We are acting for the University of Limerick in the acquisition of a strategic Limerick city centre site to develop a city centre campus.
Connecticut appears poised to become the next state to raise its minimum wage to $15 per hour, following the trend set by California, Illinois, Massachusetts, New Jersey, New York, and most recently Maryland, in addition to numerous local jurisdictions. Governor Ed Lamont is expected to sign H.B. 5004, which passed the state’s House and Senate earlier this month.
When we think about the top players in the medical device development space, we often see device company sponsors, clinicians, scientists, and FDA regulators as the ones driving the process. But what about the patient perspective? Does that get factored in?
In response to the enactment of Amendment 2 to the Missouri Constitution, which allows marijuana to be used for medical purposes, the government of the City of St. Louis is considering an ordinance to regulate it. Board Bill No. 2, pertaining to the regulation of medical marijuana facilities in the City, was introduced on May 3, 2019 for a first reading before the Board of Aldermen. The proposed ordinance anticipates the August 3 deadline for the state to begin accepting license applications from medical marijuana facilities. Several other Missouri cities have passed medical marijuana ordinances, and many more cities might well follow.
McDonald Hopkins IP litigators obtain significant win by invalidating four patents and receiving judgements of no infringement and no misappropriation
Two members of McDonald Hopkins intellectual property litigation team, Dave Cupar and Matt Cavanagh, won a significant judgment in a patent and trade secret case in favor of their client, Horizon Global Americas Inc., ending an eight-year legal battle between Horizon and a former business partner, Let’s Go Aero, Inc. (“LGA”) over intellectual property rights to hitch-mounted bike racks and automobile accessories. Horizon Global Americas Inc. is a subsidiary of Horizon Global Corporation (NYSE: HZN), one of the world’s leading manufacturers of branded towing and trailering equipment.
Complicated family situations and second marriages can raise concerns over what may become of your assets after your death, for example if a spouse remarries after divorce or death. A life interest trust may be the solution to keeping everyone (relatively) happy.
Employers sometimes ask whether it matters if they are inconsistent in their enforcement of non-competes. Typically, the issue is analyzed in terms of whether inconsistent enforcement undercuts the legitimate business interest justifying the restriction. However, in a pending lawsuit, Miller v. Canadian National Railway Co., the issue is being raised in a different context: whether alleged inconsistent enforcement was racially motivated. Specifically, the plaintiff in that case alleges that “[b]y enforcing the non-compete against Miller and not against similarly situated white employees, Defendants are interfering with Miller’s future employment relationships because of his race.”
With warmer weather quickly approaching, many employers are beginning to schedule happy hours, parties, softball games, and other off-site events that employees (and interns) look forward to attending. However, at offsite work events, employees might forget—or might not realize in the first place—that they are still in a workplace setting. This could result in unwelcome behavior, such as sexual harassment, which could leave an employer open to liability.
Following a two-day meeting by a Food and Drug Administration (“FDA”) advisory committee on breast implant safety earlier this year, FDA on May 2, 2019, released a statement announcing that no breast implant models will be banned from the U.S. market at this time. Also described in the statement are a number of measures the agency is undertaking in order to assist women in making more informed decisions regarding breast implants.
Hospitality remains at the forefront of demanding industries where employers must be ever vigilant in their efforts to ensure full compliance with federal, state, and local employment laws and regulations. We highlight below five new or upcoming areas on which employers should focus.