Hinshaw & Culbertson LLP is pleased to announce that 80 of its lawyers have been recognized by their peers for inclusion in the 2027 edition of The Best Lawyers in America®.

Hinshaw is pleased to announce the addition of Jennifer Driscoll as a partner in the firm’s New York office. The former Antitrust co-chair at Robinson + Cole joins our Healthcare group and brings extensive experience managing antitrust litigation and regulatory counseling.

The law firm of Hinshaw & Culbertson LLP is pleased to announce that Vincent Rizzo has been elected to serve as the President of LAGBAC – Chicago’s LGBTQ+ Bar Association –  for the 2025–2026 term. Vincent previously held leadership roles as Vice President and Secretary.

Hinshaw partner Ian Wagreich authored a chapter, “Service Center Processing: US Applications,” in the newly released 2026 edition of the Illinois Institute for Continuing Legal Education (IICLE) “Immigration Law” handbook.

Read a Law360 “Expert Analysis” by Hinshaw Lauren Swanson that provides compliance takeaways for employers from a recent Eleventh Circuit decision clarifying the limits of compensable work time under the Fair Labor Standards Act and Florida law. 

Listen to Hinshaw partner Ambrose McCall’s discussion about corporate social media rights, censorship, and AI legal risks on the Greg and Dan Show.

Join Hinshaw's 30th Annual Labor & Employment Seminar on September 29, 2026, designed for HR professionals and in-house counsel navigating today’s evolving workplace landscape.

A $4.75M retaliation verdict under the Massachusetts Paid Family and Medical Leave Act signals heightened risks for employers disciplining employees after leave. Learn key takeaways to protect your business.

Learn who’s covered under New York City’s Earned Sick and Safe Time Act (ESSTA), new tracking/reporting rules, and compliance steps for employers.

Read key takeaways and practical compliance recommendations for plan sponsors from a recent Seventh Circuit decision underscoring the importance of strictly following plan procedures when updating beneficiary designations.

Learn how the New York AVOID Act significantly changes third-party practice and the key compliance steps to prepare for the law taking effect on April 19, 2026.

Learn about the impact of a federal ruling that the Trump Administration’s $100,000 H-1B visa petition fee is unlawful, finding that the fee violated the Administrative Procedures Act by bypassing mandatory notice-and-comment requirements.

DHS’s May 2025 memo points to at-home arrests based on administrative warrants (Form I-205), with unresolved questions about business entries and “exigent circumstances.” Explore what’s changed, the constitutional backdrop, and the current litigation landscape in our new alert.

On March 8, 2013, U.S. Citizenship and Immigration Services (USCIS) published a new version of Form I-9, the Employment Eligibility Verification Form. As most employers are aware, Form I-9 must be used to verify the identity and employment authorization of all new employees. The new version of the Form I-9 (available for download by clicking here) can be identified by the date located at the bottom left-hand side of the form — the new Form I-9 shows the date “03/08/13.” Employers are instructed to begin using the new Form I-9 immediately or as soon as practicable for all new employees. Employers who utilize a version of the Form I-9 older than the 03/08/13 version after May 7, 2013, may be subject to fines and penalties. USCIS has provided this 60-day "grace period" in recognition of the fact that “some employers may need additional time in order to make necessary updates to their business processes.” Employers should not complete the new Form I-9 for current employees for whom there is already a Form I-9 on file.Notably, most of the changes to the form are cosmetic and are “designed to minimize errors in form completion.” The new Form I-9 has been revised and expanded to two pages, and the Form Instructions have been revised to include additional detail. (The new detail in the Form Instructions is not actually "new"; it has all previously been included in the Form M-274, Handbook for Employers.) The only substantive changes to the Form I-9 are the addition of data fields for the employee’s foreign passport information, telephone number and e-mail address.Employers should be aware that software vendors often seek to exploit Form I-9 changes by offering “new” tracking services. In this instance, the cosmetic changes should not require any new software or services. Any offers for such services should be carefully considered. If you have any questions about the new form or about documenting the hiring process in general, please contact your regular Hinshaw attorney.

Exempt Classification of Position of Employment Does Not Automatically Create Predominate Issue for Class CertificationA group of employees filed suit against a news organization on behalf of current, former and future non exempt employees at the company’s Los Angeles facility. The class argued that the agency’s reporters were not exempt from the overtime requirements of the Fair Labor Standards Act and, as a result, the employer wrongfully denied them overtime compensation, as well as other issues arising under state law. The class was certified and a jury returned a $2.5 million verdict. The U.S. Court of Appeals for the Ninth Circuit originally affirmed the trial court’s ruling, but the U.S. Supreme Court vacated the opinion and remanded it for reconsideration in light of the Court’s holding in Dukes v. Walmart. On remand, the court focused on whether common questions of law or fact predominated over individual issues, a requirement for the form of class action at issue. While the Ninth Circuit ultimately remanded the case to the district court, it held that predominance could not be presumed simply because the agency had a uniform policy of classifying all reporters as exempt. Rather, it was required to evaluate whether individual issues existed that would make class treatment impossible. This case creates a valuable precedent for employers that a uniform policy does not in and of itself render class treatment appropriate, and thereby offers an additional basis on which to challenge class treatment.Wang v. Chinese Daily News, Inc., Nos. 08-55483, 08-56740, (9th Cir., Mar. 4, 2013)

Breaking News: Florida Court Declares 104-Week Limit of Temporary Benefits Unconstitutional, Reinstates 260-Week CapThe Florida First District Court of Appeals was presented with a question of the constitutionality of the 104-week limitation on temporary indemnity benefits based on an injured worker who was not yet ready to return to work after the 104 weeks of temporary benefits, but who was not able to prove eventual permanent and total disability benefits, and therefore not entitled to indemnity benefits. The claimant’s condition left him in the not-uncommon position of exhausting his statutory benefits prior to reaching the ability to return to substantial gainful employment. As amended in 1994, the Florida Statutes allowed only 104 weeks of temporary benefits. The court, in a scathing 25-page opinion, found that the claimant was denied access to the courts and to the constitutionally granted right to the administration of justice without denial or delay, in violation of the Florida Constitution. The court found unconstitutional the 1994 change to the law, which revised entitlement to temporary benefits from 260 weeks to 104 weeks. The court therefore remanded the case, with instructions to grant the claimant additional temporary total disability benefits not to exceed 260 weeks, as would have been provided under the previous relevant statutory provision prior to the 1994 amendment of Fla. Stat. § 440.15(2)(a). The court evaluated the workers’ compensation statutes in all other states and found that more than 40 allow a minimum of 312 weeks, and only five jurisdictions limit disability to 104 weeks. The court concluded that the natural consequence of “such a system of legal redress is potential economic ruination of the injured worker, with all the terrible consequences that this portends for the worker and his or her family,” and indicated that this system of redress for injury is “not merely unfair, but is fundamentally and manifestly unjust.”  The court, however, did not strike the entire 1994 or 2003 amendments to the statute, but only severed Section 440.15(2)(a), reviving the pre-1994 statute solely as it speaks to the time-limitation on temporary disability benefits. As this is a substantive change in the law and deals with an unconstitutional statute, the decision affects all cases, regardless of the date of accident. This case has a tremendous impact on the current cases nearing the 104-week mark, as well as those currently in litigation for permanent and total disability benefits. Bradley Westphal v. City of St. Petersburg, Case No. 1D12-3562 (1st DCA Feb. 28, 2013)

NLRB Recess Appointments Are Invalid