Thursday, October 25th at 6:00pm
Event will take place in Room C40 with a Reception to follow in the Lobby.
The event will feature five Chicago-Kent Alumni practicing in the corporate law and transactional field. They will be discussing their career paths and day-to-day experiences. The Reception will be a great opportunity for students to network while having a few cocktails and appetizers! All students are invited to attend.
Please RSVP to ChicagoKentBLS@gmail.com
On August 9, JP Morgan Chase & Co. agreed to cover almost 20 percent of a $6.05 billion deal to settle a price-fixing case brought over credit-card swipe fees. JP Morgan is the second-largest U.S. credit card issuer according to the Nilson Report. In 2005, the plaintiffs, merchants and retail industry associations, filed fourteen actions, namely alleging that JP Morgan & Chase Co. conspired with MasterCard and Visa to rig credit-card processing fees. In order the settle the lawsuit, Visa and MasterCard, along with a handful of U.S. banks agreed to pay $6.6 billion and reduce credit-card swipe fees temporarily. The deal includes cash payments of $6.05 billion for the class action participants and $525 million to individual plaintiffs.
It’ll be interesting to see how many of the plaintiffs agree to participate in class action lawsuit and how the settlement affects JP Morgan’s stocks, as the shares were down 0.4% in recent trading.
On August 22, 2012, the SEC issued a Final Rule requiring supply chain tracking and reporting of the origins of tin, gold, tantalum, and tungsten, including when present in finished goods incorporating these materials. Such “conflict minerals” originate from conflict-ridden countries in Central Africa, the mines of which are often controlled by militia groups using violence, forced child labor, and rape in connection with the extraction of these minerals.
An origin review must be part of a manufacturer’s (or contractor’s) SEC report when a conflict mineral is necessary to the functionality or production of any of their goods. The information must also be available on the company’s internet site.
Click here for SEC Press Release, which includes a link to the final decision. (note this is over 300 pages) http://www.sec.gov/news/press/2012/2012-163.htm
Date: Thursday, September 27, 2012
Time: 4:00 – 5:00 p.m. Speaker Event
5:00 – 6:00 p.m. Reception
Location: Chicago-Kent College of Law – 10th Floor
Gwendolyn L. Hassan, Manager of Corporate Compliance at Navistar, Inc.
Eric Stovall, Principal at and Regional and Industrial Leader on Conflict Minerals for KPMG
Bartram S. Brown, Professor of Law and Co-Director of the Program in International and Comparative Law
Price: Free for Students; $20 (Members); $35 (Non-Members)
– Organization of Women in International Trade, Chicago Chapter (OWIT),
– International Law Students Association at Chicago-Kent (ILSA), and
– International & Foreign Law Committee of the CBA’s Young Lawyer Section
As people are posting more and more about their personal and professional lives on social networking sites, employers are now asking employees and job applicants for passwords to their social networking accounts. This often puts job applicants and employees seeking to keep their personal lives separate from their professional lives in an awkward situation. Many job applicants fear that if they do not comply with the employer’s request, that they may be passed up for the position.
While there is no federal law protecting the social networking privacy of job seekers and employees, those living in Illinois can breath a sigh of relief when it comes to dealing with employer requests to hand over passwords to social networking accounts. On August 1, 2012, Illinois became the second state in the U.S. to pass a law making it unlawful for an employer to ask for an employee’s or job applicant’s password or other account information to gain access to the employee’s or job applicant’s account on a social networking website. The law even bars employers from asking for such information when conducting background checks.
However, employees and job applicants should still set privacy settings on their online profiles to ensure that information that they would not want an employer to see is not publicly available. This law does not stop employers from viewing information on online profiles that isn’t restricted by privacy settings on the website. In addition, employers can still restrict access and use of the Internet and social networking sites in the workplace.
The Corporate Law Society Will Be Returning In The
Fall 2012 Semester
The Chicago-Kent Corporate Law Society is committed to promoting the study of corporate and business law at Chicago-Kent and preparing members for successful careers in practice areas, such as financial services, securities regulation, real estate, tax, and banking law. Our goal is to promote the importance of having a fundamental understanding of both law and business in the workplace, and enable members to gain insight from practicing lawyers in all areas of corporate law.
We are planning on hosting a number of workshops, panels and networking events featuring corporate and transactional lawyers from the Chicago area where students can garner practical legal skills.
For More Information About the Corporate Law Society’s Upcoming Events Please Visit:
The Chicago-Kent Corporate Law Society’s Facebook Page
If you would like to be on the email list to receive updates on the Society’s meetings, events, and opportunities, please send an email to: