Robinson Cole LLP
High Contrast Mode

Manufacturing

Manufacturing

We Understand Manufacturing

Our manufacturing lawyers represent manufacturers and distributors both nationally and internationally. Our clients range from Fortune 50 companies to privately held and/or family-owned companies that sell both business-to-business (B2B) and business-to-consumer (B2C) products and services. We understand that many manufacturers operate within complex supply chains. For that reason, we have experience dealing with situations in which our clients have all, some, or no leverage in business dealings. We also have significant experience within sub-industries of manufacturing, including aerospace, medical device, chemicals, building materials, industrial manufacturers, food and beverage (including nutritional supplements), and technology. Our goal is to provide our clients with new capabilities through experience and innovation.

We Excel

Robinson+Cole was honored with the President’s “E Star” Award for Export Service in 2024 by U.S. Secretary of Commerce Gina Raimondo, in recognition of the firm’s achievement in making continuing significant contributions to an increase in U.S. exports. In 2019, the firm was presented with the President’s “E” Award, the highest recognition a person or U.S. entity can receive for making a significant contribution to the expansion of U.S. exports. The “E Star” Award is a continuing recognition of noteworthy export promotion efforts. 

We Innovate

Robinson+Cole manufacturing lawyers have earned our reputation as innovative and valuable counselors who know manufacturing. Our lawyers are on the forefront of tackling cutting edge issues facing the industry, as demonstrated by the following series of “firsts” by our team:

MLG-Logo-Web


In 2016, Robinson+Cole created the Manufacturing Law Group (MLG), a forum for in-house lawyers at manufacturing companies that operate worldwide to network with their peers, hear and give presentations on substantive legal topics of interest, and share best practices. Since its inception, the MLG has grown to include nearly 200 manufacturing professionals representing over 100 different companies throughout the United States, Europe and Asia. For more information, please contact Jeff White.

MLG-Logo-Web

Our manufacturing lawyers routinely host executive dinner roundtables for C-suite manufacturing executives of privately held manufacturers. These gatherings take place throughout the year and focus on manufacturing law and business issues specific to privately held manufacturers. For more information, please contact Jeff White.

Experience

Debt + Equity Financing for Candy Manufacturer

Represented a premium candy manufacturer in connection with a convertible note and subsequent Series B Preferred Equity financing.

Unlawful Tying + Asserting Counterclaims

Advised aircraft manufacturer on allegations of unlawful tying and asserting counterclaims against competitor plaintiffs. 

Creditor Representation

Represented manufacturing company and other trade creditors in numerous national bankruptcy proceedings regarding all facets of creditor representation*

*Attorney Krepto was counsel in this representative transaction prior to joining Robinson+Cole.

Read More

Publications

Driving Home the Point – Accommodating Employee Commutes teaser
March 25, 2026

Driving Home the Point – Accommodating Employee Commutes

Manufacturing Law Blog
Reminder – Managing Leave During Flu Season teaser
February 17, 2026

Reminder – Managing Leave During Flu Season

Manufacturing Law Blog
January 29, 2026

2026 Labor and Employment Outlook for Manufacturers

Industry Today

Labor + Employment group lawyers Abby M. Warren and Christopher A. Costain highlighted five significant labor and employment law related trends for 2026, including generative artificial intelligence and non-compete agreements. The authors suggest that as non-compete statutes “…continue to expand at the state level, manufacturers should review their non-compete agreements and avoid using broad restrictions, instead developing and implementing narrowly tailored provisions that protect a specific, articulable business interest and are compliant with applicable state law.” Read the article.

Driving Home the Point – Accommodating Employee Commutes teaser
March 25, 2026

Driving Home the Point – Accommodating Employee Commutes

Manufacturing Law Blog
Reminder – Managing Leave During Flu Season teaser
February 17, 2026

Reminder – Managing Leave During Flu Season

Manufacturing Law Blog
January 29, 2026

2026 Labor and Employment Outlook for Manufacturers

Industry Today

Labor + Employment group lawyers Abby M. Warren and Christopher A. Costain highlighted five significant labor and employment law related trends for 2026, including generative artificial intelligence and non-compete agreements. The authors suggest that as non-compete statutes “…continue to expand at the state level, manufacturers should review their non-compete agreements and avoid using broad restrictions, instead developing and implementing narrowly tailored provisions that protect a specific, articulable business interest and are compliant with applicable state law.” Read the article.

2026 Labor and Employment Outlook for Manufacturers teaser
January 13, 2026

2026 Labor and Employment Outlook for Manufacturers

Manufacturing Law Blog
November 11, 2025

Negotiating with Big Tech: Top 3 Issues To Watch Out For

Industry Today

Focus on negotiating key issues rather than attempting to revise the entire agreement. Companies of all shapes and sizes, from start-ups to major corporations and across all industries, deal with major tech companies in some capacity. Your company is engaging with big tech to license the rights to use a variety of key solutions, which are critical to the smooth operation of your business. Often the pricing and nature of the solutions give the tech company more control over the agreement terms. As a result, your company will typically have to focus on key issues rather than attempting to significantly revise the entire agreement. This article identifies three key issues to be on the lookout for in these agreements and provides tips on the terms worth fighting for. The Right to Terminate A number one priority in negotiating any agreement should be the ability to get out of the relationship if it takes a turn for the worse. Despite what the rest of the contract terms state, you never know what could happen – the vendor could experience a major data breach, go bankrupt, or just stop providing the same caliber of services to you for whatever reason. Your company may want to stop the relationship (or at least have the leverage provided by the option to stop the relationship) and avoid having litigation as the only path forward to either correct or end the relationship. Most big tech companies will not agree to a right for you terminate for convenience at any time, however, there are other ways you may better position yourself to be able to end the agreement, if necessary. Especially for subscription-model license agreements with tech companies, it is common for the term of the subscription to automatically renew. This means that if you subscribe for a one-year term, the subscription will automatically renew at the end of that year (sometimes at the vendor’s then-current rates, which would likely be higher than what you originally agreed to), unless you provide notice within a certain amount of time before the expiration of the initial term. It is not unreasonable to push back on this and request for the agreement to renew only if you elect for renewal prior to the expiration of the initial term. There are also other termination rights you can try to work in that are not as aggressive as a right to terminate for convenience. For instance, you can negotiate for the inclusion of a termination right in the following circumstances: If the vendor upgrades or otherwise changes their software in a way that materially degrades its usefulness for your company; If the vendor is unable to provide the services for a period of time because of some unforeseeable circumstance out of its control (often referred to in contracts as a “force majeure event”); or If the service is in a downgraded state or completely unavailable to you for certain periods of time. At a bare minimum, you can request are the right to terminate if the vendor breaches the agreement or goes bankrupt, which are market standard terms. Rights and Restrictions Regarding Your Data Given the nature of the products and services they are providing, many tech companies will have access to significant amounts of your data and sometimes very sensitive data. As data continues to become more valuable (especially with advancements in artificial intelligence), we are seeing tech companies increasingly try to broaden their rights to use your data in these agreements. There is a delicate balance between ensuring the vendor has the appropriate rights they need to use your data in order to provide the contracted-for product or services, and ensuring that the vendor does not use your data for additional or unnecessary purposes. It is common to see language in a tech vendor’s agreement stating that they have the right to collect, anonymize, and aggregate your data (which can include both the data you input into their software or usage data they gather based on how you interact with their software) and use such data in a broad context, e.g., in order to improve their products and services, to train artificial intelligence, or for other commercial purposes. You can push back on this and may want to consider doing so especially if the language goes as far to say that the vendor owns that data. Push back can be “right sized” to reflect the circumstances and the amount of leverage you have and, therefore, might include rights to use only some of your data or limitations in the types of permitted uses. Many vendors will claim that their software automatically collects, gathers or tracks such information and that there is no way to “turn off” that feature for just one client. If that is the case, then you may need to assess the sensitivity of the information the vendor would have access to and the risks associated with their access and use. If the risk is too great, you may need to walk away from that vendor. Recourse for Breach Lastly, it is important that you have appropriate safeguards in place and a right to recourse for a possible breach so that you can either force vendor’s performance or collect damages for non-performance. Here are some key clauses in a tech agreement where such recourse can be incorporated: Representations and Warranties – Standard representations from a tech vendor that may be appropriate to include are: (1) that the software will function in accordance with any agreed upon specifications; (2) that it will be provided in compliance with laws; (3) that it will not contain viruses; and (4) and that your use of it will not infringe upon any third party’s intellectual property rights. Indemnification – Depending on how much of your data the tech vendor is processing or otherwise has access to, and how sensitive that data is, you may want to try to include data breaches among the claims covered by indemnification. Intellectual property infringement is also important to have covered by indemnification, and this is generally market standard so you can reasonably push for it. You can also consider other “fixes” to infringement, such as requiring the vendor to modify the software so that it is no longer infringing, obtain a license so you can still use it, or provide you with a refund. Limitations on Liability – Pick your battles carefully when it comes to carve-outs on the limitations to liability because vendors will likely push back aggressively on any proposed changes to these terms. Negotiation of the limitations on liability will be related to what you are able to negotiate for the representations and warranties, as well as indemnification. Ideally, you want breaches of representations and indemnification claims to be carved out of limitations on liability; at a minimum, it is market standard for the carve-outs to limitations on liability to include the vendor’s gross negligence or willful misconduct. The above summaries only scratch the surface on each topic. There are, of course, other elements of tech agreements that are important to closely consider. When you have limited leverage negotiating with bigger companies and you have to pick your battles, the three issues discussed here are important to keep in mind.

November 6, 2025

How Wearable Technology Creates Legal Risks for Manufacturers

Maufacturing.net

Abby and Chris focus on the legal risks manufacturers may face by requiring workers to use wearable technologies at work. Wearable technologies are “smart devices” such as helmets, vests or ergonomic sensors that collect and transmit information, and perform important efficiency and safety-focused functions. These technologies raise various privacy, surveillance and security concerns relating to the collection, monitoring and storage of employee biometric information. Read the article.

October 28, 2025

How To Stay I-9 Compliant in Today’s Immigration World

Industry Today

The current administration has ushered in an era of increasing immigration complexity, especially in the area of Temporary Protected Status. What is TPS? Temporary Protected Status (TPS) is a country-specific humanitarian program impacting thousands of workers across industries, including manufacturing. In fact, according to a March 2025 report, an estimated 570,000 TPS beneficiaries are working in the U.S. labor force; 70,000 of which are in the manufacturing industry. TPS is an immigration status for foreign nationals whose home countries the Department of Homeland Security (DHS) has determined to be unsafe due to conditions such as environmental disasters, armed conflicts, epidemics, or other extraordinary conditions.  Not only does TPS temporarily protect eligible individuals from deportation but also allows beneficiaries to work legally in the U.S. throughout the duration of their designated status, which is defined through a TPS-based Employment Authorization Document (EAD). As of October 10, 2025, there are currently 12 countries designated for TPS: Burma, El Salvador, Ethiopia, Haiti, Lebanon, Somalia, South Sudan, Sudan, Syria, Ukraine, Venezuela, and Yemen. Several of these designations are the subjects of active and ongoing federal litigation, the basis of which is largely the Trump administration’s efforts to terminate various TPS designations. In recent months, DHS has issued key updates regarding TPS extensions, redesignations, and EAD validity – all of which impact how employers complete and update Form I-9, DHS’s Employment Eligibility Verification form. Understanding how to best navigate these changes is critical for employers to ensure compliant employment practices, avoid potential penalties, and maintain workforce stability. Venezuela as a TPS Case Study The TPS designation for Venezuela has been extended, redesignated and terminated multiple times by DHS, highlighting how complex I-9 compliance can be for U.S. employers in the wake of federal developments and ongoing litigation. Most recently, DHS’s termination of Venezuela’s TPS designations have been the subject of an ongoing federal court battle, resulting in litigation-driven uncertainties that directly impact how employers verify their employees’ work authorization. The ongoing litigation has forced manufacturing employers to repeatedly update I-9 records and reverify work authorization for impacted employees each time DHS announcements and court rulings change the program’s validity period. As of October 3, 2025, the 2021 designation for Venezuela is slated to terminate on November 7, 2025.  This development comes from DHS Secretary Noem’s publication in the Federal Register announcing the agency’s termination of the 2021 designation. DHS Secretary Noem also terminated the 2023 designation earlier this year, where termination took effect on April 7, 2025. Shortly before it was to take effect, a federal court partially blocked the termination, preserving TPS for only a narrow carve-out of impacted individuals. On September 5, 2025, a federal district court granted summary judgment in favor of TPS plaintiffs, leading DHS to reinstate the 2023 Venezuela designation. However, on October 3, 2025, the U.S Supreme Court granted DHS’s request to stay the district court decision that had reinstated the 2023 designation. In other words, DHS is now permitted to consider the 2023 designation terminated as of April 2025, rendering impacted individuals deportable and without work authorization while the litigation continues. What does this mean for employers of Venezuelan TPS beneficiaries? After the Supreme Court ruling, the U.S. Citizenship and Immigration Services (USCIS) updated its Venezuela TPS website to confirm that the Supreme Court had allowed the termination of the 2023 designation to “take immediate effect” and that “TPS beneficiaries who received an Employment Authorization Document on or before February 5, 2025, with a ‘Card Expires’ date of October 2, 2026, will maintain work authorization until October 2, 2026.” USCIS has not published updated guidance on the I-9 central page since the Supreme Court ruling, so additional guidance regarding its implementation of the termination may be forthcoming.1 Employers of impacted TPS beneficiaries may wish to contact immigration counsel for advice  on identifying their impacted workforce and next steps to consider. Staying current with TPS-related announcements, training HR personnel accordingly, and perhaps employing immigration compliance counsel, might be appropriate  for maintaining compliance and avoiding discriminatory practices. As DHS continues to issue new guidance and TPS designations shift with geopolitical realities, a flexible and informed compliance strategy is the best defense against risk, and the best way to support a diverse, authorized workforce. I-9 Compliance is A Moving Target, So What May Employers Consider Doing? TPS provides vital humanitarian protection — and critical workforce continuity — across domains including the manufacturing industry. But for employers, it can create a level of compliance complexity that cannot be ignored. Failure to comply with Form I-9 requirements, including the correct handling of TPS documentation and extensions, can result in civil penalties, discrimination claims, or disruption to business operations. Employers must invest in proactive education, systems updates, and consistent internal practices to stay ahead of the evolving regulatory landscape. To remain I-9 compliant, employers, HR departments, and hiring managers may want to consider utilizing an I-9 Compliance checklist, including the following: Stay Informed Directly from the Source (the federal government) ✓ Monitor updates in the Federal Register. ✓ Review Resources for Employers USCIS Handbook for Employers (M-274): https://www.uscis.gov/i-9-central DHS TPS Updates: https://www.uscis.gov/humanitarian/temporary-protected-status Federal Register Notices: https://www.federalregister.gov/ E-Verify Program: https://www.e-verify.gov/ ✓ For high-impact workforce decisions, consult with legal immigration counsel. Review and Update I-9s, When Needed ✓ If an employee presents a facially expired EAD that has been auto-extended under TPS, refer to the appropriate DHS notice and ensure the expiration date matches. ✓ Update Section 2 of Form I-9 correctly, noting the extension, EAD category (TPS), and referencing the Federal Register citation. ✓ Do not reverify until the auto-extension period ends. ✓ An expired EAD with a matching auto-extension from DHS may be valid. ✓ A new EAD with updated dates and codes should be reviewed carefully for consistency. ✓ Accept only documents that meet the DHS requirements for List A, B, or C. Avoid Discriminatory Practices ✓ Ensure that all employees are treated consistently throughout the employment verification process. ✓ Be aware of potential national origin discrimination risks when asking for documentation or making employment decisions. For manufacturing employers, workforce needs are often urgent and high-volume, so the stakes of I-9 compliance are particularly high. Employers must stay current with programs like TPS and others that grant employment authorization to ensure their workforce remain authorized. Venezuela TPS is just one example of how rapidly employment eligibility rules change, illustrating just how critical investing in proactive I-9 compliance counsel and systems is.

Wearables in the Warehouse – Key Employment Law Considerations for Manufacturers teaser
October 6, 2025

Wearables in the Warehouse – Key Employment Law Considerations for Manufacturers

Manufacturing Law Blog
As 2025 Begins to Wind Down, A Few Wage and Hour Reminders for Connecticut Manufacturers teaser
September 15, 2025

As 2025 Begins to Wind Down, A Few Wage and Hour Reminders for Connecticut Manufacturers

Manufacturing Law Blog
2026 Labor and Employment Outlook for Manufacturers teaser
January 13, 2026

2026 Labor and Employment Outlook for Manufacturers

Manufacturing Law Blog
November 11, 2025

Negotiating with Big Tech: Top 3 Issues To Watch Out For

Industry Today

Focus on negotiating key issues rather than attempting to revise the entire agreement. Companies of all shapes and sizes, from start-ups to major corporations and across all industries, deal with major tech companies in some capacity. Your company is engaging with big tech to license the rights to use a variety of key solutions, which are critical to the smooth operation of your business. Often the pricing and nature of the solutions give the tech company more control over the agreement terms. As a result, your company will typically have to focus on key issues rather than attempting to significantly revise the entire agreement. This article identifies three key issues to be on the lookout for in these agreements and provides tips on the terms worth fighting for. The Right to Terminate A number one priority in negotiating any agreement should be the ability to get out of the relationship if it takes a turn for the worse. Despite what the rest of the contract terms state, you never know what could happen – the vendor could experience a major data breach, go bankrupt, or just stop providing the same caliber of services to you for whatever reason. Your company may want to stop the relationship (or at least have the leverage provided by the option to stop the relationship) and avoid having litigation as the only path forward to either correct or end the relationship. Most big tech companies will not agree to a right for you terminate for convenience at any time, however, there are other ways you may better position yourself to be able to end the agreement, if necessary. Especially for subscription-model license agreements with tech companies, it is common for the term of the subscription to automatically renew. This means that if you subscribe for a one-year term, the subscription will automatically renew at the end of that year (sometimes at the vendor’s then-current rates, which would likely be higher than what you originally agreed to), unless you provide notice within a certain amount of time before the expiration of the initial term. It is not unreasonable to push back on this and request for the agreement to renew only if you elect for renewal prior to the expiration of the initial term. There are also other termination rights you can try to work in that are not as aggressive as a right to terminate for convenience. For instance, you can negotiate for the inclusion of a termination right in the following circumstances: If the vendor upgrades or otherwise changes their software in a way that materially degrades its usefulness for your company; If the vendor is unable to provide the services for a period of time because of some unforeseeable circumstance out of its control (often referred to in contracts as a “force majeure event”); or If the service is in a downgraded state or completely unavailable to you for certain periods of time. At a bare minimum, you can request are the right to terminate if the vendor breaches the agreement or goes bankrupt, which are market standard terms. Rights and Restrictions Regarding Your Data Given the nature of the products and services they are providing, many tech companies will have access to significant amounts of your data and sometimes very sensitive data. As data continues to become more valuable (especially with advancements in artificial intelligence), we are seeing tech companies increasingly try to broaden their rights to use your data in these agreements. There is a delicate balance between ensuring the vendor has the appropriate rights they need to use your data in order to provide the contracted-for product or services, and ensuring that the vendor does not use your data for additional or unnecessary purposes. It is common to see language in a tech vendor’s agreement stating that they have the right to collect, anonymize, and aggregate your data (which can include both the data you input into their software or usage data they gather based on how you interact with their software) and use such data in a broad context, e.g., in order to improve their products and services, to train artificial intelligence, or for other commercial purposes. You can push back on this and may want to consider doing so especially if the language goes as far to say that the vendor owns that data. Push back can be “right sized” to reflect the circumstances and the amount of leverage you have and, therefore, might include rights to use only some of your data or limitations in the types of permitted uses. Many vendors will claim that their software automatically collects, gathers or tracks such information and that there is no way to “turn off” that feature for just one client. If that is the case, then you may need to assess the sensitivity of the information the vendor would have access to and the risks associated with their access and use. If the risk is too great, you may need to walk away from that vendor. Recourse for Breach Lastly, it is important that you have appropriate safeguards in place and a right to recourse for a possible breach so that you can either force vendor’s performance or collect damages for non-performance. Here are some key clauses in a tech agreement where such recourse can be incorporated: Representations and Warranties – Standard representations from a tech vendor that may be appropriate to include are: (1) that the software will function in accordance with any agreed upon specifications; (2) that it will be provided in compliance with laws; (3) that it will not contain viruses; and (4) and that your use of it will not infringe upon any third party’s intellectual property rights. Indemnification – Depending on how much of your data the tech vendor is processing or otherwise has access to, and how sensitive that data is, you may want to try to include data breaches among the claims covered by indemnification. Intellectual property infringement is also important to have covered by indemnification, and this is generally market standard so you can reasonably push for it. You can also consider other “fixes” to infringement, such as requiring the vendor to modify the software so that it is no longer infringing, obtain a license so you can still use it, or provide you with a refund. Limitations on Liability – Pick your battles carefully when it comes to carve-outs on the limitations to liability because vendors will likely push back aggressively on any proposed changes to these terms. Negotiation of the limitations on liability will be related to what you are able to negotiate for the representations and warranties, as well as indemnification. Ideally, you want breaches of representations and indemnification claims to be carved out of limitations on liability; at a minimum, it is market standard for the carve-outs to limitations on liability to include the vendor’s gross negligence or willful misconduct. The above summaries only scratch the surface on each topic. There are, of course, other elements of tech agreements that are important to closely consider. When you have limited leverage negotiating with bigger companies and you have to pick your battles, the three issues discussed here are important to keep in mind.

November 6, 2025

How Wearable Technology Creates Legal Risks for Manufacturers

Maufacturing.net

Abby and Chris focus on the legal risks manufacturers may face by requiring workers to use wearable technologies at work. Wearable technologies are “smart devices” such as helmets, vests or ergonomic sensors that collect and transmit information, and perform important efficiency and safety-focused functions. These technologies raise various privacy, surveillance and security concerns relating to the collection, monitoring and storage of employee biometric information. Read the article.

October 28, 2025

How To Stay I-9 Compliant in Today’s Immigration World

Industry Today

The current administration has ushered in an era of increasing immigration complexity, especially in the area of Temporary Protected Status. What is TPS? Temporary Protected Status (TPS) is a country-specific humanitarian program impacting thousands of workers across industries, including manufacturing. In fact, according to a March 2025 report, an estimated 570,000 TPS beneficiaries are working in the U.S. labor force; 70,000 of which are in the manufacturing industry. TPS is an immigration status for foreign nationals whose home countries the Department of Homeland Security (DHS) has determined to be unsafe due to conditions such as environmental disasters, armed conflicts, epidemics, or other extraordinary conditions.  Not only does TPS temporarily protect eligible individuals from deportation but also allows beneficiaries to work legally in the U.S. throughout the duration of their designated status, which is defined through a TPS-based Employment Authorization Document (EAD). As of October 10, 2025, there are currently 12 countries designated for TPS: Burma, El Salvador, Ethiopia, Haiti, Lebanon, Somalia, South Sudan, Sudan, Syria, Ukraine, Venezuela, and Yemen. Several of these designations are the subjects of active and ongoing federal litigation, the basis of which is largely the Trump administration’s efforts to terminate various TPS designations. In recent months, DHS has issued key updates regarding TPS extensions, redesignations, and EAD validity – all of which impact how employers complete and update Form I-9, DHS’s Employment Eligibility Verification form. Understanding how to best navigate these changes is critical for employers to ensure compliant employment practices, avoid potential penalties, and maintain workforce stability. Venezuela as a TPS Case Study The TPS designation for Venezuela has been extended, redesignated and terminated multiple times by DHS, highlighting how complex I-9 compliance can be for U.S. employers in the wake of federal developments and ongoing litigation. Most recently, DHS’s termination of Venezuela’s TPS designations have been the subject of an ongoing federal court battle, resulting in litigation-driven uncertainties that directly impact how employers verify their employees’ work authorization. The ongoing litigation has forced manufacturing employers to repeatedly update I-9 records and reverify work authorization for impacted employees each time DHS announcements and court rulings change the program’s validity period. As of October 3, 2025, the 2021 designation for Venezuela is slated to terminate on November 7, 2025.  This development comes from DHS Secretary Noem’s publication in the Federal Register announcing the agency’s termination of the 2021 designation. DHS Secretary Noem also terminated the 2023 designation earlier this year, where termination took effect on April 7, 2025. Shortly before it was to take effect, a federal court partially blocked the termination, preserving TPS for only a narrow carve-out of impacted individuals. On September 5, 2025, a federal district court granted summary judgment in favor of TPS plaintiffs, leading DHS to reinstate the 2023 Venezuela designation. However, on October 3, 2025, the U.S Supreme Court granted DHS’s request to stay the district court decision that had reinstated the 2023 designation. In other words, DHS is now permitted to consider the 2023 designation terminated as of April 2025, rendering impacted individuals deportable and without work authorization while the litigation continues. What does this mean for employers of Venezuelan TPS beneficiaries? After the Supreme Court ruling, the U.S. Citizenship and Immigration Services (USCIS) updated its Venezuela TPS website to confirm that the Supreme Court had allowed the termination of the 2023 designation to “take immediate effect” and that “TPS beneficiaries who received an Employment Authorization Document on or before February 5, 2025, with a ‘Card Expires’ date of October 2, 2026, will maintain work authorization until October 2, 2026.” USCIS has not published updated guidance on the I-9 central page since the Supreme Court ruling, so additional guidance regarding its implementation of the termination may be forthcoming.1 Employers of impacted TPS beneficiaries may wish to contact immigration counsel for advice  on identifying their impacted workforce and next steps to consider. Staying current with TPS-related announcements, training HR personnel accordingly, and perhaps employing immigration compliance counsel, might be appropriate  for maintaining compliance and avoiding discriminatory practices. As DHS continues to issue new guidance and TPS designations shift with geopolitical realities, a flexible and informed compliance strategy is the best defense against risk, and the best way to support a diverse, authorized workforce. I-9 Compliance is A Moving Target, So What May Employers Consider Doing? TPS provides vital humanitarian protection — and critical workforce continuity — across domains including the manufacturing industry. But for employers, it can create a level of compliance complexity that cannot be ignored. Failure to comply with Form I-9 requirements, including the correct handling of TPS documentation and extensions, can result in civil penalties, discrimination claims, or disruption to business operations. Employers must invest in proactive education, systems updates, and consistent internal practices to stay ahead of the evolving regulatory landscape. To remain I-9 compliant, employers, HR departments, and hiring managers may want to consider utilizing an I-9 Compliance checklist, including the following: Stay Informed Directly from the Source (the federal government) ✓ Monitor updates in the Federal Register. ✓ Review Resources for Employers USCIS Handbook for Employers (M-274): https://www.uscis.gov/i-9-central DHS TPS Updates: https://www.uscis.gov/humanitarian/temporary-protected-status Federal Register Notices: https://www.federalregister.gov/ E-Verify Program: https://www.e-verify.gov/ ✓ For high-impact workforce decisions, consult with legal immigration counsel. Review and Update I-9s, When Needed ✓ If an employee presents a facially expired EAD that has been auto-extended under TPS, refer to the appropriate DHS notice and ensure the expiration date matches. ✓ Update Section 2 of Form I-9 correctly, noting the extension, EAD category (TPS), and referencing the Federal Register citation. ✓ Do not reverify until the auto-extension period ends. ✓ An expired EAD with a matching auto-extension from DHS may be valid. ✓ A new EAD with updated dates and codes should be reviewed carefully for consistency. ✓ Accept only documents that meet the DHS requirements for List A, B, or C. Avoid Discriminatory Practices ✓ Ensure that all employees are treated consistently throughout the employment verification process. ✓ Be aware of potential national origin discrimination risks when asking for documentation or making employment decisions. For manufacturing employers, workforce needs are often urgent and high-volume, so the stakes of I-9 compliance are particularly high. Employers must stay current with programs like TPS and others that grant employment authorization to ensure their workforce remain authorized. Venezuela TPS is just one example of how rapidly employment eligibility rules change, illustrating just how critical investing in proactive I-9 compliance counsel and systems is.

Wearables in the Warehouse – Key Employment Law Considerations for Manufacturers teaser
October 6, 2025

Wearables in the Warehouse – Key Employment Law Considerations for Manufacturers

Manufacturing Law Blog
As 2025 Begins to Wind Down, A Few Wage and Hour Reminders for Connecticut Manufacturers teaser
September 15, 2025

As 2025 Begins to Wind Down, A Few Wage and Hour Reminders for Connecticut Manufacturers

Manufacturing Law Blog

News

April 23, 2026

Kevin Daly Says Planning Ahead is Difficult for Businesses in Uncertain Tariff Legal Landscape

Manufacturing Law industry team member Kevin P. Daly discussed the current uncertainty businesses are facing over tariffs in the article, “CT businesses say they are owed millions after Supreme Court strikes down Trump tariffs,” published in the Hartford Business Journal on April 6, 2026. “There’s still some uncertainty there,” said Kevin. “We don’t have finality as to what the administrative process that Customs and Border Protection (CBP) is developing is going to look like at the end of the day.” Kevin suggests that it’s planning ahead in an uncertain legal landscape that’s become difficult for businesses. “It’s a challenge…[C]ompanies look at their contracts and agreements with their suppliers and their customers and try to examine how they can allocate and plan for that risk…what’s in place now may not be what’s in place three months from now.” Read the article.

Hartford Business Journal
February 13, 2026

Jeff White Shares Legal and Commercial Trends for Manufacturing Industry in 2026

Aerospace Manufacturing and Design
February 3, 2026

Abby Warren and Christopher Costain Signal AI and Non-Compete Agreements Should Be On Manufacturers’ Radar in 2026

Industry Today
April 23, 2026

Kevin Daly Says Planning Ahead is Difficult for Businesses in Uncertain Tariff Legal Landscape

Manufacturing Law industry team member Kevin P. Daly discussed the current uncertainty businesses are facing over tariffs in the article, “CT businesses say they are owed millions after Supreme Court strikes down Trump tariffs,” published in the Hartford Business Journal on April 6, 2026. “There’s still some uncertainty there,” said Kevin. “We don’t have finality as to what the administrative process that Customs and Border Protection (CBP) is developing is going to look like at the end of the day.” Kevin suggests that it’s planning ahead in an uncertain legal landscape that’s become difficult for businesses. “It’s a challenge…[C]ompanies look at their contracts and agreements with their suppliers and their customers and try to examine how they can allocate and plan for that risk…what’s in place now may not be what’s in place three months from now.” Read the article.

Hartford Business Journal
February 13, 2026

Jeff White Shares Legal and Commercial Trends for Manufacturing Industry in 2026

Aerospace Manufacturing and Design
February 3, 2026

Abby Warren and Christopher Costain Signal AI and Non-Compete Agreements Should Be On Manufacturers’ Radar in 2026

Industry Today
November 13, 2025

Abby Warren and Christopher Costain Examine Potential Implications of Wearable Technology

Maufacturing.net
November 6, 2025

Robinson+Cole Commends 62 Attorneys Recognized in 2025 Super Lawyers®

Recognition spans key regions and highlights the firm’s seasoned practitioners and emerging leaders in many business transactions and litigation practices
Robinson+Cole Commends 62 Attorneys Recognized in 2025 <i>Super Lawyers</i>® teaser
October 31, 2025

Jen Shanley and Carmen Ruiz Provide Roadmap for I-9 Compliance in Era of Immigration Complexity

Industry Today
September 12, 2025

Jen Shanley Recognized as a 2025 “40 Under Forty” Awardee

Hartford Business Journal
Jen Shanley Recognized as a 2025 “40 Under Forty” Awardee teaser
September 10, 2025

Jeff White Discusses Tariff Implications and Supply Chains Under Stress on Industry Today Podcast

Industry Insights
June 5, 2025

Robinson+Cole Secures 45 Total Rankings in Chambers USA 2025 Guide

Chambers USA: America’s Leading Lawyers for Business
Robinson+Cole Secures 45 Total Rankings in <i>Chambers USA 2025</i> Guide teaser
November 13, 2025

Abby Warren and Christopher Costain Examine Potential Implications of Wearable Technology

Maufacturing.net
November 6, 2025

Robinson+Cole Commends 62 Attorneys Recognized in 2025 Super Lawyers®

Recognition spans key regions and highlights the firm’s seasoned practitioners and emerging leaders in many business transactions and litigation practices
Robinson+Cole Commends 62 Attorneys Recognized in 2025 <i>Super Lawyers</i>® teaser
October 31, 2025

Jen Shanley and Carmen Ruiz Provide Roadmap for I-9 Compliance in Era of Immigration Complexity

Industry Today
September 12, 2025

Jen Shanley Recognized as a 2025 “40 Under Forty” Awardee

Hartford Business Journal
Jen Shanley Recognized as a 2025 “40 Under Forty” Awardee teaser
September 10, 2025

Jeff White Discusses Tariff Implications and Supply Chains Under Stress on Industry Today Podcast

Industry Insights
June 5, 2025

Robinson+Cole Secures 45 Total Rankings in Chambers USA 2025 Guide

Chambers USA: America’s Leading Lawyers for Business
Robinson+Cole Secures 45 Total Rankings in <i>Chambers USA 2025</i> Guide teaser

Events

Upcoming

Navigating Legal Essentials in Distributor Agreements & IP Protection

May 6 2026
U.S. Department of Commerce’s International Trade Administration's Mastering International Distributor Success Seminar
Past

Navigating Legal Essentials in Distributor Agreements & IP Protection

Oct 22 2025
U.S. Department of Commerce’s International Trade Administration Mastering International Distributor Success Seminar
Upcoming

Navigating Legal Essentials in Distributor Agreements & IP Protection

May 6 2026
U.S. Department of Commerce’s International Trade Administration's Mastering International Distributor Success Seminar
Past

Navigating Legal Essentials in Distributor Agreements & IP Protection

Oct 22 2025
U.S. Department of Commerce’s International Trade Administration Mastering International Distributor Success Seminar
Past

Legal Updates on Supply Chain Trends Impacting Company

Oct 14 2025
Aerospace Components Manufacturers Business Development Meeting
Past

Regulatory Changes, Supply Chain Risks, and Sanctions: Rightsizing Your Compliance Program

May 8 2025
Manufacturers Alliance Webinar, underwritten by Dow Jones Risk & Compliance
Past

Dealing with Change and Building a Sustainable Culture

May 6 2025
CBIZ Manufacturing Forum
Past

Accelerate Business Growth: Strategies for Raising Capital and Increasing Enterprise Value

Apr 10 2025
ManufactureCT's 2025 Growth Strategies
Past

Legal Updates on Supply Chain Trends Impacting Company

Oct 14 2025
Aerospace Components Manufacturers Business Development Meeting
Past

Regulatory Changes, Supply Chain Risks, and Sanctions: Rightsizing Your Compliance Program

May 8 2025
Manufacturers Alliance Webinar, underwritten by Dow Jones Risk & Compliance
Past

Dealing with Change and Building a Sustainable Culture

May 6 2025
CBIZ Manufacturing Forum
Past

Accelerate Business Growth: Strategies for Raising Capital and Increasing Enterprise Value

Apr 10 2025
ManufactureCT's 2025 Growth Strategies

Manufacturing Law Blog

The Manufacturing Law Blog remains a trendsetter in the industry, as evidenced by its placement as a top search result on Google. The Blog was one of the first in the country to address legal issues facing manufacturers and distributors and is written by experienced lawyers covering issues concerning environmental, health, and safety / OSHA, labor and employment, and corporate compliance and litigation. The Blog has received thousands of visits since its launch. Click here to subscribe.

Quota Control: Connecticut’s New Warehouse Law Has Manufacturing Impact

This article was co-authored by Labor + Employment group lawyer, Christopher Costain. In March 2026, a Connecticut bill was signed into law which sets new compliance standards for large warehouse employers that use production quotas and related metrics in assessing worker performance. Once the law goes into effect on July 1, 2026, Connecticut will become the... Continue Reading

Visit Blog

DOJ Announces First False Claims Act Settlement for “Illegal DEI Practices”

This post was co-authored by Government Enforcement + White-Collar Defense Team lawyers Seth B. Orkand and Danielle H. Tangorre and Litigation group lawyer Mallori D. Thompson. This post was originally published as a Legal Update. On April 10, 2026, the Department of Justice (DOJ) announced a nearly $17.1 million settlement with IBM to resolve allegations that IBM... Continue Reading

Visit Blog

Winona County Victim of Cyber Attack

Minnesota Governor Tim Walz issued an emergency executive order on April 7, 2026, dispatching the Minnesota National Guard after Winona County requested assistance following a cyber attack disrupting its “critical systems and digital services.” The attack occurred on April 6, 2026, and is “significantly impairing the county’s ability to deliver vital emergency and municipal services.” The attackers... Continue Reading

Visit Blog

Water Treatment Facility Downed with Ransomware Attack

Critical infrastructure operators at the water treatment plant in Minot, North Dakota, were forced to resort to manual processes when its Supervisory Control and Data Acquisition (SCADA) system became inoperable as a result of a March 14, 2026, ransomware attack. The attackers are unidentified, but it comes in the wake of the war in Iran,... Continue Reading

Visit Blog

Joint Advisory Warns of Iran Cyber Actors Attacking U.S. Critical Infrastructure

Iran has always been a formidable cyber threat to the United States, but after the war in Iran commenced, the attacks are coming frequently and in full force. According to the Joint Cybersecurity Advisory issued on April 7, 2026, by the FBI, CISA, NSA, EPA, DOE, and Cyber Command, Iranian-based hackers are targeting operational technology devices connected... Continue Reading

Visit Blog

Driving Home the Point – Accommodating Employee Commutes

This post was co-authored by Labor + Employment Group lawyer Christopher Costain. While employers are typically aware of their obligations to engage in the interactive process in response to reasonable accommodation requests due to disability under federal and state law, employers may not be aware of one specific accommodation request that may be on the rise... Continue Reading

Visit Blog

Reminder – Managing Leave During Flu Season

This post was co-authored by Labor + Employment Group lawyer Christopher Costain. Flu season, which extends into spring, can be a particularly long season for manufacturers, especially when their workforces and workplaces are significantly impacted by the illness. Below are reminders for manufacturers about the various legal implications related to the flu and its impact on... Continue Reading

Visit Blog

Environmental Developments Manufacturers Should Monitor in 2026

Welcome to the last of our three posts with our look ahead to 2026—the environmental edition. If you follow this blog, you have probably sensed a trend: environmental regulation rarely moves in a straight line. This coming year will be no different. Below is a more detailed look at three areas we will be watching... Continue Reading

Visit Blog

2026 Corporate Compliance & Litigation Outlook for Manufacturers

In late 2012, we created the Manufacturing Law Blog with the goal of providing our manufacturing clients with a holistic approach to the unique issues they face in their global operations.  Starting in 2016, we began a tradition of dedicating our first three posts of the year to a yearly outlook from different vantage points. Here are... Continue Reading

Visit Blog

2026 Labor and Employment Outlook for Manufacturers

This post was co-authored by Labor + Employment Group lawyer Christopher Costain. As we look ahead to 2026, several significant employment law developments and trends are on the horizon, especially with regard to local and state laws. Below are a few key issues likely to impact manufacturers in 2026: Regulation of the Use of Artificial Intelligence... Continue Reading

Visit Blog

Firm Highlights

News
Natalie Ramsey Honored with Prestigious 2026 David T. Sykes Award

Bankruptcy + Reorganizations group co-chair Natalie Ramsey was recognized as the 2026 David T. Sykes Award recipient at the Eastern District of Pennsylvania Bankruptcy Conference’s (EDPABC) 36th Annual Forum on February 26, 2026. The award, which was co-presented by the EDPABC and the Consumer Bankruptcy Assistance Project (CBAP), is named after renowned bankruptcy attorney David T. Sykes and reflects Natalie’s excellence and integrity as a bankruptcy attorney, unsurpassed professionalism, mentorship of younger professionals, upholding of the reputation of the local bankruptcy bar, unwavering dedication to the bankruptcy community and the less fortunate in Philadelphia, and courtesy and respect for all. Natalie has been a member of the EDPABC since 1991 and served on its Board of Directors from 1999 - 2006, including as Chair in 2006. In addition, she has also been a member of the CBAP since 1993 and served as its President from 2012 - 2013.

News
Robinson+Cole Recognized at 2026 Women, Influence & Power in Law Awards
News
Julianna Charpentier Recognized as an “Up & Coming Lawyer”
News
Robinson+Cole’s People-First Culture Recognized in Vault’s 2027 Rankings
News
Robinson+Cole Ushers in New Leadership for Nationally-Recognized Insurance + Reinsurance Practice

Robinson+Cole announced New York Partner Erica J. Kerstein has been named Chair of its Insurance + Reinsurance group, effective January 1, 2026. She succeeds Gregory P. Varga, who chaired the group since 2019. The strategic change to the leadership reinforces the firm’s thoughtful growth plan beyond its founding roots in Hartford and its commitment to providing exceptional client-focused service. “It’s a privilege to lead the firm’s nationally-recognized Insurance + Reinsurance group, a practice that has helped shape the insurance industry and this firm for generations,” said Kerstein. “Building on Greg’s leadership, I’m honored to carry this work forward and to do so as part of a team whose diversity and depth are a competitive advantage for our clients and their evolving needs navigating complex insurance coverage issues.” Celebrating over 180 years of practice, Robinson+Cole’s legacy in insurance law began alongside the establishment of leading insurance companies in the 19th century. The firm’s work was closely tied to these institutions, helping shape the legal landscape of the insurance industry from its earliest days. Over the decades, the firm’s lawyers have built a tradition of excellence and enduring relationships with leading insurers—a legacy now carried forward by more than 40 Insurance + Reinsurance lawyers practicing across six of Robinson+Cole’s office locations.   Insurance + Reinsurance group lawyers are helping to shape the insurance industry, representing and advising clients in disputes nationally and internationally involving cutting-edge issues, including on how to navigate the rapid evolution of artificial intelligence across the insurance ecosystem. As insurers accelerate their investment in artificial intelligence to address risk, efficiency, and regulatory complexity, Robinson+Cole has likewise made focused investments in AI‑enabled capabilities that enhance how its lawyers analyze data, manage complex matters, and deliver advice. Driven by client demand—including insurers seeking guidance on responsible, effective use of AI in claims, coverage, and litigation—the firm is integrating these technologies thoughtfully into its legal services while maintaining rigorous professional judgment, transparency, data security, and client confidentiality. Kerstein’s incisive, efficient, and responsive approach has enabled her to successfully litigate and arbitrate complex insurance matters—particularly in financial lines and commercial general liability, both domestically and internationally. Her experience also encompasses providing strategic counsel to clients in high-profile matters. Kerstein represents national and global insurers and reinsurers in state and federal courts across the United States, handling a wide range of complex coverage and bad faith disputes. Beyond her legal practice, Kerstein is an active member of The Bridge, an organization supporting the development of female talent in financial lines. “Greg Varga’s tenure as Chair of the firm’s Insurance practice has been exceptionally successful,” said Rhonda J. Tobin, Managing Partner at Robinson+Cole. “His vision, leadership, and experience not only elevated the practice and garnered national recognition, but it also opened new avenues for the firm’s growth and provides a strong foundation for Erica to carry forward.” Drawing on three decades of experience, Varga represents insurance companies in complex coverage and bad faith litigation, as well as arbitrations and appraisals. He chaired Robinson+Cole’s Insurance practice for 14 years over two terms, leading a team of more than 40 lawyers firmwide. Under his leadership, the group earned national recognition for its client-focused approach and became a thought leader in multiple areas of insurance law. “With Erica at the helm, our Insurance + Reinsurance group is poised to meet clients where they operate, extending our national and international reach,” said Varga. “Through working alongside her and leading the practice with her for the last few years, I am supremely confident that the group will continue to grow and thrive in the years to come as we continue to provide exceptional service to our valued clients. She will invest in data‑informed strategies, trial‑tested advocacy, and collaborative problem solving to keep our firm at the forefront of insurance law and practice.”

News
Erica Kerstein Brings Credibility and Business Perspective to New Role as Practice Group Chair

Insurance + Reinsurance group chair Erica J. Kerstein was featured in a Law.com column titled, “How I Made Practice Group Chair,” published on April 15, 2026. In the article, Erica discusses her new role as a practice group chair and how it has expanded her insight into not only the firm’s strategic vision and goals, but the reality of running a business and ensuring that current planning aligns with future goals. “The role provides a window into how individual practices fit into the firm’s overall strategy,” said Erica. “You’re thinking not just about today’s matters, but about where clients are headed, how the industry is changing, and how the firm positions itself to meet those needs.” In addition, Erica also identified “…strengthening client relationships, investing in our people, and staying ahead of emerging issues—particularly around technology and artificial intelligence in the insurance space…” as key priorities for the practice. Read the article.

News
Robinson+Cole Remains A “Best Place to Work in Connecticut”
News
Robinson+Cole Names J. Michael Wirvin as Managing Partner

Robinson+Cole’s partnership has elected Boston Business Transactions Partner J. Michael Wirvin as its next Managing Partner, marking a pivotal moment in the firm’s 180-year history. Effective March 1, Wirvin will become the firm’s first Managing Partner based outside of Hartford, CT, reflecting Robinson+Cole’s continued evolution and expanding geographic footprint. His election underscores the firm’s deliberate, forward‑looking approach to leadership succession and long‑term strategic growth. Wirvin has served on Robinson+Cole’s Managing Committee since 2014, where he has played a central role in firm governance, strategic planning, and leadership succession, working closely with three managing partners through periods of unprecedented growth, market expansion, and changes in the legal industry. He is widely recognized for advising clients on complex domestic and cross‑border mergers and acquisitions, financings, and corporate structuring matters, with a particular focus on assisting U.S. and offshore companies navigate the legal, commercial, and cultural complexities of operating across jurisdictions. Wirvin also co‑chairs the firm’s International team. Wirvin has served as partner-in-charge of Robinson+Cole’s Boston office since 2014, reinforcing the firm’s culture, mentoring lawyers at all stages of their careers, and fostering cross‑disciplinary teamwork that strengthens client service. He recently helped lead the relocation of Robinson+Cole’s Boston office to 53 State Street, a premier downtown tower, creating a modern, light‑filled space designed to support employee well‑being with an energizing environment along with enhanced technology and workspaces that facilitate seamless remote and on-site collaboration and team building, while also promoting focused work. “It is a profound honor to be elected by my partners to serve as Managing Partner and lead this extraordinary team of lawyers and business professionals who raise the bar every day,” said Wirvin. “Our 180-year history is defined not merely by longevity, but by the trust we have earned, the results we have delivered, and the professionalism, mutual respect, and collegiality that have long defined our culture. As Managing Partner, I aim to build on that foundation—bringing strategic clarity and disciplined growth to our priorities, strengthening our national and international profile, investing in our people, and ensuring Robinson+Cole remains agile, cohesive, and well positioned to deliver practical, business‑minded solutions for clients in an increasingly complex and competitive environment.” Wirvin succeeds Rhonda J. Tobin, the firm’s first female Managing Partner, who led Robinson+Cole since 2021 and guided the firm through a period of significant transformation, growth, and innovation. Elected during the height of the COVID‑19 pandemic, Tobin brought to the role more than a decade of firm leadership experience, including service on the Managing Committee for 17 years and leadership of the firm’s Litigation Section for 14 years. During Tobin’s five-year tenure, Robinson+Cole successfully advanced and executed on a new Strategic Plan, improving profitability; expanding the firm’s New York, Boston, and Philadelphia offices; opening and growing offices in Washington, DC, and Austin, TX; and deepening leading national practices in affordable housing finance, bankruptcy, business transactions, capital markets and securities, intellectual property and technology, health care, managed care litigation, immigration, insurance, public finance, and real estate and development. Under Tobin’s leadership, the firm also strengthened its commitment to collaboration, inclusion, and talent development; launched meaningful DEIB initiatives; and made significant investments in technology, information governance, and workplace innovation. Additionally, the firm achieved top national rankings in Vault’s Best Law Firms to Work For six consecutive years. Robinson+Cole became the first Am Law 200 firm to strategically partner with agentic AI builder Newcode.ai and the first law firm in the United States to earn ARMA’s Verified Organization status, further reinforcing its position as an industry leader in innovation and information governance. Tobin’s leadership has been widely recognized, including being named Regional Managing Partner of the Year in Law.com’s 2025 New England Legal Awards and Managing Partner of the Year in the 2022 Women, Influence & Power in Law Awards. She will continue to serve as chair of the firm’s lateral growth committee and will continue her leadership roles and active involvement in Connecticut’s non-profit community and as Chairperson of the Connecticut Judicial Review Council. Commenting on Wirvin’s election, Tobin stated, “Mike’s deeply rooted presence and extensive leadership experience at Robinson+Cole make him an outstanding choice to lead our firm. I have known and worked closely with Mike for more than two decades, and there is no question that he is the right person to guide us forward as technological advancements and an evolving professional landscape present new opportunities. Mike is an exceptionally talented and experienced lawyer, and a trusted confidant whose insight I consistently relied on when facing strategic decisions. He is deeply respected by our lawyers and business professionals and brings a thoughtful, strategic perspective that will greatly benefit the firm. I look forward to the firm’s continued growth and success under his leadership.” Robinson+Cole also announced several additional leadership updates reflecting the firm’s continued focus on thoughtful succession planning, geographic expansion, and strategic growth. Davis Lee Wright, who is based in the firm’s Wilmington office, has been elected to the Managing Committee, joining Britt‑Marie K. Cole‑Johnson and Edward J. Heath who are resident in the Hartford office, Eric M. Kogan in Stamford, and Charles F. Martin III in Miami. The firm recently named New York partner Erica J. Kerstein as chair of its Insurance + Reinsurance group, Stamford partner Patrick W. Begos co-chair of its Managed Care + ERISA Litigation group, and Hartford partners  Conor O. Duffy and Robert S. Melvin and as Health Law group co-chair and Land Law Section co-chair, respectively. In addition, Kendra L. Berardi will succeed Wirvin as partner in charge of the Boston office.

News
Bankruptcy + Reorganizations Group Authors Key U.S. Sections for 2025 Chambers Insolvency Global Practice Guide
News
Robinson+Cole Integrates Thomson Reuters’ Deep Research into Newcode.ai Platform to Advance Secure, Verifiable Legal Research

Robinson+Cole has expanded its firmwide artificial intelligence (AI) capabilities by integrating Thomson Reuters’ Deep Research directly into Newcode.ai, the agentic AI platform implemented last year by the firm to support legal workflows across practices. With this integration, Robinson+Cole is one of only two law firms with direct access to the Deep Research API—and the only firm deploying it through Newcode.ai. Building on its 2025 partnership with Newcode.ai —making Robinson+Cole the first Am Law 200 firm to adopt the platform—the firm has continued to expand its AI capabilities as part of a broader strategy focused on secure deployment, ethical use, and seamless integration into daily legal work. The integration enables Robinson+Cole attorneys to conduct complex, multi‑step legal research and receive verifiable, citation‑backed responses grounded in trusted Thomson Reuters content. By embedding Deep Research into Newcode.ai, Robinson+Cole continues to build on its deliberate, governance‑first approach to AI adoption while delivering meaningful, practice‑ready innovation for its lawyers and clients. “Innovation at Robinson+Cole is grounded in client service, security, and practicality,” said J. Michael Wirvin, Managing Partner of Robinson+Cole. “By incorporating Thomson Reuters’ Deep Research directly into Newcode.ai, we are providing our lawyers with advanced research capabilities in a secure environment fully controlled by the firm that aligns with our standards for data governance, accuracy, and responsible AI use. This integration reflects our continued focus on adopting technology thoughtfully to support our attorneys and deliver value to our clients.” The addition of Deep Research allows attorneys to: Perform sophisticated legal research using agentic workflows that mirror real‑world legal reasoning Receive structured, verifiable responses grounded in Thomson Reuters data Streamline research processes while maintaining rigorous quality and accuracy standards Work entirely within Robinson+Cole’s firm‑controlled AI environment  “Our integration of the Thomson Reuters’ Deep Research API with Newcode represents a defining moment in our AI strategy,” said Chief Data Officer Jim Merrifield. "We are incredibly proud to be the first firm to bring this capability to life—unlocking the power of trusted legal data directly within the workflows our lawyers and business professionals rely on every day. This is exactly how we maximize our technology investments: by connecting best-in-class data sources through APIs into a unified platform, so the technology meets our people where they work, enhances their judgment, and accelerates better outcomes for our clients.” Robinson+Cole’s AI program is guided by firmwide policies, mandatory training, and ongoing oversight to ensure responsible use of emerging technologies. The firm’s approach emphasizes measured adoption, strong information governance, and alignment with client expectations, rather than one‑off experimentation. This latest enhancement underscores Robinson+Cole’s commitment to remaining forward‑thinking in its use of technology, while ensuring that innovation serves the firm’s clients, lawyers, and long‑term strategic goals.

News
Natalie Ramsey Honored with Prestigious 2026 David T. Sykes Award

Bankruptcy + Reorganizations group co-chair Natalie Ramsey was recognized as the 2026 David T. Sykes Award recipient at the Eastern District of Pennsylvania Bankruptcy Conference’s (EDPABC) 36th Annual Forum on February 26, 2026. The award, which was co-presented by the EDPABC and the Consumer Bankruptcy Assistance Project (CBAP), is named after renowned bankruptcy attorney David T. Sykes and reflects Natalie’s excellence and integrity as a bankruptcy attorney, unsurpassed professionalism, mentorship of younger professionals, upholding of the reputation of the local bankruptcy bar, unwavering dedication to the bankruptcy community and the less fortunate in Philadelphia, and courtesy and respect for all. Natalie has been a member of the EDPABC since 1991 and served on its Board of Directors from 1999 - 2006, including as Chair in 2006. In addition, she has also been a member of the CBAP since 1993 and served as its President from 2012 - 2013.

News
Robinson+Cole Recognized at 2026 Women, Influence & Power in Law Awards
News
Julianna Charpentier Recognized as an “Up & Coming Lawyer”
News
Robinson+Cole’s People-First Culture Recognized in Vault’s 2027 Rankings
News
Robinson+Cole Ushers in New Leadership for Nationally-Recognized Insurance + Reinsurance Practice

Robinson+Cole announced New York Partner Erica J. Kerstein has been named Chair of its Insurance + Reinsurance group, effective January 1, 2026. She succeeds Gregory P. Varga, who chaired the group since 2019. The strategic change to the leadership reinforces the firm’s thoughtful growth plan beyond its founding roots in Hartford and its commitment to providing exceptional client-focused service. “It’s a privilege to lead the firm’s nationally-recognized Insurance + Reinsurance group, a practice that has helped shape the insurance industry and this firm for generations,” said Kerstein. “Building on Greg’s leadership, I’m honored to carry this work forward and to do so as part of a team whose diversity and depth are a competitive advantage for our clients and their evolving needs navigating complex insurance coverage issues.” Celebrating over 180 years of practice, Robinson+Cole’s legacy in insurance law began alongside the establishment of leading insurance companies in the 19th century. The firm’s work was closely tied to these institutions, helping shape the legal landscape of the insurance industry from its earliest days. Over the decades, the firm’s lawyers have built a tradition of excellence and enduring relationships with leading insurers—a legacy now carried forward by more than 40 Insurance + Reinsurance lawyers practicing across six of Robinson+Cole’s office locations.   Insurance + Reinsurance group lawyers are helping to shape the insurance industry, representing and advising clients in disputes nationally and internationally involving cutting-edge issues, including on how to navigate the rapid evolution of artificial intelligence across the insurance ecosystem. As insurers accelerate their investment in artificial intelligence to address risk, efficiency, and regulatory complexity, Robinson+Cole has likewise made focused investments in AI‑enabled capabilities that enhance how its lawyers analyze data, manage complex matters, and deliver advice. Driven by client demand—including insurers seeking guidance on responsible, effective use of AI in claims, coverage, and litigation—the firm is integrating these technologies thoughtfully into its legal services while maintaining rigorous professional judgment, transparency, data security, and client confidentiality. Kerstein’s incisive, efficient, and responsive approach has enabled her to successfully litigate and arbitrate complex insurance matters—particularly in financial lines and commercial general liability, both domestically and internationally. Her experience also encompasses providing strategic counsel to clients in high-profile matters. Kerstein represents national and global insurers and reinsurers in state and federal courts across the United States, handling a wide range of complex coverage and bad faith disputes. Beyond her legal practice, Kerstein is an active member of The Bridge, an organization supporting the development of female talent in financial lines. “Greg Varga’s tenure as Chair of the firm’s Insurance practice has been exceptionally successful,” said Rhonda J. Tobin, Managing Partner at Robinson+Cole. “His vision, leadership, and experience not only elevated the practice and garnered national recognition, but it also opened new avenues for the firm’s growth and provides a strong foundation for Erica to carry forward.” Drawing on three decades of experience, Varga represents insurance companies in complex coverage and bad faith litigation, as well as arbitrations and appraisals. He chaired Robinson+Cole’s Insurance practice for 14 years over two terms, leading a team of more than 40 lawyers firmwide. Under his leadership, the group earned national recognition for its client-focused approach and became a thought leader in multiple areas of insurance law. “With Erica at the helm, our Insurance + Reinsurance group is poised to meet clients where they operate, extending our national and international reach,” said Varga. “Through working alongside her and leading the practice with her for the last few years, I am supremely confident that the group will continue to grow and thrive in the years to come as we continue to provide exceptional service to our valued clients. She will invest in data‑informed strategies, trial‑tested advocacy, and collaborative problem solving to keep our firm at the forefront of insurance law and practice.”

News
Erica Kerstein Brings Credibility and Business Perspective to New Role as Practice Group Chair

Insurance + Reinsurance group chair Erica J. Kerstein was featured in a Law.com column titled, “How I Made Practice Group Chair,” published on April 15, 2026. In the article, Erica discusses her new role as a practice group chair and how it has expanded her insight into not only the firm’s strategic vision and goals, but the reality of running a business and ensuring that current planning aligns with future goals. “The role provides a window into how individual practices fit into the firm’s overall strategy,” said Erica. “You’re thinking not just about today’s matters, but about where clients are headed, how the industry is changing, and how the firm positions itself to meet those needs.” In addition, Erica also identified “…strengthening client relationships, investing in our people, and staying ahead of emerging issues—particularly around technology and artificial intelligence in the insurance space…” as key priorities for the practice. Read the article.

News
Robinson+Cole Remains A “Best Place to Work in Connecticut”
News
Robinson+Cole Names J. Michael Wirvin as Managing Partner

Robinson+Cole’s partnership has elected Boston Business Transactions Partner J. Michael Wirvin as its next Managing Partner, marking a pivotal moment in the firm’s 180-year history. Effective March 1, Wirvin will become the firm’s first Managing Partner based outside of Hartford, CT, reflecting Robinson+Cole’s continued evolution and expanding geographic footprint. His election underscores the firm’s deliberate, forward‑looking approach to leadership succession and long‑term strategic growth. Wirvin has served on Robinson+Cole’s Managing Committee since 2014, where he has played a central role in firm governance, strategic planning, and leadership succession, working closely with three managing partners through periods of unprecedented growth, market expansion, and changes in the legal industry. He is widely recognized for advising clients on complex domestic and cross‑border mergers and acquisitions, financings, and corporate structuring matters, with a particular focus on assisting U.S. and offshore companies navigate the legal, commercial, and cultural complexities of operating across jurisdictions. Wirvin also co‑chairs the firm’s International team. Wirvin has served as partner-in-charge of Robinson+Cole’s Boston office since 2014, reinforcing the firm’s culture, mentoring lawyers at all stages of their careers, and fostering cross‑disciplinary teamwork that strengthens client service. He recently helped lead the relocation of Robinson+Cole’s Boston office to 53 State Street, a premier downtown tower, creating a modern, light‑filled space designed to support employee well‑being with an energizing environment along with enhanced technology and workspaces that facilitate seamless remote and on-site collaboration and team building, while also promoting focused work. “It is a profound honor to be elected by my partners to serve as Managing Partner and lead this extraordinary team of lawyers and business professionals who raise the bar every day,” said Wirvin. “Our 180-year history is defined not merely by longevity, but by the trust we have earned, the results we have delivered, and the professionalism, mutual respect, and collegiality that have long defined our culture. As Managing Partner, I aim to build on that foundation—bringing strategic clarity and disciplined growth to our priorities, strengthening our national and international profile, investing in our people, and ensuring Robinson+Cole remains agile, cohesive, and well positioned to deliver practical, business‑minded solutions for clients in an increasingly complex and competitive environment.” Wirvin succeeds Rhonda J. Tobin, the firm’s first female Managing Partner, who led Robinson+Cole since 2021 and guided the firm through a period of significant transformation, growth, and innovation. Elected during the height of the COVID‑19 pandemic, Tobin brought to the role more than a decade of firm leadership experience, including service on the Managing Committee for 17 years and leadership of the firm’s Litigation Section for 14 years. During Tobin’s five-year tenure, Robinson+Cole successfully advanced and executed on a new Strategic Plan, improving profitability; expanding the firm’s New York, Boston, and Philadelphia offices; opening and growing offices in Washington, DC, and Austin, TX; and deepening leading national practices in affordable housing finance, bankruptcy, business transactions, capital markets and securities, intellectual property and technology, health care, managed care litigation, immigration, insurance, public finance, and real estate and development. Under Tobin’s leadership, the firm also strengthened its commitment to collaboration, inclusion, and talent development; launched meaningful DEIB initiatives; and made significant investments in technology, information governance, and workplace innovation. Additionally, the firm achieved top national rankings in Vault’s Best Law Firms to Work For six consecutive years. Robinson+Cole became the first Am Law 200 firm to strategically partner with agentic AI builder Newcode.ai and the first law firm in the United States to earn ARMA’s Verified Organization status, further reinforcing its position as an industry leader in innovation and information governance. Tobin’s leadership has been widely recognized, including being named Regional Managing Partner of the Year in Law.com’s 2025 New England Legal Awards and Managing Partner of the Year in the 2022 Women, Influence & Power in Law Awards. She will continue to serve as chair of the firm’s lateral growth committee and will continue her leadership roles and active involvement in Connecticut’s non-profit community and as Chairperson of the Connecticut Judicial Review Council. Commenting on Wirvin’s election, Tobin stated, “Mike’s deeply rooted presence and extensive leadership experience at Robinson+Cole make him an outstanding choice to lead our firm. I have known and worked closely with Mike for more than two decades, and there is no question that he is the right person to guide us forward as technological advancements and an evolving professional landscape present new opportunities. Mike is an exceptionally talented and experienced lawyer, and a trusted confidant whose insight I consistently relied on when facing strategic decisions. He is deeply respected by our lawyers and business professionals and brings a thoughtful, strategic perspective that will greatly benefit the firm. I look forward to the firm’s continued growth and success under his leadership.” Robinson+Cole also announced several additional leadership updates reflecting the firm’s continued focus on thoughtful succession planning, geographic expansion, and strategic growth. Davis Lee Wright, who is based in the firm’s Wilmington office, has been elected to the Managing Committee, joining Britt‑Marie K. Cole‑Johnson and Edward J. Heath who are resident in the Hartford office, Eric M. Kogan in Stamford, and Charles F. Martin III in Miami. The firm recently named New York partner Erica J. Kerstein as chair of its Insurance + Reinsurance group, Stamford partner Patrick W. Begos co-chair of its Managed Care + ERISA Litigation group, and Hartford partners  Conor O. Duffy and Robert S. Melvin and as Health Law group co-chair and Land Law Section co-chair, respectively. In addition, Kendra L. Berardi will succeed Wirvin as partner in charge of the Boston office.

News
Bankruptcy + Reorganizations Group Authors Key U.S. Sections for 2025 Chambers Insolvency Global Practice Guide
News
Robinson+Cole Integrates Thomson Reuters’ Deep Research into Newcode.ai Platform to Advance Secure, Verifiable Legal Research

Robinson+Cole has expanded its firmwide artificial intelligence (AI) capabilities by integrating Thomson Reuters’ Deep Research directly into Newcode.ai, the agentic AI platform implemented last year by the firm to support legal workflows across practices. With this integration, Robinson+Cole is one of only two law firms with direct access to the Deep Research API—and the only firm deploying it through Newcode.ai. Building on its 2025 partnership with Newcode.ai —making Robinson+Cole the first Am Law 200 firm to adopt the platform—the firm has continued to expand its AI capabilities as part of a broader strategy focused on secure deployment, ethical use, and seamless integration into daily legal work. The integration enables Robinson+Cole attorneys to conduct complex, multi‑step legal research and receive verifiable, citation‑backed responses grounded in trusted Thomson Reuters content. By embedding Deep Research into Newcode.ai, Robinson+Cole continues to build on its deliberate, governance‑first approach to AI adoption while delivering meaningful, practice‑ready innovation for its lawyers and clients. “Innovation at Robinson+Cole is grounded in client service, security, and practicality,” said J. Michael Wirvin, Managing Partner of Robinson+Cole. “By incorporating Thomson Reuters’ Deep Research directly into Newcode.ai, we are providing our lawyers with advanced research capabilities in a secure environment fully controlled by the firm that aligns with our standards for data governance, accuracy, and responsible AI use. This integration reflects our continued focus on adopting technology thoughtfully to support our attorneys and deliver value to our clients.” The addition of Deep Research allows attorneys to: Perform sophisticated legal research using agentic workflows that mirror real‑world legal reasoning Receive structured, verifiable responses grounded in Thomson Reuters data Streamline research processes while maintaining rigorous quality and accuracy standards Work entirely within Robinson+Cole’s firm‑controlled AI environment  “Our integration of the Thomson Reuters’ Deep Research API with Newcode represents a defining moment in our AI strategy,” said Chief Data Officer Jim Merrifield. "We are incredibly proud to be the first firm to bring this capability to life—unlocking the power of trusted legal data directly within the workflows our lawyers and business professionals rely on every day. This is exactly how we maximize our technology investments: by connecting best-in-class data sources through APIs into a unified platform, so the technology meets our people where they work, enhances their judgment, and accelerates better outcomes for our clients.” Robinson+Cole’s AI program is guided by firmwide policies, mandatory training, and ongoing oversight to ensure responsible use of emerging technologies. The firm’s approach emphasizes measured adoption, strong information governance, and alignment with client expectations, rather than one‑off experimentation. This latest enhancement underscores Robinson+Cole’s commitment to remaining forward‑thinking in its use of technology, while ensuring that innovation serves the firm’s clients, lawyers, and long‑term strategic goals.

News
Natalie Ramsey Honored with Prestigious 2026 David T. Sykes Award

Bankruptcy + Reorganizations group co-chair Natalie Ramsey was recognized as the 2026 David T. Sykes Award recipient at the Eastern District of Pennsylvania Bankruptcy Conference’s (EDPABC) 36th Annual Forum on February 26, 2026. The award, which was co-presented by the EDPABC and the Consumer Bankruptcy Assistance Project (CBAP), is named after renowned bankruptcy attorney David T. Sykes and reflects Natalie’s excellence and integrity as a bankruptcy attorney, unsurpassed professionalism, mentorship of younger professionals, upholding of the reputation of the local bankruptcy bar, unwavering dedication to the bankruptcy community and the less fortunate in Philadelphia, and courtesy and respect for all. Natalie has been a member of the EDPABC since 1991 and served on its Board of Directors from 1999 - 2006, including as Chair in 2006. In addition, she has also been a member of the CBAP since 1993 and served as its President from 2012 - 2013.

News
Robinson+Cole Recognized at 2026 Women, Influence & Power in Law Awards
News
Julianna Charpentier Recognized as an “Up & Coming Lawyer”
News
Robinson+Cole’s People-First Culture Recognized in Vault’s 2027 Rankings
News
Robinson+Cole Ushers in New Leadership for Nationally-Recognized Insurance + Reinsurance Practice

Robinson+Cole announced New York Partner Erica J. Kerstein has been named Chair of its Insurance + Reinsurance group, effective January 1, 2026. She succeeds Gregory P. Varga, who chaired the group since 2019. The strategic change to the leadership reinforces the firm’s thoughtful growth plan beyond its founding roots in Hartford and its commitment to providing exceptional client-focused service. “It’s a privilege to lead the firm’s nationally-recognized Insurance + Reinsurance group, a practice that has helped shape the insurance industry and this firm for generations,” said Kerstein. “Building on Greg’s leadership, I’m honored to carry this work forward and to do so as part of a team whose diversity and depth are a competitive advantage for our clients and their evolving needs navigating complex insurance coverage issues.” Celebrating over 180 years of practice, Robinson+Cole’s legacy in insurance law began alongside the establishment of leading insurance companies in the 19th century. The firm’s work was closely tied to these institutions, helping shape the legal landscape of the insurance industry from its earliest days. Over the decades, the firm’s lawyers have built a tradition of excellence and enduring relationships with leading insurers—a legacy now carried forward by more than 40 Insurance + Reinsurance lawyers practicing across six of Robinson+Cole’s office locations.   Insurance + Reinsurance group lawyers are helping to shape the insurance industry, representing and advising clients in disputes nationally and internationally involving cutting-edge issues, including on how to navigate the rapid evolution of artificial intelligence across the insurance ecosystem. As insurers accelerate their investment in artificial intelligence to address risk, efficiency, and regulatory complexity, Robinson+Cole has likewise made focused investments in AI‑enabled capabilities that enhance how its lawyers analyze data, manage complex matters, and deliver advice. Driven by client demand—including insurers seeking guidance on responsible, effective use of AI in claims, coverage, and litigation—the firm is integrating these technologies thoughtfully into its legal services while maintaining rigorous professional judgment, transparency, data security, and client confidentiality. Kerstein’s incisive, efficient, and responsive approach has enabled her to successfully litigate and arbitrate complex insurance matters—particularly in financial lines and commercial general liability, both domestically and internationally. Her experience also encompasses providing strategic counsel to clients in high-profile matters. Kerstein represents national and global insurers and reinsurers in state and federal courts across the United States, handling a wide range of complex coverage and bad faith disputes. Beyond her legal practice, Kerstein is an active member of The Bridge, an organization supporting the development of female talent in financial lines. “Greg Varga’s tenure as Chair of the firm’s Insurance practice has been exceptionally successful,” said Rhonda J. Tobin, Managing Partner at Robinson+Cole. “His vision, leadership, and experience not only elevated the practice and garnered national recognition, but it also opened new avenues for the firm’s growth and provides a strong foundation for Erica to carry forward.” Drawing on three decades of experience, Varga represents insurance companies in complex coverage and bad faith litigation, as well as arbitrations and appraisals. He chaired Robinson+Cole’s Insurance practice for 14 years over two terms, leading a team of more than 40 lawyers firmwide. Under his leadership, the group earned national recognition for its client-focused approach and became a thought leader in multiple areas of insurance law. “With Erica at the helm, our Insurance + Reinsurance group is poised to meet clients where they operate, extending our national and international reach,” said Varga. “Through working alongside her and leading the practice with her for the last few years, I am supremely confident that the group will continue to grow and thrive in the years to come as we continue to provide exceptional service to our valued clients. She will invest in data‑informed strategies, trial‑tested advocacy, and collaborative problem solving to keep our firm at the forefront of insurance law and practice.”

News
Erica Kerstein Brings Credibility and Business Perspective to New Role as Practice Group Chair

Insurance + Reinsurance group chair Erica J. Kerstein was featured in a Law.com column titled, “How I Made Practice Group Chair,” published on April 15, 2026. In the article, Erica discusses her new role as a practice group chair and how it has expanded her insight into not only the firm’s strategic vision and goals, but the reality of running a business and ensuring that current planning aligns with future goals. “The role provides a window into how individual practices fit into the firm’s overall strategy,” said Erica. “You’re thinking not just about today’s matters, but about where clients are headed, how the industry is changing, and how the firm positions itself to meet those needs.” In addition, Erica also identified “…strengthening client relationships, investing in our people, and staying ahead of emerging issues—particularly around technology and artificial intelligence in the insurance space…” as key priorities for the practice. Read the article.