Resource Library

On March 3, 2022, US President Joe Biden signed the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act into law. The Act prohibits enforcement of a mandatory arbitration agreement with respect to sexual assault and sexual harassment claims.

The full impact of the Act remains to be seen (and likely will lead to significant litigation in the coming years), but in-house counsel can prepare for some of the potential implications.

This is a sample sales agent agreement between a company and an agent to serve as the company's sales representative in a territory.

This article, developed by Womble Bond Dickinson, continues the 11- month countdown to develop business compliance strategies for three new omnibus privacy laws coming in 2023: January 1: the California Consumer Privacy Rights Act (which amends the existing CCPA) and the Virginia Consumer Data Protection Act; July1: the Colorado Privacy Act. With 8 months to go, this alert compares the individual rights granted under each of the state privacy laws.

There is a myth that trials are “dead” and that cases either settle or get decided on dispositive motions prior to trial. However, many cases do go forward to a jury trial for a variety of reasons. Therefore, from the outset, employers and counsel should prepare all cases for the possibility of trial.

This Latham & Watkins article analyzes the proposed rules and advises SEC registrants on how to prepare for compliance with the proposed cyber rules in May of 2022.

California has been — and will likely continue to be — one of the most challenging regulatory environments in the country for employers. The following is a top ten list of California requirements to assist employers with compliance.

The importance of data security in the digital era cannot be overstated. Businesses must assess data security risks and implement programs accordingly to protect the confidentiality, integrity and availability of collected data.

Remote work and flexible schedules have burgeoned with the spread of COVID-19 and are likely here to stay. Compliance issues such as the Form I-9 Employment Eligibility Verification affect all companies (regardless of whether they sponsor foreign nationals), and because of COVID-19 the relevant agencies have modified those processes.

The relative peace and stability employers experienced between 2017 and 2021 ended abruptly with the new Democratic majority on the National Labor Relations Board (NLRB), new NLRB General Counsel Jennifer Abruzzo’s pro-union policies, the Biden Administration’s labor initiatives and regulatory agenda and Congress’s legislative proposals favoring employees and increasing support and protection for unions.

Since January 2020, over 160 fee class actions have been filed. Fee litigation is very expensive and burdensome with potential damages in the 100s of millions of dollars. Pleading standards for these cases have been in flux and have depended on what circuit court and district court the case is filed in.