On June 1, 2026, President Trump issued a new proclamation further amending the Section 232 tariffs on steel, aluminum, and copper that it issued on April 2, 2026. These changes, which potentially lower costs for U.S. importers, will be effective June 8, 2026 and expand eligibility for preferential tariff rates.

For U.S. businesses that import goods or rely on global supply chains—especially in manufacturing, construction, and agriculture—these updates may affect duty rates, sourcing decisions, and overall costs.

Companies operating in the online payments ecosystem should be aware of a limited window to secure branded domain names in the newly launched .pay top-level domain before it opens to broader public registration in 2027.

Rising education costs have made planning for a child’s future a top concern for parents. Section 529 accounts have long served as a powerful tax‑advantaged tool to help families save for education, allowing investment earnings to grow tax‑free when used for qualifying expenses. Although originally limited to state-sponsored prepaid college tuition plans, the list of qualifying expenses has expanded, most recently by the One Big Beautiful Bill Act (OBBBA).

In a unanimous decision issued May 14, 2026, the Supreme Court of the United States held that negligent hiring/selection claims against freight brokers are not preempted by the Federal Aviation Administration Authorization Act (FAAAA). This ruling significantly increases litigation exposure for brokers, particularly in jurisdictions that had previously found such claims preempted.

Intellectual property shapes how businesses develop new products, protect their brands, and compete in crowded markets. Every April 26, World Intellectual Property Day celebrates the power of human creativity and this year’s theme—“IP and Sports: Ready, Set, Innovate!”—highlights how intellectual property drives progress across the global sports industry. From patented equipment to iconic team branding and the media that brings games to life, IP strategies that serve as the invisible infrastructure behind world renowned teams offer lessons for businesses and creators in every field.

Federal and state prevailing wage mandates are colliding on construction projects in Illinois, exposing owners, developers, and contractors to conflicting compliance obligations and increased project costs. With the enactment of Illinois HB 1189, projects that long fell exclusively under the federal prevailing wage law (Davis-Bacon) may now also be subject to the state’s prevailing wage law mandates.

In a major win for businesses facing Biometric Information Privacy Act (“BIPA”) claims, the U.S. Court of Appeals for the Seventh Circuit recently held that the 2024 amendment limiting damages applies retroactively to cases pending at the time of enactment. This decision significantly reduces potential exposure by limiting plaintiffs who allege multiple, biometric data collections or disclosures to a single recovery, rather than per-scan statutory damages, even for actions that predate the amendment.

The U.S. Department of Labor has revised OSHA’s National Emphasis Program (NEP) on outdoor and indoor heat-related hazards, signaling that construction employers should expect continued heat inspections rather than the rollout of a new federal heat standard. The updated NEP, which takes effect immediately and continues through April 10, 2031, refines how OSHA targets employers, including construction jobsites, for heat-related inspections when the heat index is expected to be 80 degrees or higher.

A new lawsuit filed by Lebohang “Lebo M” Morake, the Grammy‑winning composer behind the iconic opening chant in Disney’s The Lion King, raises important questions about defamation, comedy, and reputational harm.

Morake has sued comedian Learnmore “Jonasi” Mwanyenyeka for $27 million, alleging that a joking “translation” of the chant during a podcast appearance damaged his reputation by misrepresenting the meaning of the lyrics to a global audience.

In the U.S. Supreme Court’s 2024 Muldrow v. City of St. Louis decision, the Court expanded the legal standard for what qualifies as an “adverse employment action” by pivoting from asking whether a change to an employee’s terms or conditions of employment was “material” to whether  the change left the employee worse off in those terms or conditions. Unsurprisingly, employers saw a surge of challenges to everyday management decisions in the immediate aftermath.

The First Circuit’s recent decision in Walsh v. HNTB Corp., however, offers an important clarification that should hopefully serve as a blueprint for other courts dealing with this influx of questionable lawsuits.