#legal

Houston, TX - Thursday, September 24, 2026
In a brief but consequential status conference Thursday morning, the U.S. Bankruptcy Judge signaled that upcoming hearings in the DISH DBS and DISH Wireless Chapter 11 cases may carry significant repercussions for EchoStar Corporation, the parent entity at the center of governance and independence disputes.

The hearing, held ahead of the September 29 confirmation proceeding for the DBS Debtors' prepackaged plan, quickly shifted toward the growing conflict surrounding the Special Committee Report in the DISH Wireless (DWLLC) case. The report, commissioned to evaluate DWLLC's independence and EchoStar's influence, has become a flashpoint between EchoStar and the Unsecured Creditors' Committee (UCC).

Counsel to the UCC, told the court that EchoStar had delivered its proposed redactions to the Special Committee Report just before the hearing. The counsel emphasized that the Independent Special Committee supports the UCC's emergency motion, which argues that EchoStar's conduct has created an urgent need for disclosure. In that emergency motion, the UCC warned that "EchoStar's actions have impeded the Special Committee's ability to operate independently" and that "the estate cannot be protected unless the Report is promptly filed without improper redactions." The counsel reiterated in Thursday's hearing that urgency from the emergency motion, stating that "if we are not able to work through the redactions and get the report on file in the coming days, we will be seeking the court's intervention."

The Judge responded, "I appreciate it." He then cautiously but pointedly emphasized that he intends to honor the existing standstill until the next major hearing on October 2, when the Special Committee Report and related governance issues will be addressed. The Judge added that the October 2 session is likely to be substantially more involved than Thursday's brief update.

"I suspect that that may be a more robust discussion," the Judge said, referencing the October 2 hearing. The Judge continued that the hearing would give him a clearer picture if they were still going to go forward with the emergency hearing on the 8th and as the Judge put it "what the consequences are, of how I may rule and where things stand in that case.”

The judge's reference to "consequences" was interpreted as a signal that findings related to DWLLC's independence, EchoStar's conduct, or the adequacy of redactions of the Special Committee Report could directly influence the separate October 8 hearing, where the UCC seeks standing to pursue claims against EchoStar and authority to conduct Rule 2004 discovery.

Meanwhile, the DBS Debtors reported progress in resolving objections to their confirmation plan, though multiple broadcaster cure disputes remain active on the docket. The Judge instructed the Dish DBS Debtors to file witness and exhibit lists by September 25, and to provide a full status update by September 28, noting that he intends to prepare over the weekend for the September 29 DBS confirmation hearing.

The court also noted that it remains prepared to rule on Comcast's pending motion to intervene, which seeks to participate in DWLLC’s force‑majeure litigation and argues that DISH Wireless is attempting to develop a factual record that could bind other creditors without their involvement.

With broadcaster objections mounting, the Special Committee Report pending, and two high‑stakes hearings scheduled within the next two weeks, the DISH bankruptcy cases appear poised for a decisive turn.

The current response quality coming from TPO is deeply concerning. The level of inaccuracies and inadequate handling of queries by Pune from global regions is not acceptable for an organization operating at our scale.This is not just a matter of operational inefficiency. it exposes the company to real legal and financial risks, especially in Europe, where labor law is strict, employee rights are strongly protected and violations can lead to significant penalties.Is the company fully aware of the potential consequences of maintaining such low-quality support in areas directly connected to compliance, employee rights? Why regional TPOs are not responding properly!

Estrella Del Paso has ceased operations of its legal aid program specifically designed for unaccompanied children. This decision has resulted in the termination of thirteen employees in El Paso. The organization cited financial difficulties as the primary reason for this closure. The program provided crucial legal assistance to vulnerable young individuals. Its closure leaves a significant gap in services for this population.

El Paso, Texas

https://kfoxtv.com/news/local/gallery/estrella-del-paso-closes-legal-aid-program-for-unaccompanied-kids-13-layoffs-in-el-paso?photo=1

https://www.justice.gov/opa/pr/accenture-agrees-pay-25m-resolve-alleged-employment-discrimination-violations

Federal appeals court on Friday upheld Oracle's $115 million settlement of a class-action privacy lawsuit over the alleged collection and sale of web users' data.
The Hill.

Mutual of America’s move to Outsourced Indian Labor will backfire & here is why.

Sen. Bernie Moreno’s Halting International Relocation of Employment (HIRE) Act is drawing international backlash, particularly from India, where major political and economic figures warn the legislation could severely disrupt the country’s booming tech-services economy. The bill proposes a 25% excise tax on U.S. companies making outsourcing payments to foreign workers, aiming to protect American jobs from being shipped overseas.

Jairam Ramesh, General Secretary of the Indian National Congress, raised alarm over the bill, calling it a direct threat to India’s IT services, business process see outsourcing (BPO), consulting firms, and global capability centers (GCCs). Ramesh said the bill “reflects a growing mindset in the U.S.” that white-collar jobs should not be lost to India, much like blue-collar manufacturing jobs were lost to China.

India’s tech sector, heavily reliant on U.S. contracts, is bracing for economic fallout. Ramesh warned the legislation, if enacted, could light a fire under the Indian economy and force a major reassessment of U.S.-India economic relations.

The bill, introduced in early October and referred to the Senate Committee on Finance, establishes a “Domestic Workforce Fund” that would receive the tax revenue and use it for American workforce development. It also removes the ability for companies to deduct outsourcing payments from their tax filings.

Moreno said the HIRE Act is about ending the decades-long practice of “globalist politicians and C-Suite executives” outsourcing American jobs to chase lower labor costs. His bill, he argues, will “hit them where it hurts: their pocketbooks.”

Indian officials and economists see the HIRE Act as an expansion of economic protectionism. Former Reserve Bank of India Governor Raghuram Rajan warned that the bill represents a “creeping extension of tariffs from goods to services.”

The proposal follows Moreno’s earlier SAFE HIRE Act, which received backing from labor unions for imposing strict penalties, including prison time, on company executives who knowingly hire illegal aliens. Together, the two bills form a coordinated effort to reshape U.S. labor and immigration policy by punishing companies that prioritize foreign workers over Americans.

India’s tech sector is already under strain from a recently imposed $100,000 H-1B visa fee. The HIRE Act, if passed, would further restrict access to U.S. job markets, cut off billions in service export revenue, and put thousands of Indian tech workers at risk.

• Verizon wireless sued T-Mobile over misleading ad claims
• T-Mobile countersued Verizon for deceptive advertising
• Judge Lewis Kaplan issued preliminary injunction in Verizon’s favor
• Verizon had 147 million subscribers as of June 30

https://libn.com/2026/09/15/verizon-wireless-t-mobile-resolve-lawsuits-over-ad-campaigns/

On September 1, 2026, a proposed class action, Powlen v. TIAA-CREF Individual & Institutional Services, LLC and TIAA Trust, N.A., Case No. 1:26-cv-07494, was filed in the U.S. District Court for the Southern District of New York. The complaint challenges TIAA’s automatic Bank Deposit Sweep Program for certain IRA customers.

The complaint alleges that eligible uninvested cash was automatically swept into FDIC-insured bank deposit accounts while a higher-yielding money market fund option was available through TIAA’s platform. It further alleges that TIAA’s agreements promised that swept deposits would bear a “reasonable rate of interest,” but the rates credited to customers remained materially below short-term market benchmarks and TIAA’s own higher-yielding alternatives.
What Does the Complaint Allege?
According to the complaint, TIAA’s bank sweep rate changed only modestly while short-term interest rates rose substantially. For example, the complaint alleges that by June 2023 the Federal Funds Rate was 5.08% while the TIAA sweep rate was 1.00%. It also alleges that TIAA displayed materially higher rates for certain managed, overflow and money market options while keeping eligible customers in the lower-yield bank sweep program.

The complaint alleges that TIAA and its affiliates benefited economically from swept customer cash and that TIAA’s compensation structure created incentives to use sweep options that generated greater compensation. Customers allegedly received less interest than they would have received if TIAA had paid a reasonable rate or used available higher-yielding options.

https://broadbandbreakfast.com/t-mobile-countersuing-at-t-for-false-ads/

Houston, Sept. 11, 2026 — The U.S. Trustee for Region 7 filed a formal objection Friday to the DISH Wireless Debtors’ application to retain White & Case LLP as restructuring counsel, citing conflicts of interest tied to prepetition insider transactions.

In the filing, the Trustee argued that White & Case “holds and represents interests adverse to the estate,” pointing to disclosures showing the firm drafted and advised on the DWLLC Intercompany Loan now under scrutiny by the Debtors’ Special Committee and challenged by multiple creditor groups.

The US Trustee’s objection includes a proposed order denying retention, signaling a request for immediate court action ahead of a September 14 status conference. The objection comes as the Debtors face heightened scrutiny over governance stability following the departure of two Chief Legal Officers and the appointment of an acting CLO.

Within hours of the filing, the Debtors submitted a series of Ordinary Course Professional declarations and supplemental notices, updating their roster of routine legal and advisory firms.

Judge Christopher Lopez is expected to address the W&C retention objection at Monday’s hearing. A separate hearing on the appointment of a trustee motion is scheduled for September 23 and will be a critical test of whether DISH Wireless can continue as a debtor‑in‑possession.

The studio behind the popular Grand Theft Auto franchise is currently facing legal action. These lawsuits stem from recent layoffs that have impacted employees in both Canada and the United Kingdom. The specific details of the legal claims have not yet been fully disclosed. This situation highlights potential labor disputes within the video game development industry. The company has not yet issued a public statement regarding these legal proceedings.

Canada, United Kingdom

https://www.ctvnews.ca/business/article/gta-vi-studio-faces-legal-action-over-layoffs-in-canada-uk/

FIS continues to move American jobs to Cognizant while reducing its own workforce. Reports indicate that FIS employees have been laid off or transferred to Cognizant. At the same time, FIS executives receive multimillion-dollar compensation, while thousands of employees do the work required to deliver services to customers under binding contracts.
Cognizant is now facing federal scrutiny, including a U.S. Department of Labor suspension of certain employment-based filings. FIS has also faced federal proceedings and multiple lawsuits.

The FIS Board has a responsibility to protect employees, customers and shareholders—not simply executive compensation.

If these decisions have caused legal or financial harm, shareholders and affected employees should demand independent investigation and consider whether legal action against responsible executives and directors is warranted.

The Ontario Court of Appeal has ruled that a six-month unpaid layoff did not constitute wrongful dismissal. This decision affirms a prior ruling from a lower court. The court found that a temporary layoff clause within an employment contract was valid. This legal precedent impacts how temporary layoffs are viewed in the province. The worker's challenge to the clause was unsuccessful.

Ontario

https://hrlawcanada.com/2026/09/temporary-layoff-clause-survives-workers-court-challenge-in-ontario/

After some of legal was forcibly merged with compliance, people originally from legal are jumping ship and it has been one of the most satisfying things to watch. Especially knowing the egotistical “head of the table” has to be scratching his head as to why everyone is running away with two middle fingers held high.

The Illinois Department of Labor has initiated an investigation into Essendant following a complaint concerning the state's Worker Adjustment and Retraining Notification Act. This inquiry will examine whether proper notice was given to employees and if compensation was adequate. The investigation is separate from a federal lawsuit also filed against the company. Essendant is undergoing significant layoffs and facility closures. The department has not yet determined if Essendant violated any laws.

Chicago, Illinois

https://distributionstrategy.com/2026/09/illinois-opens-an-investigation-into-essendant-layoffs/

Remember, once you sign your termination notice Monday and release all claims against Oracle, you are eligible for Unemployment. For some states that benefit is worth $1000/wk or more for 9+ months. Filing and approval generally take 2-3 weeks so get the ball rolling asap.

https://www.fox35orlando.com/news/do-not-post-grand-jury-finds-10-million-hope-florida-funds-misappropriated-no-one-charged

A Florida grand jury found $10 million from a Centene settlement was misappropriated and ultimately used for political purposes.
The money moved through Hope Florida and nonprofits to political committees and the Republican Party of Florida.
The grand jury found insufficient evidence to charge anyone and recommended changes to state law.

https://www.morningstar.com/news/pr-newswire/20260907ny41606/did-humana-inc-insiders-breach-their-fiduciary-duties-to-shareholders

Shareholders are encouraged to contact the firm to discuss their rights and options at no cost or obligation. We would handle any matter on a contingent fee basis, whereby you would not be responsible for out-of-pocket payment of our legal fees or expenses.

If you currently own Humana stock and are a long-term shareholder, you may be able to seek corporate governance reforms, the return of funds back to the company, a court-approved financial incentive award, or other relief and benefits. Please click here to learn more about your legal rights and options or contact Daniel Sadeh or Zachary Halper at (212) 763-0060 or sadeh@halpersadeh.com or zhalper@halpersadeh.com.

Lots of good info sharing and advice sharing here as IBM ramps up PIPs and RAs to levels no one thought possible. In 38 states below it might be a very good idea to record all mtgs with your mgmt. to protect yourself and your rights.

In the United States, you can legally record a conversation without telling the other person in 38 states and Washington, D.C., provided that you are an active participant in the conversation. These are known as one-party consent states, meaning only one person (you) needs to consent to the recording.

https://www.rev.com/blog/phone-call-recording-laws-state)

It remains a federal crime to record a conversation that you are not a part of (e.g., leaving a hidden device in a room to eavesdrop on others).

States Where You Can Record Secretly (One-Party Consent)The following states allow you to secretly record conversations you participate in:

Alabama
Alaska
Arizona
Arkansas
Colorado
Georgia
Hawaii (Note: Requires all-party consent if the recording device is installed in a private place)
Idaho
Indiana
Iowa
Kansas
Kentucky
Louisiana
Maine
Minnesota
Mississippi
Missouri
Nebraska
New Jersey
New Mexico
New York
North Carolina
North Dakota
Ohio
Oklahoma
Rhode Island
South Carolina
South Dakota
Tennessee
Texas
Utah
Vermont (Has no specific state statute, so it defaults to federal one-party rules)
Virginia
West Virginia
Wisconsin
Wyoming

Like dr-g tests/criminal history check etc.. why aren't H1B/STEM visa holders' background is not being checked IF they had maintained the 'legal status' prior to being a Fiserv employee ??

1. Creating fake pay stubs while on H1B with an 'uncle's garage consulting' company is not Legal. Hiring them even through Infinite is not legally approved since they already violated the H1B visa requirement ( lied to USCIS to have a paid position ).

2. STEM visa has a time limit. Prior long breaks make it invalid for not meeting the requirements and the individual becomes out of legal status.

Why should I agree with a severance package that is below the big tech industry standard of 3 months and few weeks. They never offered me RUS or any bonuses ( only twice of 100 euros) during my 8 years work
Why can't I sue and get more?

https://restructuring.ra.kroll.com/steward/Home-DownloadPDF?id1=NDA2NjU3Mg==&id2=-1

Does anyone feel like this release was written horribly?? Are you signing? Was this legal?

Bronstein, Gewirtz & Grossman, LLC is investigating potential claims on behalf of purchasers of L3Harris Technologies, Inc. (“L3Harris” or “the Company”) (NYSE: LHX). Investors who purchased L3Harris securities are encouraged to obtain additional information and assist the investigation.

The investigation concerns whether L3Harris has violated federal securities laws.

L3Harris Investigation Details
On August 17, 2026, L3Harris disclosed that Christopher Kubasik has stepped down as Chairman and Chief Executive Officer, effective immediately. L3Harris said that it had become aware of certain conduct by Kubasik that was not consistent with the values of the Company as outlined in its Code of Conduct. Following this news, L3Harris’s stock price fell $13.44 per share, or 4.61%, to close at $278.38 on August 17, 2026.

What’s Next for L3Harris Investors?
If you are aware of any facts relating to this investigation or purchased L3Harris securities, you can assist this investigation. You can also contact Peretz Bronstein or his client relations manager, Nathan Miller, of Bronstein, Gewirtz & Grossman, LLC: 917-590-0911

No Cost to L3Harris Investors
We, Bronstein, Gewirtz & Grossman, LLC, represent investors in class actions on a contingency fee basis. That means we will ask the court to reimburse us for out-of-pocket expenses and attorneys’ fees, usually a percentage of the total recovery, only if we are successful.

Why Bronstein, Gewirtz & Grossman, LLC For L3Harris Securities Investigation?
Bronstein, Gewirtz & Grossman, LLC is a nationally recognized firm that represents investors in securities fraud class actions and shareholder derivative suits. Our firm has recovered hundreds of millions of dollars for investors nationwide.

“Our practice centers on restoring investor capital and ensuring corporate accountability, which serves to uphold the essential integrity of the marketplace,” said Peretz Bronstein, Founding Partner of Bronstein, Gewirtz & Grossman, LLC.

Contact Info
Peretz Bronstein, Esq. or Nathan Miller
Bronstein, Gewirtz & Grossman, LLC
917-590-0911 | info@bgandg.com

https://www.justice.gov/opa/pr/honeywell-aerospace-inc-agrees-pay-over-2m-settle-false-claims-act-allegations-failing

https://www.charlotteobserver.com/news/business/article317099050.html

How is FIS getting around filing WARN notices in states with all these rounds of layoffs? I know there're legal issues in Washington state after layoffs last year but I am amazed that no WARN notices have been filed this year (Wisconsin). It seems the March & June layoffs should met the requirements for a state notification. Anyone know more about how they are getting around this?

An EEOC charge is a formal complaint filed with the U.S. Equal Employment Opportunity Commission (EEOC) alleging that an employer discriminated against you in violation of federal employment-discrimination law.

If you believe that you were laid off because of your race or national origin:

You file a charge with the EEOC describing what happened.

The EEOC can notify the employer and investigate.

The EEOC may request documents, interview people, and evaluate evidence.

The EEOC can potentially pursue the matter itself, particularly if it sees evidence of broader/systemic discrimination.

Eventually, the EEOC may issue a Notice of Right to Sue, which generally allows you to pursue the matter in federal court.

Importantly, you don't need a smoking-g-n statement like “we fired him because he's American.” The EEOC can consider patterns, statistics, comparator employees, hiring/termination records, and other circumstantial evidence.

Why this matters
Suppose 30 Black, White, Spanish, Chinese, etc. employees are laid off over several years, and many are replaced by Indians who subsequently hire predominantly Indian employees.

An individual employee might file an EEOC charge saying, essentially:
“I believe I was selected for termination because of my race/national origin. I also believe my termination was part of a broader practice in which similarly situated American employees are being replaced by Indian employees.”

The EEOC could potentially investigate the broader pattern, rather than simply asking whether that one employee was treated improperly.

That's one reason an EEOC charge can be significant even if a severance agreement contains a release. A severance agreement generally cannot prevent someone from filing a charge with the EEOC or participating in an EEOC investigation.

However, you generally can't wait indefinitely. For most private-sector Title VII discrimination claims, the deadline is 180 days, extended to 300 days in many circumstances where a state or local fair-employment agency also has jurisdiction.

So if someone was recently laid off, I'd speak with an employment attorney promptly rather than waiting to see how the company's hiring pattern develops.

What other Discovery Materials should be sought and potentially made public relating to Shujat Khan v. General Motors and Tuan Le v. General Motors?

For example, data regarding new employee hiring by age and position may clearly present a preference towards younger workers, consistent with GM’s internal non-disclosed practices of rejecting candidates by age.

Additionally, collecting the data from Workday for notes made on job applicant’s profiles may also help provide context into GM’s current rank-and-yank methodology.

Removing the excuses from GM by forcing them to turn over data regarding hiring and firing of new and existing employees, as well as disclosing the specific measurable criteria for how GM ranks employees may prove beneficial, if made public from court filings.

Additional discovery materials may be requested, which could remove the curtain behind GM’s practices and may also lead to publicly outing the GM party responsible for implementing and executing age discrimination. It’s worth a try.

Denver has released new details regarding employee layoffs that occurred last August. This information was previously withheld but was disclosed after legal threats were made. The records identify specific employees, their departments, and their years of service. An analysis revealed a significant loss of institutional experience across critical city agencies. These cuts could impact the delivery of essential services and the city's ability to meet future goals.

Denver, Colorado

https://www.axios.com/local/denver/2026/01/30/scoop-denver-releases-new-layoff-details-legal-pressure

Recently I read that for a new hire they mandate 60 days of notice period to leave with the wording under fullest extent of law. Is it true that you can’t leave without 60 days’ notice? Do they pursue it legally? I also read they have arbitration so in that case how it can be enforced legally?

Forget engineering and join legal. It's dynamic and creative, they are busy but well compensated. Cisco has developed this competency like no other company and this tells you a lot about the direction of the company - extract and protect is the mantra nowadays. Lawyers are not better than engineers, but here at Cisco they can thrive just because that's the game nowadays.

I was looking through my new employee paperwork from when I started at Wells many moons ago, and at that time the company policy was 1 month of severance for every year of service. Sometime in 2017, the policy apparently changed to just 2 weeks per year.

My questions are: Can the company legally change a severance policy like that? Did employees have to sign something acknowledging the change?

I vaguely remember seeing something about this in the OWBPA or on Teamworks before I was laid off. I’m especially wondering whether older, long-tenured employees have any recourse.

Please only weigh in if you actually know the answer or have relevant experience. The snarky remarks are getting old. Thanks!

Record every meeting and conversation. To make it easier when dealing with discrimination, harassment, stealing work/ideas and false accusations. Documenting interactions protects me and ensures there’s an accurate record of what was actually said. Texas is a one‑party consent state, so you are allowed to record as long as you are part of the conversation. Simply start the recording on your phone.

https://classlawdc.com/2026/06/25/hughes-network-systems-wage-investigation/

News report:
https://www.carolinajournal.com/4th-circuit-cuts-fired-wells-fargo-execs-award-from-22m-to-18m/

Actual decision:
https://storage.courtlistener.com/pdf/2026/08/21/christopher_billesdon_v._wells_fargo_securities_llc.pdf

Laying a disabled person off after they ask for an accommodation is unlawful.

Wells Fargo seems to hate disabled people who ask for an accommodation.

https://wbt.com/1649453/4th-circuit-cuts-fired-wells-fargo-execs-award-from-22m-to-18m/

For those of you that have analyzed the PIL language or had a lawyer review the language, were any dealbreaker clauses found?

Is it worth signing to get 3 months of salary?

Northeast CZW tech who are being forced into the Union are getting their comp sheets in September and will have 30 days to decide if they will be joining the Union or will be laid off by the end of year

Is this actually legal to force employees into the Union?