Law/Legal
Here's a look at documents from law firms and legal groups
Featured Stories
Ryan Udell Named Finalist for Most-Effective Dealmakers Award
PHILADELPHIA, Pennsylvania, May 4 [Category: BizLaw/Legal] -- Ballard Spahr, a law firm, posted the following news release:
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Ryan Udell Named Finalist for Most-Effective Dealmakers Award
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Ballard Spahr Corporate Partner and Life Sciences Industry Team Co-Leader Ryan J. Udell has been named as a finalist for The Legal Intelligencer' s 2026 Most-Effective Dealmakers Award.
The Most-Effective Dealmakers honor is part of The Legal Intelligencer 's annual Pennsylvania Legal Awards and recognizes attorneys in Pennsylvania and Delaware who have shown remarkable legal and business acumen in
... Show Full Article
PHILADELPHIA, Pennsylvania, May 4 [Category: BizLaw/Legal] -- Ballard Spahr, a law firm, posted the following news release:
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Ryan Udell Named Finalist for Most-Effective Dealmakers Award
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Ballard Spahr Corporate Partner and Life Sciences Industry Team Co-Leader Ryan J. Udell has been named as a finalist for The Legal Intelligencer' s 2026 Most-Effective Dealmakers Award.
The Most-Effective Dealmakers honor is part of The Legal Intelligencer 's annual Pennsylvania Legal Awards and recognizes attorneys in Pennsylvania and Delaware who have shown remarkable legal and business acumen inachieving their clients' goals and seeing business deals through from beginning to completion.
This recognition is the latest professional honor for Ryan, who was also recently featured as a "Life Sciences Star" by LMG Life Sciences for his work in Mergers and Acquisitions. In his practice, Ryan advises companies throughout the corporate life cycle-and across industry sectors-in mergers, acquisitions, sales, licensing, and capital raising. He helps emerging growth companies to secure financing and represents angel and venture capital investors in debt and equity transactions, and is particularly known for his work in the technology industry. With a deep knowledge of business and an extensive professional network, Ryan helps connect companies to funding sources, identify challenges before they become problems, and develop practical, customized solutions that meet their business goals.
The complete list of Pennsylvania Legal Awards winners and finalists can be viewed here. The official awards dinner where the winners will be announced will take place on June 11 in Philadelphia.
For media inquiries, please contact Will Ashenmacher at 612.371.5792.
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Original text here: https://www.ballardspahr.com/insights/news/2026/05/ryan-udell-named-finalist-for-most-effective-dealmakers-award
Frantz Ward's Environmental Practice Group Featured in Crain's Cleveland Business, Cleveland Jewish News, and REJournals
CLEVELAND, Ohio, May 2 (TNSjou) -- Frantz Ward, a law firm, issued the following news:
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Frantz Ward's Environmental Practice Group Featured in Crain's Cleveland Business, Cleveland Jewish News, and REJournals
Frantz Ward's new Environmental Law Practice Group was recently featured in Crain's Cleveland Business, with additional coverage from Cleveland Jewish News and REJournals.
The Crain's article highlights the addition of Partners Michael R. Blumenthal and David B. Waxman, who joined the firm in March, and their significant experience in environmental and business law, as the firm continues
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CLEVELAND, Ohio, May 2 (TNSjou) -- Frantz Ward, a law firm, issued the following news:
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Frantz Ward's Environmental Practice Group Featured in Crain's Cleveland Business, Cleveland Jewish News, and REJournals
Frantz Ward's new Environmental Law Practice Group was recently featured in Crain's Cleveland Business, with additional coverage from Cleveland Jewish News and REJournals.
The Crain's article highlights the addition of Partners Michael R. Blumenthal and David B. Waxman, who joined the firm in March, and their significant experience in environmental and business law, as the firm continuesto expand its capabilities and reach in Ohio and nationwide.
As noted in Crain's, the duo is already receiving increased inquiries in key areas of environmental law, including evolving toxicity standards, AI data centers, and compliance challenges amid an evolving regulatory landscape.
Michael and David intend to continue building the practice to further enhance Frantz Ward's full-service capabilities and support clients not only in environmental matters, but also in related construction and real estate matters.
Read the full Crain's Cleveland Business feature here (https://www.crainscleveland.com/law/ccl-mcglinchey-lawyers-join-frantz-ward-20260409/).
Additional coverage appeared in Cleveland Jewish News (https://www.clevelandjewishnews.com/features/special_sections/legal_affairs/frantz-ward-adds-blumenthal-waxman-as-partners/article_88d66197-ac31-469d-a3b8-e6aa45542faa.html) and REJournals (https://rejournals.com/clevelands-frantz-ward-adds-two-partners-launches-environmental-practice-group/).
Michael leverages over three decades in environmental law to advise and represent clients across multiple industries, including manufacturing, energy, oil and gas, finance, and real estate, to assist them in remaining compliant and navigating complex matters. He utilizes the substantial experience gained as a former Ohio Assistant Attorney General in the Environmental Enforcement Section and his time working with state and federal legislators and government agencies to shape environmental policy to provide counsel on issues related to a number of regulations and guidance.
David advises individuals and organizations across the country on commercial real estate development and redevelopment, financing, construction, leasing, corporate governance, environmental matters and insurance, and business acquisitions and divestitures. He leverages his practical, hands-on real estate experience to handle transactions and compliance matters, including joint ventures, financing and capital structures, and large-scale development projects across the manufacturing and transportation industries and other sectors.
Frantz Ward's Environmental Law Practice Group delivers pragmatic, outcome-focused legal counsel that helps clients manage environmental risk, secure regulatory approvals, and move projects forward with confidence. We combine our prowess in federal, state, and local environmental laws with hands-on experience across complex transactions, remediation projects, permitting processes, and enforcement matters--so clients get solutions that are legally sound, commercially practical, and tailored to project timelines and budgets.
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Original text here: https://www.frantzward.com/frantz-wards-environmental-practice-group-featured-in-crains-cleveland-business-cleveland-jewish-news-and-rejournals/
[Category: BizLaw/Legal]
Foley Hoag Named a Best Law Firm to Work For by U.S. News and World Report
BOSTON, Massachusetts, May 2 (TNSrep) -- Foley Hoag, a law firm, issued the following news:
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Foley Hoag Named a Best Law Firm to Work For by U.S. News and World Report
Foley Hoag has again been named to U.S. News and World Report's Best Companies to Work For: Law Firms list. This list is compiled based on the quality of pay and benefits, work-life balance, job stability, physical and psychological comfort, belongingness, and opportunities for professional development.
To calculate the list, U.S. News partnered with SurePoint Technologies and Revelio Labs to gather data, including employee
... Show Full Article
BOSTON, Massachusetts, May 2 (TNSrep) -- Foley Hoag, a law firm, issued the following news:
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Foley Hoag Named a Best Law Firm to Work For by U.S. News and World Report
Foley Hoag has again been named to U.S. News and World Report's Best Companies to Work For: Law Firms list. This list is compiled based on the quality of pay and benefits, work-life balance, job stability, physical and psychological comfort, belongingness, and opportunities for professional development.
To calculate the list, U.S. News partnered with SurePoint Technologies and Revelio Labs to gather data, including employeesentiment and legal market research, to calculate the six metrics used in the list. This is Foley Hoag's second time (https://foleyhoag.com/news-and-insights/news/2024/february/foley-hoag-makes-us-news-world-report-best-companies-to-work-for-law-firms-list/) on the list.
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Original text here: https://foleyhoag.com/news-and-insights/news/2026/april/foley-hoag-named-a-best-law-firm-to-work-for-by-u-s-news-and-world-report/
[Category: BizLaw/Legal]
Fisher Phillips Issues Insight: Employer Checklist for May 2026
ATLANTA, Georgia, May 2 -- Fisher Phillips, a law firm, issued the following insight on May 1, 2026:
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Employer Checklist for May 2026
Here are the top 10 workplace compliance items you should tackle in May 2026, based on the latest labor and employment law updates:
Equip yourself to respond to employee crises. Since May is Mental Health Awareness Month, it's a good time to train your managers and HR department on how to respond to serious and sensitive situations in the workplace. These eight practical steps can help your business support your employees and meet legal obligations.
* Catch
... Show Full Article
ATLANTA, Georgia, May 2 -- Fisher Phillips, a law firm, issued the following insight on May 1, 2026:
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Employer Checklist for May 2026
Here are the top 10 workplace compliance items you should tackle in May 2026, based on the latest labor and employment law updates:
Equip yourself to respond to employee crises. Since May is Mental Health Awareness Month, it's a good time to train your managers and HR department on how to respond to serious and sensitive situations in the workplace. These eight practical steps can help your business support your employees and meet legal obligations.
* Catchup on the DOL's new joint employer proposal. The DOL just proposed a new rule to give businesses greater clarity and reduced liability around joint employer status under federal wage and hour law. Here's a comprehensive look at the proposal, plus industry-specific snapshots for staffing firms and tech employers.
Shore up your workplace policies for summertime. Whether the sunny season is a slower period or your busiest time of year, it can expose your business to risks related wage and hour compliance, workplace safety, and more. Stay afloat this summer by avoiding these top employer mistakes, and dive deeper with our recent compliance guides on hiring teens, protecting workers from heat dangers, and properly paying tipped employees.
* Don't miss recent changes to I-9 enforcement standards. Federal immigration officials quietly but significantly shifted how they will evaluate Form I-9 violations, and employers will have far less room to avoid penalties for routine administrative mistakes. Here's what changed and what you should do now.
* Keep up with PWFA enforcement trends and pay equity rules. A review of the EEOC's litigation activity related to the Pregnant Workers Fairness Act reveals key employer lessons that can help shape your PWFA compliance strategy. In addition, compliance with pay equity and transparency laws is becoming increasingly complex, and the stakes are getting higher as the penalties for violations rise. Check out our practical employer guide to federal, state, and local pay equity trends.
Reminder for California Employers: Pay data reports for the 2025 reporting cycle are due May 13 - find what's new this year and what's changing in 2027.
* Get to know new NLRB nominee and labor law changes on the horizon. President Trump nominated James Macy on April 13 to fill a vacancy on the National Labor Relations Board, and, if confirmed, the Board will have something it hasn't had since Trump took office: a functioning three-member Republican majority. Here are the top labor policy shifts we expect - even if the changes could still take some time to arrive.
* Learn how a family farm's fight could be a win for all employers. The Supreme Court just picked up a case that will decide whether the DOL is allowed to impose financial penalties on agricultural employers for alleged violations of the H-2A temporary visa program. The case began when a family farm in New Jersey was hit by the agency's demand for over $500K following an investigation into its H-2A practices - but it could end in a huge win for all employers. Learn more here.
* Listen to our latest podcast episodes! New episodes of "The FP5: Five Things for Your 9-5" are released each Thursday, and you can subscribe using your preferred podcast platform. Last month, our attorneys discussed remote work accommodations (April 2), whether your AI chat histories can be used against you in court (April 9), California bills that could reshape workplace law nationwide (April 16), the realities of workplace violence (April 23), and why your cybersecurity playbook is probably outdated (April 30).
* Read more key insights impacting these specific industries:
- Covered entities across sixteen critical infrastructure sectors must prepare for sweeping new federal cybersecurity reporting rules that could soon be finalized (even if slightly later than the original May 2026 target date). Check out our FAQs for Businesses About CIRCIA Regulations to learn more.
- Construction employers should catch up on a new OSHA proposal that would, if finalized, nix a strict deadline for upgrading fixed ladders above 24 feet. Here's what your business needs to know.
- Education & College Sports
- Many educators were surprised to learn of a recent PowerSchool Naviance wiretapping settlement. Here's what your school needs to know.
- A new Alabama law aims to ensure K-12 students are not denied athletic opportunities just because they are enrolled in the state's school choice program that rolled out last year. Here's what this means for private and religious schools in the state.
- President Trump issued an executive order on April 3 that seeks to mandate new eligibility, transfer, and athlete agent regulations for college athletics by August 1 - here's what your athletic department needs to know.
- Federal contractors can learn key lessons from IBM's recent $17 million settlement with the Department of Justice over what the Trump administration deemed "illegal" workplace diversity, equity, and inclusion (DEI) activities. In addition, a minimum wage hike will soon kick in on May 11 for a narrow group of federal contractors.
- Hospitality businesses operating in the 2026 World Cup's host cities should start preparing now and can use our comprehensive checklist as a guide.
- California's new allergen disclosure law will soon take effect on July 1 for many restaurant chains - learn more here.
- Retail employers nationwide face unique challenges related to PWFA compliance. Here are five pitfalls retailers should avoid. Plus, as predictive scheduling laws gain traction across the country, find answers to your top questions.
- MedTech companies and their business customers should pay attention to a recent federal class action privacy lawsuit sparked by an AI company's acquisition of a genetic testing firm. Here's what you need to know.
- Private clubs must manage member harassment risks. Think employment laws don't apply to your private club? Think again. Plus, a recent DOL independent contractor proposal offers clarity to private membership clubs.
- International filmmakers must ensure that cast and crew are properly authorized to work in any chosen location. That's why we created A Producer's Guide to Visa Requirements in Top 5 International Filming Locations.
- Trucking companies should be aware of a recent appeals court ruling - the latest in the saga over whether the Mine Safety and Health Administration has jurisdiction over businesses that provide trucking and hauling to mining operations. Catch up here.
* Check for state-specific updates and upcoming effective dates like these:
- Alabama just joined 20 other states by enacting a comprehensive consumer privacy law, and businesses must get ready to comply with sweeping new obligations that will take effect on May 1, 2027.
- California pay data reports for the 2025 reporting cycle are due May 13, 2026 - find what's new this year and what's changing in 2027. Plus, could a new privacy law coalition help curb digital wiretapping litigation in the state?
- Colorado's impending AI law, which was set to take effect June 30, 2026, was just temporarily blocked by a federal court ruling. Here's what employers should know while we wait for a final resolution.
- Illinois employers with at least 16 employees must be ready to comply with the state's Family Neonatal Intensive Care Leave Act, which kicks in on June 1, 2026.
- The Missouri Supreme Court issued a ruling on April 21 that employers can use as a legitimate procedural tool to help defend against costly workplace claims. Learn what the decision means for your business.
Conclusion
We will continue to monitor developments related to all aspects of workplace law. Make sure you are subscribed to Fisher Phillips' Insight System to get the most up-to-date information. If you have questions, contact your Fisher Phillips attorney.
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Related People
Marty Heller
Partner
404.231.1400
mheller@fisherphillips.com
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Lauren Laing
Legal Content Counsel
412.822.6623
llaing@fisherphillips.com
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Alden J. Parker
Regional Managing Partner
916.210.0404
aparker@fisherphillips.com
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Original text here: https://www.fisherphillips.com/en/insights/insights/employer-checklist-for-may-2026
[Category: BizLaw/Legal]
Fisher Phillips Issues Insight: Colorado's Impending AI Law Thrown Into More Doubt By Court Ruling: What Will Happen Before June 30 Effective Date?
ATLANTA, Georgia, May 2 -- Fisher Phillips, a law firm, issued the following insight on May 1, 2026:
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Colorado's Impending AI Law Thrown Into More Doubt By Court Ruling: What Will Happen Before June 30 Effective Date?
A federal court just ordered Colorado not to enforce the impending AI law set to take effect on June 30 that otherwise would have upended the way employers use AI in the workplace. The April 27 ruling is just the latest roadblock that the long-delayed law has faced, coming off the heels of a March proposal to completely rewrite the bill and delay its effective date until 2027.
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ATLANTA, Georgia, May 2 -- Fisher Phillips, a law firm, issued the following insight on May 1, 2026:
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Colorado's Impending AI Law Thrown Into More Doubt By Court Ruling: What Will Happen Before June 30 Effective Date?
A federal court just ordered Colorado not to enforce the impending AI law set to take effect on June 30 that otherwise would have upended the way employers use AI in the workplace. The April 27 ruling is just the latest roadblock that the long-delayed law has faced, coming off the heels of a March proposal to completely rewrite the bill and delay its effective date until 2027.The court order temporarily blocks the state from taking any enforcement action while protecting employers from any investigation or penalties for any alleged violations that take place until the court can more fully decide on whether the law should be permanently blocked. What do you need to know about Monday's ruling and what should you do while we wait for a final resolution?
Quick Resource Center
* Colorado passed the nation's first comprehensive AI antidiscrimination law in 2024, originally set to take effect February 1, 2026. The law aimed to impose sweeping obligations on both AI developers and the employers deploying those tools, including bias audits, risk impact assessments, and extensive disclosures.
* Almost immediately, the tech and business communities pushed back hard, arguing the requirements were unworkable and would stifle innovation.
* After failed attempts to revise the law during the 2025 legislative cycle, lawmakers pivoted and pushed the effective date to June 30, 2026.
* Governor Jared Polis convened a working group of technology industry representatives, consumer advocates, and business groups to find common ground.
* In March, the state working group released a sweeping proposed rewrite that would strip out the original law's most burdensome requirements (including mandatory bias audits), replace them with a streamlined transparency-and-notice framework, and push the law's effective date back to January 1, 2027.
Litigation Throws Another Monkeywrench at Law
Elon Musk's xAI teamed up with the US Justice Department - which has its sights set on limiting the ability of states to regulate AI on their own - to file a lawsuit against Colorado's pending AI law.
* xAI argued that Colorado's law unconstitutionally forces private AI developers to embed the state's preferred ideological views into its products. It contends that every editorial decision it makes in developing its AI products (like Grok) is protected speech under the First Amendment, and that the law would compel the company to redesign Grok to reflect Colorado's "controversial, highly politicized viewpoint" on racial equity. The complaint also challenged the law on Commerce Clause grounds, arguing that it effectively regulates AI development outside the state because it applies anywhere a Colorado resident is affected by an AI system.
* The DOJ filed a separate complaint alleging Equal Protection violations, warning that "embedding AI with state-mandated discrimination is a recipe for disaster." The government argued that the law effectively forces algorithm discrimination based on race, sex, and religion by requiring companies to monitor and correct for statistical disparities. Framing the stakes in national security terms, the filing warns that forcing American AI companies to "incorporate discriminatory ideology" into their models threatens US global competitiveness.
* Colorado's Attorney General even weighed in, agreeing with the two plaintiffs that the court should put the law on ice for now, especially since there was a good chance that state lawmakers could soon make wholesale revisions to the law.
What Did the Court Say?
Without weighing in on the substantive arguments above, the court granted a temporary restraining order to block the state from enforcing or investigating alleged violations of the law. Any actions taken by companies on or before 14 days after the date the court issues a final ruling on the expected motion for a preliminary injunction will not be subject to the Colorado law.
We expect to see the opponents soon file a more thorough request to block the law altogether, regardless of whether state lawmakers amend the law. The court said xAI and the DOJ should file new motions within 28 days after lawmakers pass amended legislation or if the state AG issues final regulations implementing the law.
What's Next?
The legislature wraps on May 13, so time is growing short for lawmakers to substantively revise the law before the June 30 effective date. But according to Bloomberg Law, bill co-sponsor Rep. Brianna Titone believes that the legislature will pass the rewrite before time runs out. We will keep an eye on the legislature and the litigation and provide updates as warranted.
What Should You Do?
While we play the waiting game, there are some common-sense approaches you should consider to best position your business.
* Audit your AI tools. Take stock of every AI-assisted tool involved in hiring, performance evaluation, compensation, or other employment decisions affecting Colorado workers. Understand what each tool does, how it influences decisions, and what data it uses.
* Conduct a bias audit. Just because Colorado might not require bias audits, they are still a good idea. Discrimination in employment decisions remains illegal under state and federal law, and we are seeing more discrimination lawsuits by applicants when employers use AI tools in the recruiting, screening, or interviewing process - regardless of whether the tool qualifies as an automatic decision-making tool (ADMT).
* Talk to your vendors. Ask your vendors now what they can provide: intended use cases, data categories, known limitations, and meaningful human review guidance. If they can't answer these questions, that's important information. Here are some other key questions to consider.
* Watch the legislature and the courts closely. The best way to stay up to speed is to ensure you are subscribed to the Fisher Phillips Insight system.
Conclusion
Make sure you are subscribed to Fisher Phillips' Insight System to receive the most up-to-date information directly to your inbox. We will continue to monitor the situation and provide updates as they unfold. For more information, contact your Fisher Phillips attorney, the authors of this Insight, any attorney in our Denver office, or any attorney in our AI, Data, and Analytics Practice Group.
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Related People
Benjamin M. Ebbink
Partner
916.210.0400
bebbink@fisherphillips.com
* * *
Michael R. Greco
Regional Managing Partner
303.218.3655
bebbink@fisherphillips.com
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Original text here: https://www.fisherphillips.com/en/insights/insights/colorados-impending-ai-law-thrown-into-more-doubt-by-court-ruling
[Category: BizLaw/Legal]
Faegre Drinker Biddle and Reath Issues Commentary: OpenAI Trial, Colorado Litigation, and Other AI Developments
MINNEAPOLIS, Minnesota, May 2 -- Faegre Drinker Biddle and Reath, a law firm, issued the following commentary on May 1, 2026, by counsel William A. Wright, associates Allyson Lisbeth Chavez and Mason S. Medeiros and partners Scott M. Kosnoff, Sara K. Manske and Reeya Thakrar:
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OpenAI Trial, Colorado Litigation, and Other AI Developments
Artificial Intelligence Briefing
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This month's briefing covers the Musk v. OpenAI trial, as well as litigation by Musk's xAI and the US DOJ challenging Colorado's AI law. Additionally, Florida's attorney general has opened a criminal investigation against
... Show Full Article
MINNEAPOLIS, Minnesota, May 2 -- Faegre Drinker Biddle and Reath, a law firm, issued the following commentary on May 1, 2026, by counsel William A. Wright, associates Allyson Lisbeth Chavez and Mason S. Medeiros and partners Scott M. Kosnoff, Sara K. Manske and Reeya Thakrar:
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OpenAI Trial, Colorado Litigation, and Other AI Developments
Artificial Intelligence Briefing
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This month's briefing covers the Musk v. OpenAI trial, as well as litigation by Musk's xAI and the US DOJ challenging Colorado's AI law. Additionally, Florida's attorney general has opened a criminal investigation againstOpenAI. Meanwhile, Alabama, Indiana, Utah, and Washington State have adopted laws this year impacting the use of AI in health insurance claims and prior authorizations. Read on for a deeper dive into these and more key updates.
Regulatory, Legislative & Litigation Developments
Musk v. OpenAI Trial Begins in Federal Court
On April 27, 2026, trial began in federal court in Oakland, California, in the high-stakes lawsuit brought by Elon Musk against OpenAI, its CEO Sam Altman and President Greg Brockman, and against Microsoft before Judge Yvonne Gonzalez Rogers. Musk's attorneys argued in opening statements that OpenAI's leaders "stole a charity," contending that the company's conversion to a for-profit structure betrayed the nonprofit mission on which Musk based his founding contributions. Musk is seeking a reversion of OpenAI to a nonprofit structure, removal of Altman and Brockman from OpenAI's leadership, and more than $130 billion in damages to be returned to OpenAI's nonprofit foundation. Musk took the stand on the first day of testimony and testified that he would not have contributed his resources to OpenAI had he known the founders intended to operate the company for profit. The outcome of the trial could have significant implications for the AI sector.
Florida Attorney General Launches Criminal Investigation into OpenAI
Florida Attorney General James Uthmeier announced that the Florida Office of Statewide Prosecution launched a criminal investigation into OpenAI, alleging that ChatGPT provided significant advice to the suspect in a 2025 mass shooting at Florida State University. The advice allegedly included guidance on weapons, timing, and target location. The Office of Statewide Prosecution has issued subpoenas to OpenAI seeking information about its policies and internal training materials related to user threats of harm to others and themselves, how it cooperates with and reports crimes to law enforcement, and publicly released media and statements related to the April 2025 shooting. The office recently expanded the investigation to encompass a separate homicide that occurred at the University of South Florida in 2026 after learning that the accused killer in that case also used ChatGPT. OpenAI has denied responsibility, stating that ChatGPT provided only factual responses available from public sources on the internet and did not encourage or promote illegal activity.
Musk's xAI and DOJ Sue Colorado, Alleging Constitutional Flaws in State AI Law
In our April 1, 2026, AI briefing, we reported that the Colorado AI Policy Workgroup (convened by Gov. Polis) published a revised policy framework that addresses the use of Automated Decision-Making Technology (ADMT) when making consequential decisions about Colorado consumers. Since then, on April 9, 2026, Elon Musk's xAI company sued Colorado alleging that many of the key terms in the original Colorado AI Act are "unconstitutionally vague" and that the law is overreaching by regulating development activities from other states. xAI also alleges a First Amendment violation that would require it to alter Grok's training in order to comply with its requirements and limiting its freedom of speech.
On April 24, the Department of Justice moved to intervene, asserting that the Colorado law "jeopardizes the United States' position as the global AI leader by requiring AI systems to incorporate discriminatory ideology that prioritizes preferred demographic characteristics and outcomes over accurate and merit-based outputs."
On April 27, Magistrate Judge Chung of the US District Court for the District of Colorado issued an order barring Colorado from enforcing any alleged violations of the law until after the court rules on xAI's preliminary injunction.
New State Laws Curb AI-Only Decisions in Health Insurance
States are increasing regulation of the use of AI by health insurance companies. So far this year, Alabama (SB 630), Indiana (HB 1271), Utah (SB 0319), and Washington (SB 5395) have adopted laws impacting the use of AI in connection with health insurance claims and prior authorization requirements. The laws vary in their approach, with some focused on preventing adverse decisions made solely by AI systems without human involvement, while others aim to reduce the risk of bias in insurance determinations. To regulate these risks, they have added notice requirements to inform consumers of the use of AI and requirements for human review of decisions that would negatively impact consumers.
Washington OIC Adds AI Disclosure Questions to SERFF Rate and Form Filings
While Washington is not among the 12 states participating in the National Association of Insurance Commissioners' (NAIC) AI Systems Evaluation Tool pilot, the state's Office of the Insurance Commissioner is taking its own steps to understand how insurers are using AI in connection with rates and policy forms. Effective May 1, 2026, all new SERFF filings in Washington -- covering property and casualty (P&C) and life, health, and disability (LHD) form, rate, and network submissions -- must disclose whether AI tools (including generative AI, machine learning, or vendor-embedded AI) were used to create or support the filing. If AI tools were used, filers will be asked to identify the system, describe what it did, and characterize its impact on the filing's substance.
EIOPA Proposes Clarification of EU AI Act for Actuarial Models
In an April 13, 2026, letter to senior EU policymakers -- including the European Commission, European Council, and European Parliament -- the European Insurance and Occupational Pensions Authority (EIOPA) has provided targeted recommendations on how the EU's new Artificial Intelligence Act should be applied within the insurance sector. The letter explains that while the AI Act introduces a cross-sector, risk-based framework governing certain AI uses (including "high-risk" applications such as underwriting and pricing in life and health insurance), its interaction with existing EU insurance legislation (e.g., Solvency II, the Insurance Distribution Directive (IDD), and the Digital Operational Resilience Act (DORA) raises practical implementation challenges. EIOPA cautions that, absent clarification, the regime could unintentionally capture long-established, transparent actuarial models and create duplicative or disproportionate compliance burdens for insurers and supervisors. In particular, EIOPA proposes excluding generalized linear models (GLMs) and generalized additive models (GAMs) -- widely used, well-understood, and highly interpretable techniques -- from the scope of the AI Act's definition of AI systems, or at least from classification as "high-risk" systems.
Kansas Federal Court Extends AI Restrictions to All Discovery Materials
In Jeffries v. Harcros Chemicals Inc., No. 25-2352-KHV-ADM (D. Kan. Mar. 25, 2026), Magistrate Judge Angel D. Mitchell entered an amended protective order extending AI tool restrictions to all discovery materials in a putative class action alleging toxic emissions from an industrial facility. The order requires parties to provide five business days' advance notice before using any AI tool on discovery materials, including detailed disclosures about the tool's vendor, hosting, security measures, and training policies. Producing parties may object and trigger mandatory meet-and-confer obligations, with AI use prohibited pending resolution. The order also prohibits training AI tools on discovery materials (except action-specific tools destroyed at case conclusion) and requires deletion of all discovery materials from AI systems after litigation ends, reflecting judicial concern about data security and the potential incorporation of litigation materials into AI training datasets.
Sullivan & Cromwell Apologizes for AI-Generated Errors in Bankruptcy Court Filings
On April 18, 2026, Sullivan & Cromwell apologized to Chief Judge Martin Glenn of the US Bankruptcy Court for the Southern District of New York after submitting filings that contained approximately 40 inaccurate citations and other errors generated by artificial intelligence. The mistakes, described as AI "hallucinations," appeared to include fabricated case citations, misquoted legal sources, and references to nonexistent authorities. The errors were detected by opposing counsel Boies Schiller Flexner, prompting Sullivan & Cromwell to file a corrected version and directly apologize to both the court and Boies Schiller. The firm acknowledged that its internal AI policies and review safeguards were not followed, and stated it is evaluating enhancements to its training and review processes.
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
Scott M. Kosnoff
Partner
Indianapolis
+1 317 237 1201
scott.kosnoff@faegredrinker.com
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Sara K. Manske
Partner
Indianapolis
+1 317 237 1186
sara.manske@faegredrinker.com
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Reeya Thakrar
Partner
Chicago
+1 312 569 1467
reeya.thakrar@faegredrinker.com
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William A. Wright
Counsel
Florham Park
+1 973 549 7073
william.wright@faegredrinker.com
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Allyson Lisbeth Chavez
Associate
New York
+1 212 248 3189
allyson.chavez@faegredrinker.com
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Mason S. Medeiros
Associate
Minneapolis
+1 612 766 7352
mason.medeiros@faegredrinker.com
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Original text here: https://www.faegredrinker.com/en/insights/publications/2026/5/openai-trial-colorado-litigation-and-other-ai-developments
[Category: BizLaw/Legal]
Faegre Drinker Biddle and Reath Issues Commentary: EPA Updates Interim Guidance on PFAS Destruction and Disposal -- Prioritizes Technologies With Lower Release Potential
MINNEAPOLIS, Minnesota, May 2 -- Faegre Drinker Biddle and Reath, a law firm, issued the following commentary on May 1, 2026, by partners Bonnie Allyn Barnett and associates Amy L. Waite, Emma N. LaFrance and Amani B. Khoury:
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EPA Updates Interim Guidance on PFAS Destruction and Disposal -- Prioritizes Technologies with Lower Release Potential
Highlighting Underground Injection, Hazardous Waste Landfills, and Thermal Treatment
At a Glance
* The EPA released its 2026 update to the Interim Guidance on the Destruction and Disposal of PFAS and Materials Containing PFAS.
* The updated guidance
... Show Full Article
MINNEAPOLIS, Minnesota, May 2 -- Faegre Drinker Biddle and Reath, a law firm, issued the following commentary on May 1, 2026, by partners Bonnie Allyn Barnett and associates Amy L. Waite, Emma N. LaFrance and Amani B. Khoury:
* * *
EPA Updates Interim Guidance on PFAS Destruction and Disposal -- Prioritizes Technologies with Lower Release Potential
Highlighting Underground Injection, Hazardous Waste Landfills, and Thermal Treatment
At a Glance
* The EPA released its 2026 update to the Interim Guidance on the Destruction and Disposal of PFAS and Materials Containing PFAS.
* The updated guidancehighlights technologies with lower potential for environmental release, including permitted underground injection wells, Subtitle C landfills, and certain thermal treatment units.
* Stakeholders are invited to participate in a 60-day public comment period, with comments due by June 29, 2026.
*
On April 20, 2026, the United States Environmental Protection Agency (EPA) published the third iteration of its interim guidance concerning the destruction and disposal of per- and polyfluoroalkyl substances (PFAS). Drawing on the latest research, the guidance identifies effective technologies for PFAS destruction and recommends specific protocols to prevent environmental contamination.
This update fulfills an April 2025 commitment by the EPA administrator to move from a triennial to an annual update schedule, ensuring the agency keeps pace with rapidly evolving PFAS science. While nonbinding, the guidance provides technical clarity for decision-makers managing PFAS waste streams such as contaminated soil, biosolids, textiles, and water treatment materials.
Recommended Technologies & Key Updates
The 2026 guidance evaluates commercially available technologies based on their efficacy in controlling environmental PFAS releases. When costs and logistical factors are equal, the EPA recommends that managers prioritize options with the lowest release potential.
The 2026 guidance highlights the following three primary options:
Underground Injection
Permitted Class I hazardous and industrial waste injection wells may be a low-risk solution for high-concentration liquid PFAS waste. By isolating fluids deep beneath drinking water aquifers, this method provides a secure long-term containment strategy.
Hazardous Waste Landfills
While the EPA still recommends RCRA Subtitle C landfills for high-level PFAS waste, caution is advised. New 2026 data suggests that environmental release rates across all landfill types may be higher than the 2024 estimates indicated.
Thermal Treatment
Various thermal treatment devices are effective, provided they maintain rigorous operational standards, specifically high temperatures (>1,100 C), and long residence times, to ensure total destruction.
Uncertainties & Research Needs
The EPA acknowledges ongoing scientific uncertainties and is prioritizing further research to improve PFAS measurement and evaluate the long-term effectiveness of recommended disposal techniques. Specifically, EPA's research priorities, as outlined in Table 4-1 of the guidance, focus on refining PFAS measurement in materials and emissions, while simultaneously evaluating the long-term effectiveness of thermal treatment, landfills, and underground injection wells for PFAS management.
Looking Forward & Next Steps
Stakeholders should review the updated EPA guidance and consider submitting relevant data or studies related to PFAS waste management during the 60-day public comment period, which opened on April 29, 2026, and will close on June 29, 2026.
For more information, see the EPA's detailed guidance here: 2026 Interim Guidance on PFAS Destruction and Disposal.
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
Bonnie Allyn Barnett
Partner
Philadelphia
+1 215 988 2916
bonnie.barnett@faegredrinker.com
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Amy L. Waite
Associate
Indianapolis
+1 317 237 8211
amy.waite@faegredrinker.com
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Emma N. LaFrance
Associate
Washington, D.C.
+1 202 230 5815
emma.lafrance@faegredrinker.com
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Amani B. Khoury
Associate
Indianapolis
+1 317 237 1484
amani.khoury@faegredrinker.com
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Original text here: https://www.faegredrinker.com/en/insights/publications/2026/5/epa-updates-interim-guidance-on-pfas-destruction-and-disposal-prioritizes-technologies-with-lower-release-potential
[Category: BizLaw/Legal]
