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The world has been waiting many months for the SEC to react to the largely negative comment letters filed by non-US observers and others regarding the Commission’s original December 2005 proposals for making it easier for non-US companies with US-registered securities to escape the regulation of the US capital markets.

Those familiar with Foursquare, Yelp, Gowalla and other location-based social networking sites will not be surprised that Facebook has jumped into the fray and recently launched several geolocation-related services.

In a case with important implications for companies that utilize legal analysis in establishing reserves for their financial statements, the United States Court of Appeals for the First Circuit recently decided that tax accrual work papers incorporating counsel’s views of the possibility – and likely outcome – of disputes with the IRS are subject to work-product protection.

For more than a year, Emergis Inc. has been seeking royalties and bringing lawsuits alleging infringement of its U.S. Patent No. 6,044,362. In an important ruling in Emergis Technologies, Inc. v. Cable One, Inc. (D. Kan.), a federal district court in Kansas has defined – and limited – the scope of Emergis's patent.

Is that one hour of additional pay employers owe employees who are not provided proper meal or rest periods a wage or a penalty? And why does it matter?

Michelle's Law, passed last year, requires both self-funded and insured group health plans to provide up to one year of coverage for students who are on medically necessary leaves of absence from postsecondary educational institutions.

In a unanimous ruling, the National Labor Relations Board (NLRB) clarified the legal standard to be applied when an employer allegedly refuses to hire its predecessor’s employees to avoid bargaining with the union that represents those workers.

The Medicare, Medicaid, and SCHIP Extension Act of 2007 will require group health plan insurers, third party administrators, and some plan administrators and fiduciaries to comply with new Medicare Secondary Payer reporting requirements effective January 1, 2009.

On August 16, 2010, the United States Court of Appeals for the Ninth Circuit affirmed the United States District Court for the District of Arizona's grant of summary judgment in favor of former employer Executive Jet Management ("Executive Management") against three former employees Gregory Hawn, Michael Prince and Aric Aldrich ("Plaintiffs") on their Title VII sex discrimination claims.

The H-1B nonimmigrant visa category, which is by far the most sought-after work visa category, allows U.S. employers to hire foreign workers for "specialized" positions.

Anyone considering a private-equity buyout should study a trio of recent Delaware decisions by Vice Chancellor Leo Strine.

Last week, the U.S. Supreme Court ruled that securities fraud plaintiffs must plead facts establishing a “cogent and compelling” basis to conclude defendants intended to deceive in order to survive a motion to dismiss.

On December 2, 2009, China’s State Council issued the Administrative Measures on the Establishment of Partnership Enterprises in China by Foreign Enterprises or Individuals (the "FIP Measures").

In an en banc opinion, the Federal Circuit held in Ariad Pharms v. Eli Lilly & Co., 2008-1248 (March 22, 2010) that 35 U.S.C. § 112 contains both a written description ("WD") requirement and an enablement requirement and that these requirements are separate and distinct.

Employers that allow employees to contribute to 403(b) plans and arrangements need to adopt a plan document by December 31, 2009 if they have not already done so.

Recent regulations under the Genetic Information Nondiscrimination Act ("GINA") contain broad restrictions on the collection of family medical history through health risk assessments and similar arrangements.

On January 29, 2009, President Obama signed his very first piece of legislation into law: The Lilly Ledbetter Fair Pay Act of 2009.

Group health plans often provide terminated employees and their covered dependents coverage through the end of the month of the termination, with the 18-month COBRA continuation coverage period beginning on the first day of the following month.