Insights

Last week, Illinois Governor J.B. Pritzker signed Illinois Senate Bill 328 (“SB 328”) into law, marking a significant expansion of the jurisdictional reach…

By Varant Yegparian and Matthew Hilley Business is built on the back of technology. As business organizations become more sophisticated in their operations,…

By Lori Arakaki and Dave Finkel On May 14, 2025, Texas Governor Greg Abbott signed Texas Senate Bill 29 (SB 29) into law.1…

By Adam M. Dinnell and Matthew Hilley When a business is served with a state court action, the first reaction is often to…

By Marc Tabolsky, Persis Dean, and Adam Greiner On June 20, 2025, Governor Abbott signed House Bill 40 (HB 40) into law, which,…

One-on-One With Hicks Johnson is a new series featuring conversations with our attorneys about their legal practice and career path. In this inaugural…

By Kate Ring and Thomas Sekula Key Takeaways Increased federal support for the fossil fuel industry will likely generate two waves of litigation:…

By Varant Yegparian and Lori Arakaki In today’s competitive business environment, trade secrets have emerged as some of an organization’s most prized assets….

The Texas Supreme Court recently handed down two decisions clarifying its interpretation of governmental immunity and waiver under Section 271.152 of the Texas Local Government Code. According to associate Adam Greiner, these decisions are valuable indications of the court’s narrow read of the Local Government Code—and its overall willingness to constrain the breadth of governmental immunity.

On April 23, 2024, the FTC announced its final Rule banning non-compete clauses for most workers as unfair competition under federal law. This final Rule has already been challenged in two district courts in Texas. But even if it does not go into force across the entire country, individual states may decide to follow suit, becoming less hospitable to non-compete clauses currently held to be enforceable under state law. Senior counsel Brandon Winchester and associate Fraser Holmes outline key considerations—and potential solutions—for businesses seeking to minimize damage to their operations.

On March 6, 2024, the SEC voted 3-2 to adopt final rules requiring registrants to disclose climate-related information. However, a multitude of legal challenges to these rules have been consolidated before the Eighth Circuit, which is now tasked with determining their legality. As the litigation proceeds, the case will have important consequences for the regulatory power of federal agencies and the ultimate disclosure requirements for registrants. Partner Persis Dean and associate Gabe Slater outline key changes in the new rules and offer guidance for registrants seeking to prepare for compliance.

Four years on from the Supreme Court’s monumental decision in McGirt v. Oklahoma, the results have been a mixed bag for all parties involved. In their previous McGirt update, managing partner Andy Hicks and associate Dave Finkel analyzed potential tax and regulatory implications in the first few months following the decision. Now, with the benefit of hindsight, they update those initial predictions and reflect on McGirt’s effects in the Sooner State.

On January 17, 2024, the Supreme Court heard oral arguments in tandem cases Loper Bright Enterprises v. Raimondo and Relentless, Inc., et al. v. Dept. of Commerce, et al., which ask whether the court should overrule one of its most frequently cited precedents: the Chevron doctrine. Hicks Johnson staff attorney Jennifer Cordell explains the doctrine’s history and application, then outlines one of the court’s available paths in addressing the issue of statutory silence.

Federal courts have long held that Title VII discrimination must consist of material harm or disadvantage. However, on December 6, 2023, the Supreme Court heard oral argument in a Title VII case out of the Eighth Circuit, Muldrow v. City of St. Louis, that could radically lower this threshold – and reshape the landscape of workplace discrimination law entirely. Hicks Johnson associate Dave Finkel analyzes the decision’s potential implications, including challenges to employer DEI programs.