fee award, rejecting ACQIS's challenge and confirming that its post-claim construction litigation strategy and conduct warranted sanctions. The affirmance marks the end of more than a decade of assertions by ACQIS against Dell EMC.
The underlying case, filed in the District of Massachusetts, involved an $80 million patent infringement suit asserting 11 patents related to PCI Express technology, a widely used data transfer standard in computing hardware. After securing favorable claim constructions consistent with parallel inter partes review proceedings, the Gibson Dunn team obtained summary judgment of non-infringement on all asserted patents-a ruling the Federal Circuit affirmed. The subsequent fee award underscores the strength and discipline of Gibson Dunn's litigation approach, including its use of IPR proceedings to drive narrowing claim constructions that foreclosed ACQIS's infringement theories.
The Gibson Dunn team included partners Josh Krevitt, Paul Torchia, Brian Rosenthal, Kate Dominguez, Ben Hershkowitz, and Brian Buroker.
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Original text here: https://www.gibsondunn.com/gibson-dunn-secures-complete-appellate-victory-in-acqis-v-dell-emc/
Faegre Drinker Biddle and Reath Issues Commentary: Advertising Alert - Saying Your Product is "Made in USA"? Remember Your Advertising Obligations
MINNEAPOLIS, Minnesota, Feb. 13 -- Faegre Drinker Biddle and Reath, a law firm, issued the following commentary on Feb. 12, 2026, by associate Joe Carrafiello:
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Advertising Alert: Saying Your Product is "Made in USA"? Remember Your Advertising Obligations
As the United States approaches its 250th anniversary in 2026, the "Made in USA" label holds more significance than ever. Consumers increasingly look for domestic products, associating them with quality, reliability, and support for local jobs. Yet, as a recent National Advertising Division (NAD) decision shows, using "Made in USA" claims
... Show Full Article
MINNEAPOLIS, Minnesota, Feb. 13 -- Faegre Drinker Biddle and Reath, a law firm, issued the following commentary on Feb. 12, 2026, by associate Joe Carrafiello:
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Advertising Alert: Saying Your Product is "Made in USA"? Remember Your Advertising Obligations
As the United States approaches its 250th anniversary in 2026, the "Made in USA" label holds more significance than ever. Consumers increasingly look for domestic products, associating them with quality, reliability, and support for local jobs. Yet, as a recent National Advertising Division (NAD) decision shows, using "Made in USA" claimsin advertising, whether explicitly or implicitly, comes with legal responsibilities designed to protect both businesses and consumers.
On December 23, 2025, NAD issued Decision #7520, where the Advertiser had labeled and advertised several products as "Made in USA" leading to questions about whether those claims met the Federal Trade Commission's ("FTC") Made in USA Policy Statement and its Made in USA Labeling Rule. The Challenger alleged that the Advertiser's claims were misleading because the products incorporated numerous foreign components including imported buckles, fibers, and leather.
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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
Joe Carrafiello
Associate
Washington, D.C.
+1 202 230 5147
joseph.carrafiello@faegredrinker.com
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Original text here: https://www.faegredrinker.com/en/insights/publications/2026/2/advertising-alert-saying-your-product-is-made-in-usa-remember-your-advertising-obligations
[Category: BizLaw/Legal]
