Ranked as a leader in litigation in Pennsylvania, Stephanie is lauded by clients as someone who “is strategic, careful and gives great guidance and advice.”
Scott L. Vernick tells USA Today that if true, “then at a minimum this is Snowden 2.0.”
Our newest blog discusses the constantly developing legal issues facing the medical and recreational marijuana industries.
Based in Philadelphia, the duo focus on transactional, business and regulatory compliance matters.
Ranked as a leader in real estate law in New Jersey, Chris is noted by clients as being “very precise and detail-oriented.”
Four partners were featured in the prestigious guide for making strides in franchise law.
The prestigious guide highlights the duo for their strategic roles in advancing the entertainment industry.
In this training video, Nancy Yaffe discusses common workplace wage and hour issues.
The prestigious list recognized Tim for his “superior” mergers and acquisitions work.
For many years, the Biologics Price Competition and Innovation Act was nearly useless because companies hoping to market generic versions of biopharmaceuticals had no FDA guidance on how to qualify a product as a drug that pharmacists are permitted to substitute for the brand name product.
In January 2017, the FDA issued draft guidance on "demonstrating interchangeability." In it, the agency outlines the nature and quality of the evidence applicants should expect the FDA to demand before making a finding of interchangeability for a biosimilar. Fox attorneys Gerard P. Norton, Ph.D. and Michael S. Montgomery wrote about the guidance for The National Law Journal.
On April 4, 2017, the Seventh Circuit issued a decision with employment law implications. In an en banc decision, Hively v. Ivy Tech Community College, the court held that the protections of Title VII of the Civil Rights Act of 1964 (Title VII) that prohibit discrimination in employment on the basis of sex, necessarily also prohibit employment discrimination on the basis of sexual orientation.
This decision will have far-reaching impact on workplaces within the jurisdiction of the Seventh Circuit. Employers everywhere should immediately consider whether to modify any policies, procedures or training to protect against future liabilities.
A previous post on IP Spotlight provided a few tips for negotiating non-disclosure agreements (NDA). The post noted that a “form” NDA should only be considered a starting point. The parties should modify it as appropriate to fit the business situation and the type of information that is being disclosed.
Here’s an additional tip if the other party to the NDA is not a U.S. company. If the other party breaches the agreement, you may be able sue that party in the United States and win, but the U.S. court’s judgment may be difficult to enforce in the other country.