Hosted with Roux, the program explored the state of the science regarding the possible human health consequences as a result of exposure to microplastics and how regulators are using new data to potentially ground future regulations. The webinar also reviewed the potential pathways to liability associated with microplastics—from existing laws and regulations that can be used to address microplastics, to new scientific approaches and legal schemes that may have a direct or indirect impact on plastic producers and users.
The panel discussed some of the basic principles of the private activity bond tests as well as less straightforward applications of the rules including identification and allocation of private business use, especially as affected by the mixed-used project regulations; management contract guidelines; and modifications to the remedial action regulations. The panelists and attendees had the opportunity to issue spot and discuss potential private activity issues during the discussion of hypotheticals addressing both pre and post issuance events.
The full-day virtual event was focused on public health law, with Robinson+Cole lawyers addressing health care and employment issues as they pertain to the COVID-19 vaccine, as well as privacy and security issues in public health.
The presentation included the use selected iPad applications to help demonstrate creative and persuasive uses of technology. The applications of this technology range from organizing every aspect of case inception through conclusion, to document storage and use, taking depositions, motion practice and hearings, mediations, and even trying the case from an iPad, all helping to make possible compelling presentations and memorable messages that present and advocate for a client at the touch of a finger.
The webinar addressed the new legal obligations for employers under the new “Act Concerning the Disclosure of Salary Range for a Vacant Position” and how wage disclosures could impact the employer-employee relationship and any pay equity compliance efforts. Effective October 1, 2021, Connecticut employers will be required to disclose wage ranges for vacant positions upon offer of employment, request, and/or promotion, pursuant to an amendment of existing laws concerning salary history and equal pay. With this Act, Connecticut joins other states, including California, Colorado, Maryland, and Washington, which already have imposed similar disclosure obligations on employers.
The roundtable discussion focused on issues employers might be facing and the range of possibilities to be considered when developing a workplace vaccine program. The discussion made clear that where employers eventually land on this fraught topic will depend on a number of factors, including each one’s specific business needs, legal risks, various industry norms, vendor/client requirements, and workforce compliance and vaccination rates.
The program highlighted class action lawsuits that have been filed against colleges and universities over the fees and investment options offered in their 403(b) retirement plans. Despite the fact that none of these cases have yet to prove fruitful for the plaintiffs in litigation, the lawsuits are resulting in sizeable settlements. This webinar took a look at the claims that were made in those cases, potential vulnerabilities for 403(b) plan sponsors, and the steps 403(b) plan sponsors may want to consider to help mitigate and protect themselves against these potential risks.”
Jon co-moderated questions from attendees and facilitated a lively discussion regarding changes to the Transfer Act and Remediation Standard Regulations (RSRs).
The annual program offered an in-depth look at Connecticut's new mortgage lending laws, an update on the latest developments affecting Connecticut’s foreclosure laws, insights from the CMBA lobbyist into the 2021 legislative session, and comments from Connecticut Department of Banking representatives on legislative, exam and enforcement issues of concern to the Connecticut mortgage industry, a Q&A discussion, and more.
The panel offered an in-depth look at relevant contract provisions and trends in disputes related to COVID-19, exploring multi-faceted COVID-related impacts on construction, quantification and recovery for COVID impacts, and how to avoid and/or mitigate COVID-related impacts on future projects. The panel also discussed the typical theories, paths, and obstacles to recovery for consideration when requesting an equitable adjustment, other common “landmines,” and common law defenses for non-performance.
Emily was among the panel of professionals who will share the latest information on Connecticut state guidelines, mask policies, vaccine information and mobile access, and other related updates and news to help businesses prepare for operation in the coming weeks.
Les led a discussion with senior executives on how the events of 2020 shaped M&A transactions, and what changes are here to stay. Topics covered included, what are the new transaction risks, and how do transaction documents reflect them; will M&A due diligence continue to be done remotely; and how can AI technology help firms in this new era of deal-making? The program was hosted by Kira Systems and presented by The Ortus Club. According to its website, the virtual roundtable series is described as “an exclusive online discussion for senior decision-makers in the legal sector across the United States.”
Joined by Meredith Ainbinder, Vice President and General Counsel at Emerson College and Destinee Waiters, Associate General Counsel at Suffolk University, the roundtable discussion addressed the challenges that in-house counsel may face with students returning to campus in the fall and how members of the community plan to respond. Topics covered included the campus living experience; policies on vaccines, masking and other CDC recommendations in reopening plans; and addressing student mental health concerns and disability accommodation requests.
The program offered an overview of compensation arrangements barred under the Eliminating Kickbacks in Recovery Act (EKRA), including safe harbor exceptions, how the law interacts with and differs from the Anti-Kickback Statute, and alternative compensation strategies for sales and marketing employees.