The Employment Law & HR Summit: New York
The Employment Law & HR Summit
New York | September 17, 2025
New York remains one of the most dynamic and complex legal environments for employers in the nation. At the Employment Law & HR Summit: New York, senior in-house legal and HR leaders will come together for a full day of practical guidance, strategic insight, and peer-to-peer learning focused on the state’s rapidly evolving workplace laws and compliance requirements.
This summit is built to equip employers with the tools and strategies they need to stay compliant, mitigate legal risk, and lead confidently in 2025 and beyond.
The program will address New York’s most urgent employment law and HR challenges—from ensuring compliance with pay transparency and equity mandates, to minimizing wrongful termination and retaliation claims, and supporting mental health in the workplace. Attendees will explore how to manage overlapping leave laws, implement effective employee training policies, and navigate legal and ethical concerns surrounding automated hiring tools under NYC’s AI bias audit law.
Designed for General Counsel, HR Leaders, Employment Counsel, Corporate Legal Executives, and Senior HR Professionals, this summit offers exclusive access to expert legal perspectives, compliance guidance, and real-world strategies. It’s a vital opportunity to benchmark with peers, stay ahead of policy shifts, and shape workplace strategies that are compliant, equitable, and built for the future.
NY CLE Pending Approval
- Navigating Leave Laws: Coordination and Compliance in NY
- Discrimination, Harassment & Retaliation: Complying with NY’s Expansive Protections
- Pay Transparency & Pay Equity in New York: Building Trust While Minimizing Risk
- Wrongful Termination & Retaliation Risks: What Employers Must Know
- Automated Hiring Tools: Legal and Ethical Risks
- Training Mandates & Best Practices in Workplace Education
- Non-Competes, Restrictive Covenants, and Trade Secrets: Navigating the Legal Frontier
- Chief Legal Officer
- CHRO
- C-Suite Executives
- SVP Human Resources + Legal
- General Counsel
- Associate + Assistant General Counsel
- VP, Human Resources + Legal
- HR Director
- Senior Employment Counsel
- Corporate Counsel
- Counsel
Agenda
One-to-One Meetings begin. If interested in participating, email info@centerforceusa.com
With overlapping entitlements under NY Paid Family Leave, paid sick leave, FMLA, and ADA accommodations, employers face a growing challenge in leave administration. Add mental health-related absences, remote work complications, and evolving manager expectations, and the risk of noncompliance escalates quickly. Legal and HR leaders must ensure consistent, compassionate, and lawful approaches to handling leave—before a misstep turns into a lawsuit. This session will offer clear strategies to streamline coordination and stay compliant.
This panel will explore:
- How to effectively coordinate NY Paid Family Leave, FMLA, and city sick leave laws
- Legal obligations around leave for mental health and stress-related conditions
- Common pitfalls in managing intermittent leave and how to avoid them
- Training strategies for frontline managers navigating sensitive leave conversations
New York State maintains some of the most employee-friendly anti-discrimination and anti-retaliation laws in the country. As remote and hybrid work environments complicate oversight and communication, retaliation claims have spiked—particularly from employees asserting rights related to disabilities, harassment, or workplace fairness. Employers must stay ahead of rapidly evolving legal interpretations and overlapping claims to reduce liability and preserve culture. Attendees will gain actionable strategies to strengthen internal protocols and stay ahead of legal pitfalls.
This panel will explore:
- How to manage rising retaliation claims in remote and hybrid settings under NYC/NYS Human Rights Laws
- Legal and HR best practices for handling complex complaints involving harassment, bullying, and disabilities
- Recent case law and liability trends employers need to learn from
- Proactive recordkeeping and response protocols to reduce legal exposure
Michael grew up in the suburbs of Philadelphia, the son of a small businessman with an entrepreneurial spirit.
After graduating from The George Washington University with a degree in finance, Michael moved to
California to pursue a career in real estate. Michael later became an attorney and built a successful private
practice in Los Angeles as a corporate attorney, litigator and a transactional attorney. Michael is respected as a
thought-leader in the entertainment and media industries and has represented major television and film studios
as well as iconic individuals such as Priscilla Presley and Jerry Schilling. In June 2016, Michael and his family
relocated to the East Coast where he served as in-counsel at Complex Networks, a leading digital content
publisher. During his tenure at Complex, Michael oversaw all content, e-commerce, music and events business
and was integral to the global expansion of the Complex brand into Europe, Asia, South America, Australia, The
Philippines, The Netherlands, Africa, and Canada. Michael currently serves as General Counsel to Uproxx
Studios, a thought-leader in the music industry. Michael also serves as a consultant to global media companies
in Asia. Michael is known as a creative problem-solver and a valued strategist.
Nicholas Corsano focuses his practice on federal and state labor and employment litigation and counseling. Mr. Corsano advises and counsels clients on employment disputes involving Title VII, ADEA, ADA, FLSA, and related state/local statutes pertaining to wage and hour laws, discrimination, harassment and other employment regulations. He has experience handling single-plaintiff and class and collective actions brought through alternative dispute resolution programs, state and federal courts, and before administrative agencies. Mr. Corsano also counsels clients on complex employment agreements, helps implement tailored policies and procedures, and conducts trainings to promote a more inclusive workplace.
Mr. Corsano also has experience handling single-plaintiff and class action litigations concerning contested finance agreements, the FDCPA, the TCPA, insurance coverage claims, and other complex commercial disputes.
Lindsay Ditlow is a seasoned employment attorney with broad experience advising U.S. and multinational companies across industries such as healthcare, FinTech, the gig economy, retail, staffing, and the modeling and influencer sectors. She represents clients in complex employment litigation involving Title VII, the ADA, ADEA, FCRA, FMLA, wage and hour laws, and state-specific discrimination and retaliation statutes, and provides strategic counsel on trade secret protection, restrictive covenants, and global compliance. Lindsay regularly advises on employment matters related to corporate transactions, including M&A, and supports clients through workforce restructurings, international expansions, internal investigations, and the development of employment agreements, handbooks, and codes of conduct. She also counsels educational institutions on Title IX compliance. Known for her practical, business-focused approach, Lindsay is a trusted advisor and frequent speaker on evolving employment law trends and best practices.
- Concentrates on labor and employment matters.
Grace advises public and private companies and investment funds on a variety of labor and employment matters, including:
- Drafting handbooks and employee policies.
- Conducting antiharassment trainings.
- Handling employment-related disputes, including in state court, federal court and arbitration.
- Drafting employment-related documents, including employment agreements, offer letters and separation agreements.
- Implementing reductions in force.
Grace also assists clients with labor and employment issues in the context of corporate transactions and restructurings, including:
- Labor and employment due diligence.
- Transfer, hiring and termination of employees.
- Labor negotiations.
If interested in participating, email info@centerforceusa.com
New York’s Pay Transparency Law now mandates salary range disclosures in job postings, even for remote roles that could be performed in the state. With enforcement efforts ramping up in 2025, employers must not only comply with technical requirements but also address internal pay equity gaps that may come to light. In a labor market that demands fairness and openness, how organizations communicate compensation will directly affect retention, reputation, and risk. This panel unpacks how legal and HR teams can proactively align internal practices with external expectations.
This panel will explore:
- What the NY Pay Transparency Law requires for job postings and how enforcement is evolving
- How to conduct internal pay equity audits across race, gender, and disability categories
- Preparing for potential state audits and responding to employee or public inquiries
- Strategies for framing compensation conversations to build employee trust and reduce legal exposure
Maria represents employers in all areas of employment law. She defends companies in employment litigations, assists organizations with external and internal investigations, and provides strategic and practical advice on workplace legal issues, with a focus on pay equity matters and nationwide pay transparency law compliance.
As employers contend with layoffs, RTO policies, and growing concerns around “quiet firing,” wrongful termination and retaliation claims are on the rise across New York. Courts are closely scrutinizing how terminations are handled—particularly when tied to prior complaints, leave requests, or protected activities. Legal and HR teams must ensure that workforce decisions are not only business-driven but legally sound and sensitively executed. This session offers a timely look at evolving risks and how to mitigate them through documentation, training, and process integrity.
This panel will explore:
- Key elements of a compliant termination policy under NYS and NYC employment laws
- Managing risk when terminating employees following protected complaints or accommodations
- Best practices for conducting respectful, lawful offboarding conversations
- Recent NY case studies that highlight what to avoid—and what courts are flagging
Katie Dugan is the head of global labor & employment law at Match Group which is the global leader in online dating with brands including Match, Tinder, Hinge, OkCupid, The League, and more. Prior to Match, Katie had in-house roles at both Yext, Inc. and Mattel, Inc. At Yext, she led the global labor and employment function. At Mattel, she worked in various roles in the global employment, ethics & compliance function.
Before going in-house, Katie worked in litigation and advice & counsel roles in the employment law department at regional law firms as well as a boutique management-side labor and employment firm. She began her career as a judicial law clerk to the Honorable Robert Polifroni, P.J.Cv. in the Superior Court of New Jersey.
Sarah is a partner in Shipman’s Labor & Employment Practice Group and the Chair of Shipman’s Cannabis Team. Sarah takes a 360-degree, results-driven approach to client service, considering her clients’ budget, business values, risk appetite, reputation, and concerns for precedent-setting action. She regularly represents clients across all industries on a broad array of personnel matters, including accommodations and leaves of absence, complaints of discrimination and harassment, compensation, termination, and severance, with a focus on risk mitigation and optimizing business operations. She also has experience counseling organizations through state and federal investigations and conducting internal investigations into discrimination and harassment complaints. Beyond Sarah’s employment practice, she has a thriving cannabis practice, counseling businesses across all parts of the supply chain on licensing, compliance, and personnel matters.
If interested in participating, email info@centerforceusa.com
J. Alexander Short, Esq., founder and managing member of Lehigh Valley Immigration Law LLC, established in January 2025, brings a wealth of experience and a reputation for steadfast advocacy to his immigration practice. Alex is committed to delivering tailored, results-driven legal services to individuals, families, and businesses navigating the complexities of U.S. immigration law. Known for his integrity, compassion, and unwavering dedication, Alex has become a trusted advisor to clients seeking solutions in even the most challenging immigration matters.
As companies increasingly rely on AI-driven tools to screen, hire, and promote candidates, scrutiny from lawmakers, regulators, and advocacy groups is intensifying. New York City’s Local Law 144 has led the charge by requiring bias audits and transparency for automated employment decision tools (AEDTs), but similar proposals are emerging in states like California, Illinois, and at the federal level. With compliance no longer optional, employers must implement robust oversight to ensure these tools are fair, lawful, and aligned with business goals. This session will help in-house legal and HR teams evaluate risk, manage vendors, and stay ahead of the regulatory curve.
This panel will explore:
- What NYC’s Local Law 144 requires—and how it signals future state and federal trends
- How to conduct and interpret bias audits to ensure legal defensibility and fairness
- Vendor management and audit obligations: what questions to ask and what red flags to watch for
- Strategies for embedding equity, transparency, and governance into AI hiring practices
Noga Rosenthal is a seasoned privacy and data ethics professional with a diverse background in the technology and advertising sectors. With over 15 years of experience, she has established herself as a global privacy compliance expert. Her knowledge extends to public policy work, where she has demonstrated a deep understanding of the interplay between data ethics and practical implications of proposed laws.
Throughout her career, Noga has successfully developed and managed global privacy programs for various technology corporations, including Xaxis, Epsilon and Ampersand. Her strategic leadership and operational skills have proven instrumental in ensuring these organizations maintain rigorous privacy standards. Noga has also served as the policy lead for an industry organization, helping to develop responsible data principles for over 100 technology members.
Noga firmly believes in the importance of safeguarding individuals’ privacy and has actively supported privacy legislation at the federal level with practical business implementation and operationalization. Her extensive involvement in managing government relations for technology companies has allowed her to effectively lobby for privacy legislation and critically review proposed privacy bills at both federal and state levels.
Noga’s dedication to privacy extends to her advisory role as a board member for Optimeyes, a privacy and security risk management tool. Her insights and expertise have helped shape the platform’s capabilities in identifying and mitigating privacy and securities risks for technology companies.
Noga Rosenthal is an active member of the International Association of Privacy Professionals (IAPP), where she has served on several committees. Her engagement in the privacy community demonstrates her commitment to continuous learning and staying at the forefront of industry developments.
New York’s training mandates continue to expand, with annual anti-harassment training remaining compulsory and NYC’s AI bias audit law requiring employers to rethink how hiring and promotion decisions are made—and taught. In an increasingly remote and tech-driven world, companies must modernize their training methods while maintaining legal rigor and meaningful outcomes. This discussion will spotlight how employers can meet regulatory standards and foster a learning culture that drives compliance, inclusion, and retention.
This panel will explore:
- Tactics for delivering engaging and legally compliant anti-harassment training across formats
- Integrating findings from AI bias audits into hiring, promotion, and manager training
- Using technology and e-learning platforms to scale and track workforce education
- Building documentation systems to demonstrate compliance and support defense in disputes
Non-competes and restrictive covenants are facing increased legal scrutiny across the country, with California already having some of the strictest limitations and new federal restrictions under consideration. At the same time, protecting trade secrets and proprietary knowledge remains a top concern for employers navigating talent mobility and hybrid work environments. As enforcement avenues tighten, companies must get creative—strengthening internal policies, rethinking onboarding/offboarding processes, and embedding protections deeper into their organizational culture. Panelists will share practical, California-compliant strategies for safeguarding IP and employee knowledge while remaining competitive in the labor market. Expect a mix of litigation trends, compliance tactics, and real-world risk mitigation approaches.
This Panel Will Discuss:
- How to adapt restrictive covenant strategies amid expanding federal and California state limitations
- Alternatives to non-competes NDAs, non-solicits, and confidentiality agreements that hold up
- Trends in trade secret misappropriation and what enforcement looks like post-employment
- Best practices for minimizing risk during hiring, onboarding, and employee exits
If interested in participating, email info@centerforceusa.com
Rotating, 20-minute discussions hosted by a topic expert
Roundtable 1: Wage & Hour Issues Impacting New York Employers
Hosted by: Kyle Winnick, Partner, Seyfarth Shaw, LLP
Roundtable 2: Training Mandates & Best Practices in Workplace Education
Kyle focuses his practice on the nationwide representation of businesses in all facets of labor and employment law, with an emphasis on wage and hour matters and independent contractor status.
Speakers
Michael grew up in the suburbs of Philadelphia, the son of a small businessman with an entrepreneurial spirit.
After graduating from The George Washington University with a degree in finance, Michael moved to
California to pursue a career in real estate. Michael later became an attorney and built a successful private
practice in Los Angeles as a corporate attorney, litigator and a transactional attorney. Michael is respected as a
thought-leader in the entertainment and media industries and has represented major television and film studios
as well as iconic individuals such as Priscilla Presley and Jerry Schilling. In June 2016, Michael and his family
relocated to the East Coast where he served as in-counsel at Complex Networks, a leading digital content
publisher. During his tenure at Complex, Michael oversaw all content, e-commerce, music and events business
and was integral to the global expansion of the Complex brand into Europe, Asia, South America, Australia, The
Philippines, The Netherlands, Africa, and Canada. Michael currently serves as General Counsel to Uproxx
Studios, a thought-leader in the music industry. Michael also serves as a consultant to global media companies
in Asia. Michael is known as a creative problem-solver and a valued strategist.
Katie Dugan is the head of global labor & employment law at Match Group which is the global leader in online dating with brands including Match, Tinder, Hinge, OkCupid, The League, and more. Prior to Match, Katie had in-house roles at both Yext, Inc. and Mattel, Inc. At Yext, she led the global labor and employment function. At Mattel, she worked in various roles in the global employment, ethics & compliance function.
Before going in-house, Katie worked in litigation and advice & counsel roles in the employment law department at regional law firms as well as a boutique management-side labor and employment firm. She began her career as a judicial law clerk to the Honorable Robert Polifroni, P.J.Cv. in the Superior Court of New Jersey.
Noga Rosenthal is a seasoned privacy and data ethics professional with a diverse background in the technology and advertising sectors. With over 15 years of experience, she has established herself as a global privacy compliance expert. Her knowledge extends to public policy work, where she has demonstrated a deep understanding of the interplay between data ethics and practical implications of proposed laws.
Throughout her career, Noga has successfully developed and managed global privacy programs for various technology corporations, including Xaxis, Epsilon and Ampersand. Her strategic leadership and operational skills have proven instrumental in ensuring these organizations maintain rigorous privacy standards. Noga has also served as the policy lead for an industry organization, helping to develop responsible data principles for over 100 technology members.
Noga firmly believes in the importance of safeguarding individuals’ privacy and has actively supported privacy legislation at the federal level with practical business implementation and operationalization. Her extensive involvement in managing government relations for technology companies has allowed her to effectively lobby for privacy legislation and critically review proposed privacy bills at both federal and state levels.
Noga’s dedication to privacy extends to her advisory role as a board member for Optimeyes, a privacy and security risk management tool. Her insights and expertise have helped shape the platform’s capabilities in identifying and mitigating privacy and securities risks for technology companies.
Noga Rosenthal is an active member of the International Association of Privacy Professionals (IAPP), where she has served on several committees. Her engagement in the privacy community demonstrates her commitment to continuous learning and staying at the forefront of industry developments.
Nicholas Corsano focuses his practice on federal and state labor and employment litigation and counseling. Mr. Corsano advises and counsels clients on employment disputes involving Title VII, ADEA, ADA, FLSA, and related state/local statutes pertaining to wage and hour laws, discrimination, harassment and other employment regulations. He has experience handling single-plaintiff and class and collective actions brought through alternative dispute resolution programs, state and federal courts, and before administrative agencies. Mr. Corsano also counsels clients on complex employment agreements, helps implement tailored policies and procedures, and conducts trainings to promote a more inclusive workplace.
Mr. Corsano also has experience handling single-plaintiff and class action litigations concerning contested finance agreements, the FDCPA, the TCPA, insurance coverage claims, and other complex commercial disputes.
Sarah is a partner in Shipman’s Labor & Employment Practice Group and the Chair of Shipman’s Cannabis Team. Sarah takes a 360-degree, results-driven approach to client service, considering her clients’ budget, business values, risk appetite, reputation, and concerns for precedent-setting action. She regularly represents clients across all industries on a broad array of personnel matters, including accommodations and leaves of absence, complaints of discrimination and harassment, compensation, termination, and severance, with a focus on risk mitigation and optimizing business operations. She also has experience counseling organizations through state and federal investigations and conducting internal investigations into discrimination and harassment complaints. Beyond Sarah’s employment practice, she has a thriving cannabis practice, counseling businesses across all parts of the supply chain on licensing, compliance, and personnel matters.
Lindsay Ditlow is a seasoned employment attorney with broad experience advising U.S. and multinational companies across industries such as healthcare, FinTech, the gig economy, retail, staffing, and the modeling and influencer sectors. She represents clients in complex employment litigation involving Title VII, the ADA, ADEA, FCRA, FMLA, wage and hour laws, and state-specific discrimination and retaliation statutes, and provides strategic counsel on trade secret protection, restrictive covenants, and global compliance. Lindsay regularly advises on employment matters related to corporate transactions, including M&A, and supports clients through workforce restructurings, international expansions, internal investigations, and the development of employment agreements, handbooks, and codes of conduct. She also counsels educational institutions on Title IX compliance. Known for her practical, business-focused approach, Lindsay is a trusted advisor and frequent speaker on evolving employment law trends and best practices.
Maria represents employers in all areas of employment law. She defends companies in employment litigations, assists organizations with external and internal investigations, and provides strategic and practical advice on workplace legal issues, with a focus on pay equity matters and nationwide pay transparency law compliance.
Kyle focuses his practice on the nationwide representation of businesses in all facets of labor and employment law, with an emphasis on wage and hour matters and independent contractor status.
J. Alexander Short, Esq., founder and managing member of Lehigh Valley Immigration Law LLC, established in January 2025, brings a wealth of experience and a reputation for steadfast advocacy to his immigration practice. Alex is committed to delivering tailored, results-driven legal services to individuals, families, and businesses navigating the complexities of U.S. immigration law. Known for his integrity, compassion, and unwavering dedication, Alex has become a trusted advisor to clients seeking solutions in even the most challenging immigration matters.
- Concentrates on labor and employment matters.
Grace advises public and private companies and investment funds on a variety of labor and employment matters, including:
- Drafting handbooks and employee policies.
- Conducting antiharassment trainings.
- Handling employment-related disputes, including in state court, federal court and arbitration.
- Drafting employment-related documents, including employment agreements, offer letters and separation agreements.
- Implementing reductions in force.
Grace also assists clients with labor and employment issues in the context of corporate transactions and restructurings, including:
- Labor and employment due diligence.
- Transfer, hiring and termination of employees.
- Labor negotiations.
Sponsors
Williams & Connolly LLP
Williams & Connolly is widely recognized as one of the nation’s premier litigation firms. Our lawyers routinely handle significant and complex civil, criminal, and administrative cases across the United States and around the globe. The firm maintains a strong tradition of hiring the best and the brightest and training and promoting its lawyers from within, producing closely knit and collaborative teams dedicated to achieving successful outcomes for our clients. Our distinctive approach to litigation has earned the firm top marks from leading publications and ranking services, such as Chambers, The Legal 500, The National Law Journal, The American Lawyer, and Benchmark Litigation, both for overall litigation prowess as well as for many practice- or industry-specific types of litigation.
McDermott Will & Emery
McDermott Will & Emery partners with leaders around the world to fuel missions, knock down barriers and shape markets. With more than 20 office locations, our team works seamlessly across practices, industries and geographies to deliver highly effective–and often unexpected–solutions that propel success. More than 1,200 lawyers strong, we bring our personal passion and legal prowess to bear in every matter for our clients and the people they serve.
Epstein Becker & Green, P.C
Epstein Becker & Green, P.C., is a national law firm with a primary focus on health care and life sciences; employment, labor, and workforce management; and litigation and business disputes. Founded in 1973 as an industry-focused firm, Epstein Becker Green has decades of experience serving clients in health care, financial services, retail, hospitality, and technology, among other industries, representing entities from startups to Fortune 100 companies. Operating in locations throughout the United States and supporting domestic and multinational clients, the firm’s attorneys are committed to uncompromising client service and legal excellence.
Shipman & Goodwin
Shipman’s value lies in our commitment — to our clients, to the profession and to the community. Our firm lives and breathes our core values – integrity, service excellence, collaboration, collegiality and community – and they truly are the foundation of our success. With more than 150 lawyers in offices throughout Connecticut, New York and in Washington, DC, we serve the needs of local, regional, national and international clients. Our clients include public and private companies, institutions, government entities, non-profit organizations and individuals.
Greenberg Traurig LLP
Greenberg Traurig is a global law firm with approximately 2,750 attorneys and governmental affairs professionals in 47 commercial and government centers across the United States, Europe and the Middle East, Latin America, and Asia. Greenberg Traurig provides integrated, business-focused legal services for clients ranging from Fortune 500 corporations to innovative start-ups. Recognized by Chambers, the Legal 500 and BTI Consulting, our global team of nearly 200 labor, employment, benefits, and immigration practitioners offers an array of workplace strategies and legal counsel, including consulting, technical assistance, and litigation services. For additional information, please visit www.gtlaw.com.
Seyfarth Shaw LLP
At Seyfarth Shaw, we are leading the way to deliver legal services more effectively, more efficiently, more transparently.
Seyfarth Shaw LLP provides thoughtful, strategic, practical legal counsel to client companies and legal teams of all sizes. With more than 850 attorneys in the U.S., London, Shanghai, Hong Kong, Melbourne and Sydney, we offer a national platform and an international gateway to serve your changing business and legal needs in litigation, employment, corporate, real estate and employee benefits.
Seyfarth attorneys are:
- Client-Focused: A constant, unrelenting focus on the needs of our clients
- Forward-Thinking: A commitment to excellence and to constantly seeking better ways to serve our clients
- Innovative: An atmosphere that fosters creative innovative thinking
We have gained acclaim for our innovative SeyfarthLean client service model, which incorporates the core principles of Lean Six Sigma to the delivery of legal services, and we continue to develop new reporting and project management tools for greater transparency and collaboration with our clients.
Our efforts have contributed to our recognition by in-house counsel as ‘Best of the Best’ for client service within the BTI Consulting Group’s Client Service A-Team and being named by the Financial Times U.S. Innovative Lawyers Report among the most innovative law firms.
Seyfarth Shaw. The difference is clear.
Akin Gump Strauss Hauer & Feld LLP
With 20 offices, 85 practices and over 900 lawyers and professionals, Akin Gump Strauss Hauer & Feld LLP is among the world’s largest law firms, yet it strives to provide every client with focused and consistent attention. Recognized as one of the top 30 law firms in the U.S., Akin Gump is known for its strength in litigation and high-stakes appellate work, leadership in groundbreaking transactions and depth in public policy. Akin Gump is committed to creating, expanding and protecting its clients’ assets and interests.
Through its network of domestic and international offices, Akin Gump advises companies across myriad industries in both mature and emerging markets. Akin Gump professionals possess a sharp understanding of the intangible factors in economic and political infrastructures, combining it with first-hand government experience at the highest levels around the world.
Venue
TBA
New York City, NY
Pricing
| Register By | In House Counsel | Law Firms & Vendors |
|---|---|---|
| September 17th | $395.00 | Contact info@centerforceusa.com |
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