By Gerald L. Maatman, Jr., Jennifer A. Riley, Eden Anderson, and Shireen Wetmore
Duane Morris Takeaways: One law making California so different – and so challenging – for employers is the Private Attorneys General Act (“PAGA”), which authorizes employees to assert claims for alleged labor violations. Such a worker acts as “a private attorney general” to pursue civil penalties against an employer as if they were an arm of the State of its agencies. PAGA claims are not class actions per se – instead, they are known as “representative actions – but they pose analogous risks and exposures like class actions brought under the California Labor Code. Plaintiffs bring thousands of PAGA cases every year, and, because PAGA plaintiffs can bring suit on behalf themselves and other employees, the stakes are often significant, with companies exposed to risks similar to those arising from class action litigation. The PAGA, however, has its own specific rules of the road, which differ from the rules elucidated in familiar Rule 23 jurisprudence. The explosion of PAGA litigation has resulted in a complex body of case law that is often difficult to navigate, particularly in terms of the application of arbitration agreements and representative action waivers. Given the wide adoption of such arbitration agreements, companies are struggling to grasp how recent decisions regarding the PAGA and arbitration impact their businesses.
To that end, the class action team at Duane Morris is pleased to present this year’s edition of the Private Attorneys General Act Review – 2025. We hope it will demystify some of the complexities of PAGA litigation and keep corporate counsel updated on the ever-evolving nuances of these issues. We hope this book – manifesting the collective experience and expertise of our class action defense group – will assist our clients by identifying developing trends in the case law and offering practical approaches in dealing with PAGA litigation.
Click here to bookmark or download a copy Duane Morris Private Attorneys General Act Review – 2025 eBook.
Stay tuned for more PAGA class action analysis coming soon on our weekly podcast, the Class Action Weekly Wire.
Duane Morris Takeaway:This week’s episode of the Class Action Weekly Wire features Duane Morris partner Jerry Maatman, senior associate Anna Sheridan, and associate Zev Grumet-Morris with their discussion of the key trends analyzed in the 2025 edition of the Duane Morris Discrimination Class Action Review.
Bookmark or download the Discrimination Class Action Review e-book here, which is fully searchable and accessible from any device.
Jerry Maatman: Welcome loyal blog listeners and readers to our next installment of our podcast series, the Class Action Weekly Wire. I’m Jerry Maatman, a partner with Duane Morris, and joining me today are my colleagues, Zev and Anna. Thanks so much for agreeing to be on our podcast.
Anna Sheridan: Thanks, Jerry. I’m happy to be here.
Zev Grumet-Morris: Thank you, Jerry. Glad to be here.
Jerry: Today on the podcast we’re discussing the recent publication of this year’s edition of the Duane Morris Discrimination Class Action Review. Listeners can find this particular e-book on our blog, the Duane Morris Class Action Defense Blog. Anna, can you tell our listeners a little bit about this desk reference?
Anna: Absolutely, Jerry. Class action litigation in the discrimination space remains a key focus of skilled class action litigators in the plaintiffs’ bar. Duane Morris is pleased to present the Discrimination Class Action Review – 2025. This publication analyzes key discrimination-related rulings and developments in 2024, and the significant legal decisions and trends impacting discrimination class actions for 2025. We hope that companies and employers will benefit from this resource in their compliance with the evolving laws and standards.
Jerry: Well, in following class action litigation developments over the 20 years, it’s very clear that discrimination-related litigation is a key focus of the plaintiffs’ class action bar, especially in recent years, and especially in terms of what’s newsworthy these days coming out of Washington, D.C. Zev, can you share with us your thoughts with respect to the relative success rates that plaintiffs have enjoyed in this particular area of the law?
Of the 15 total motions for conditional certification filed in federal courts in 2024, the plaintiffs won certification 8 times, or at a success rate of 53%, while 7 motions were denied.
Zev: Yeah, absolutely, Jerry. So, over the past year, what we’ve seen are plaintiffs are succeeding in certifying their cases at a slightly higher rate than ever before. In 2024 alone, for example, courts actually granted class certification 53% of the time, which is slightly up from the 50% that we saw in 2023. And what this shows us is that despite some of the challenges. plaintiffs are actually more successful in achieving certification. And what that is, it’s a reflection of courts becoming more inclined to allow these cases to move forward, particularly in discrimination cases where there’s a broader societal awareness of issues like racial inequality and gender discrimination.
Jerry: That’s an interesting comment. Anna, what’s your take with respect to the sorts of defenses or the sorts of situations where, conversely, the defense bar is successful in blocking or fracturing these sorts of cases and preventing them from being certified as a class action?
Anna: It’s certainly become a much more rigorous process in the wake of the Wal-Mart Inc. v. Dukes decision. Courts have been stricter about class certification for a class to be certified; plaintiffs still need to meet the requirements of Rule 23, especially around the rule of commonality in discrimination cases. This often means that they’re trying to prove alleged discriminatory practices or policies are applying uniformly across different departments and sometimes even across state lines. It’s not just enough for one person to claim that they were discriminated against – plaintiffs need to show that this is a systemic, broader issue, and if they can’t do that, defense counsel is going to argue that the class should not be certified.
Jerry: Well, you mentioned the Wal-Mart v. Dukes ruling – by my way of thinking, that might be the most significant and critical decision ever in the history of American jurisprudence when it comes to employment discrimination in the class action space. I remember that day when the decision was handed down and legal publications focused on the Supreme Court’s ruling for days. Given the significance of the decision, Zev, do you see sort of a pendulum swinging with respect to the way in which federal courts are applying the Wal-Mart v. Dukes standards in Rule 23 situations?
Zev: Yeah, absolutely, Jerry. And really, it’s a combination of several factors as to why we’re seeing that so public opinion is becoming more critical of large corporations and social movements like Black Lives Matter and #MeToo have absolutely kept workplace inequality in the public spotlight, and businesses are facing not only increasing employee-friendly legislation, but also a more aggressive plaintiffs’ bar. Courts, especially in sort of the current climate we’re dealing with, are more inclined to acknowledge these issues and are allowing these cases to move forward, especially in the discrimination context. And this heightened awareness around issues of inequality has made it harder for employers to escape accountability, and we’re seeing more court rulings that favor plaintiffs in this space.
Anna: But it’s not all one sided – while plaintiffs have gained some ground, courts are still very serious about ensuring that the class action standards are met, and those standards were set by Wal-Mart v. Dukes. The bar is high, and plaintiffs can’t simply rely on generalized statements like ‘I was harmed, and I believe others were, too.’ They have to provide concrete evidence that the issues they face were systemic across the class.
Jerry: Those are great insights, and a great take from the current interpretations of the Wal-Mart case. As we look forward into 2025, what do you see as the future of discrimination-based class action litigation? Do you think the plaintiffs’ bar is going to continue to push in this space and the number of lawsuits brought against Corporate America will rise again?
Anna: Without a doubt, the public’s growing interest in workplace equality and the ongoing social justice movements will continue to provide that momentum for plaintiffs. Employers can expect to see more class actions in 2025, particularly as discrimination remains a high-profile issue, especially in Washington, D.C. Even though there are challenges in securing class action certification, the plaintiffs’ bar is becoming more strategic and sophisticated in their approaches – they’re going to continue to press forward. Businesses will have to remain vigilant in defending against these claims, it’s a constantly evolving landscape.
Jerry: Well, thanks for that information. The Review also focuses on settlement numbers. I’m a big believer that you can tell a lot by what’s going on in courtrooms throughout the United States by looking at how the plaintiffs’ bar is filing the case, certifying the case, and then monetizing it in a settlement. How did plaintiffs do in the last calendar year in terms of securing hefty settlements in this particular area?
The top 10 discrimination class action settlements totaled $356.8 million in 2024, down from $762.2 million in 2023 and $597 million in 2022.
Zev: Yeah, plaintiffs came out well in 2024, Jerry, but nowhere to the extent that they did in 2023. The top 10 discrimination settlements in 2024 totaled about $356 million – $356.8 million, to be exact, which, don’t get me wrong, is a lot – but compared to the previous year, it’s slightly down where the top 10 totaled $762.2 million.
Jerry: Well, those are large numbers, nonetheless, and I thank you both for providing your thought leadership in this particular space, and reviewing in a at 100,000 foot level what corporations can expect in the coming year. So, thanks so much for joining us today in the Class Action Weekly Wire, and listeners – you can download our publication and desk reference off the Duane Morris Class Action Defense Blog.
Zev: Thanks, Jerry, and thank you to everyone listening.
By Gerald L. Maatman, Jr., Justin R. Donoho, and George Schaller
Duane Morris Takeaways: On February 10, 2025, Judge Aleta A. Trauger of the U.S. District Court for the Middle District of Tennessee deniedclass certification in a case involving breach of contract and a disputed element of mutual assent a/k/a meeting of the minds, in Hall v. Warner Music Group Corp., No. 22-CV-0047 (M.D. Tenn. Feb. 10, 2025). The ruling is significant as it shows that plaintiffs who file class action complaints alleging breach of contract cannot satisfy Rule 23’s commonality requirement where the issue of whether the parties agreed to a material term of contract requires individualized inquiry into the parties’ minds and whether they met.
Background
This case involving lack of mutual assent is one of the many since the famous case of Raffles v. Wichelhaus, 159 Eng.Rep 375 (1864), in which the defendant agreed to purchase cotton arriving in a ship named “Peerless” arriving while cotton prices were low, whereas the plaintiff seller had in mind a different ship by the same name arriving while cotton prices were high. (And where the English High Court found no binding contract).
In Hall, the plaintiffs, two musical artists, sued for breach of implied contract against a record label. The parties had entered into a written recording agreement providing for the payment of 8% royalties at a time before the invention of digital streaming and not expressly covering distribution through digital streaming. Hall, slip op. at 2. In 2005, when the label started streaming plaintiffs’ music digitally both domestically and internationally, it began to pay the plaintiffs at the higher rate appearing on their royalty statements of 50%. Id. at 3, 14. For foreign digital streaming, the 50% rate was applied after the deduction of a payment to the foreign distributor. Id. at 12-13. It was common in the industry and a consistent course of dealing of the defendant to apply royalty rates to digital streaming revenues received only after payment to the foreign distributor. Id. The plaintiffs accepted these digital streaming royalty payments for years without viewing the royalty statements or “attempting to identify the revenue base against which a royalty rate for foreign streaming was applied . . . until [one of the plaintiff’s] first discussion with one of his attorneys in this case.” Id. at 15.
The plaintiffs moved for class certification under Rule 23. The plaintiffs maintained that they met the commonality requirement because they and other artists with legacy contracts received royalty payments for foreign streaming sales with statements indicating an unqualified 50% royalty. Id. at 10-11. In contrast, the record label maintained that a claim for breach of implied contract requires the plaintiffs to prove that a valid and enforceable contract was formed between the label and “each class member, which will require an individualized inquiry into the knowledge, understanding, and intent of the artists, including whether the artist even looked at the royalty statements, whether the artists construed them to offer an implied amendment, what exactly the artist believed those implied terms to be, whether the artist had a good-faith belief about a possible rescission claim, whether the artist would have rescinded unless paid at the source, whether the artist intended to forbear, and when (if ever) these events occurred.” Id. at 11 (emphasis in original). In other words, according to the record label, the common question, “was an implied contract formed?” could not be answered by a simple yes or no without such an individualized inquiry. Id.
The Court’s Decision
The Court agreed with defendants and held that plaintiffs did not carry their burden of showing commonality.
Central to Court’s holding was the “problematic question of mutual assent.” Id. at 18. As the Court explained, “even if the court presumes that other putative class members’ royalty statements look like the plaintiffs’ and that there are common questions regarding the defendants’ conduct that may yield common answers (i.e., that the royalty statements do not expressly reflect that the royalties are calculated based [after paying the foreign distributor]), it is clear that the threshold question of whether an implied contract between [the label] and each putative class member was formed does not yield a common answer but, instead, will depend entirely on the particularized circumstances of each artist whose contract, like the plaintiffs’, does not expressly provide for royalties on foreign digital streaming.” Id.
In short, the Court reasoned that “the named plaintiffs’ particularized circumstances show that they simply never thought about whether an implied contract had been formed or its terms until approached by lawyers. Other artists may have paid closer attention to their business arrangements.” Id.
In conclusion, the Court noted that, “to the extent there are questions of fact or law common to the plaintiffs and all putative class members, the relative importance of these common questions pales in comparison to the importance of those that do not yield a common answer — primarily the question of whether implied contracts were formed at all.” Id. at 23.
Implications For Companies
The Hall decison is a win for defendants of breach of contract class actions involving the issue of whether the parties had a meeting of the minds on a material term of contract. In such cases, the Hall decision can be cited as useful precedent for showing that the commonality requirement is not met because individualized inquiries predominate when it comes to analyzing evidence regarding a meeting of the minds.
The Court’s reasoning in Hall applies not only in cases involving: (1) commercial form contracts, like in Hall, but also (2) alleged employment contracts, see Cutler v. Wal-Mart Stores, Inc., 927 A.2d 1 (Md. Ct. App. 2007) (affirming denial of motion for class certification, stating, “Any determination concerning a ‘meeting of the minds’ necessarily requires an individual inquiry into what each class member, as well as the [employer’s] employee who allegedly made the offer, said and did”); In re Wal-Mart Wage & Hour Emp. Pracs. Litig., 2008 WL 3179315, at *19 (D. Nev. June 20, 2008) (denying motion for class certification, stating, “Plaintiffs’ breach of contract claims would involve particularized inquiry into contract formation, including such issues as meeting of the minds”); (3) form real estate contracts, see Haines v. Fid. Nat’l Title of Fla., Inc., 2022 WL 1095961, at *17 (M.D. Fla. Feb. 17, 2022) (denying motion for class certification, stating, “If a buyer and seller interpreted [the agreement] the way [seller] interprets the provision, their meeting of the minds would have a significant impact upon any potential liability for [seller]. In that regard, the buyer’s and seller’s state of mind for each transaction are relevant . . . individualized discovery and factfinding regarding each buyer’s and seller’s intent and understanding would be required”); and (4) alleged contracts regarding the use of AI, see Lokken v. UnitedHealth Group, Inc., 2025 WL 491148, at *8 (D. Minn. Feb. 13, 2025) (finding insureds’ claim against health insurer for breach of contract regarding insurer’s use of AI-based automated decision making technologies not preempted by the Medicare Act and therefore allowed to proceed to discovery, raising the question of whether parties’ minds met via the insurer’s explicit descriptions of its “claim decisions as being made by ‘clinical services staff’ and ‘physicians,’ without mention of any artificial intelligence”).
By Eden E. Anderson, Rebecca S. Bjork, Jennifer A. Riley, and Gerald L. Maatman, Jr.
The Federal Arbitration Act (FAA) turns 100 years old today.
In enacting the FAA on February 12, 1925, Congress eliminated the power of the states to require that claims be resolved in court when contracting parties instead agree to resolve their claims in arbitration. The FAA’s purpose was to reverse longstanding judicial hostility to arbitration agreements, and to place arbitration agreements on equal footing with other contracts under the law.
As we celebrate the FAA’s 100th birthday, we highlight three key areas in which the FAA’s scope and application have come under scrutiny in recent years.
The Scope Of The Transportation Worker Exemption Remains Unclear
The FAA does not apply to employment contracts of seamen, railroad employees, and workers engaged in foreign or interstate commerce. The scope of this so-called transportation worker exemption has been a hotbed for litigation in recent years, with the U.S. Supreme Court addressing the issue in multiple decisions. The high court’s decisions in Southwest Airlines Co. v. Saxon, 596 U.S. 450 (2022), Domino’s Pizza, LLC v. Carmona, et al., 143 S. Ct. 361 (2022), and Bissonnette v. LePage Bakeries Park St., LLC, 61 U.S. 246 (2024), emphasized that the transportation worker exemption is to be narrowly construed and that, for the exemption to apply, a worker must play a direct and necessary role in the free flow of goods across borders.
In the wake of these decisions, state and federal courts are now grappling with what that means and whether warehouse workers, last-mile delivery drivers, ride-hailing drivers, and fueling technicians meet the “direct and necessary role” test. While such classes of workers bear little resemblance to the seamen and railroad employees expressly excluded from the FAA’s scope, in jurisdictions hostile to arbitration, including California courts and the Ninth Circuit, the transportation worker exemption has been found to apply. It is therefore important for employers to include language in arbitration agreements that permits alternative enforcement of the agreement under state law if the FAA is found not to apply.
Does EFASHA Exempt Entire Cases From Arbitration?
On March 3, 2022, President Biden signed into law the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act (EFASHA). Under the EFASHA, an employee alleging sexual harassment or assault, whether individually or as a class representative, may pursue their claims in court rather than in arbitration, regardless of whether they agreed with their employer to arbitrate their claims.
But what happens when a plaintiff alleges such claims, but also alleges claims that permissibly can be arbitrated? Courts too have begun answering that question. Some courts have concluded that the EFASHA’s statutory language requires that the employee’s entire case remain in court, reasoning that the EFASHA makes a pre-dispute arbitration agreement invalid and unenforceable “with respect to a case” which means the entire case. (9 U.S.C. § 402(a) (emphasis added).) The court so concluded in Johnson v. Everyrealm, Inc., 657 F. Supp. 3d 535 (S.D.N.Y. 2023), in denying the employer’s motion to compel the plaintiff’s sex harassment, race discrimination, and retaliation claims to arbitration.
The outcome, however, differed in Mera v. SA Hosp. Grp., LLC, 675 F. Supp. 3d 442 (S.D.N.Y. 2023), wherein the plaintiff alleged claims that he experienced a hostile work environment on account of his sexual orientation and that he and other employees suffered state and federal wage and hour infractions. The court there determined that, because the wage and hour claims did not “relate to” the hostile work environment claim, the wage and hour claims could be compelled to arbitration. Id. at 447.
If a plaintiff can allege a plausible claim that triggers the EFASHA’s application, they may be successful in keeping all their claims in court, or possibly only some of them.
We anticipate continued litigation in this area, and an uptick in the assertion of tenuous sex-based harassment claims that might not otherwise have been plead.
Appellate Issues Raised By Recent Case And Legislative Developments
What happens to the trial court proceedings after a decision on a motion to compel arbitration has also been a hotly litigated issue.
In Smith v. Spizzirri, 601 U.S. 472 (2024), the U.S. Supreme Court held that, when a federal court finds that a dispute is subject to arbitration and a party has requested a stay of the court proceeding pending arbitration, the FAA compels the court to stay, and to not dismiss, the proceeding. Consequently, if a plaintiff’s claims are compelled to arbitration and the district court proceedings stayed, there will be no judgment with an associated right to appeal. Thus, the plaintiff’s only recourse—if they dispute the arbitration ruling—will be to seek permission to pursue an interlocutory appeal or to pursue an appeal of the forum issue long after the fact if and when they lose in arbitration.
Another stay issue that will surely be litigated concerns a 2024 amendment to California’s Code of Civil Procedure. In California, if a motion to compel arbitration is denied and that decision is appealed, there is now no longer an automatic stay of the court proceedings during the pendency of an appeal. As a result, plaintiffs can seemingly proceed with their claims in court while the employer seeks a reversal of the forum issue on appeal, unless the appellant seeks and obtains a stay from the trial court. As this law on its face disfavors arbitrate, we anticipate it will be challenged.
For a more comprehensive summary of FAA-related litigation issues, Duane Morris’s 2025 Wage & Hour Class and Collective Action Review, available here, features an entire Chapter on this topic.
By Rebecca S. Bjork, Gerald L. Maatman, Jr., and Anna Sheridan
Duane Morris Takeaways: A Federal Judge in Kansas recently refused a request for reconsideration of summary judgment and a request for interlocutory appeal on the correct legal standard for hostile work environment claims post-Muldrow v. City of St. Louis, Mo. In EEOC v. Chipotle Services, LLC, Case No. 23-CV-2439 (D. Kan. Feb. 10, 2025) (linked here), Judge Kathryn H. Vratil of the U.S. District Court for the District of Kansas found that appellate review of the Muldrow standard used at summary judgment likely would not affect the case substantially, but rather lead to delay before the case would proceed in the same manner regardless of a decision by the Tenth Circuit. The opinion also rejected the employer’s motion for reconsideration to rehash arguments it should have made on summary judgment – in the Court’s view, an inappropriate use of a motion for reconsideration. This decision not only highlights the importance of timely arguments made at the appropriate stage of litigation, but also counsels employers to analyze and balance the potential outcomes of motions with the time and costs associated with non-dispositive or only partially dispositive motions.
Case Background
Areej Saifan, a Muslim woman, and former Chipotle crew member, alleged in a Charge of Discrimination that she experienced religious harassment from a co-worker during her employment. Saifan alleges that a co-worker repeatedly asked to see Saifan’s hair, which was covered by hijab, and on at least one occasion, the co-worker physically pulled on the hijab, partially uncovering Saifan’s hair. Saifan resigned the next day. After investigating the Charge, the EEOC filed suit on behalf of Ms. Saifan against Chipotle alleging that Chipotle (1) subjected Saifan to unlawful religious harassment, (2) constructively discharged her, and (3) retaliated against her for reporting religious harassment.
Chipotle filed a motion for summary judgment on all three of the EEOC’s Title VII claims but was unsuccessful on all counts.
On December 17, 2024, defendant filed two motions, asking the Court to (1) reconsider its order on defendant’s summary judgment motion, and (2) certify an interlocutory appeal.
The Court’s Ruling
Judge Vratil dismissed defendant’s motion for reconsideration as “simply a rehash of arguments that it made or could have made on summary judgment.” Slip Op. at 5. The Court rejected each of Defendant’s positions as an argument that “it [Defendant] could have raised in summary judgment briefing and chose not to.” Id. at 8. The Court found that Chipotle had not met its burden of showing an intervening change in the controlling law, availability of new evidence, or the need to correct clear error or prevent manifest injustice as is required by the local Kansas rules.
Judicial economy also took center stage in this ruling when the Court denied the motion to certify its Memorandum and Order for immediate appeal, finding that an interlocutory appeal would not materially advance the ultimate termination of the litigation. While the question of whether Muldrow changed the legal standard for hostile work environment is a controlling question of law, the Court determined that Chipotle failed to establish that the Tenth Circuit would likely dispose or affect the EEOC’s claims for trial. As such, an interlocutory appeal would only delay, rather than expedite or eliminate trial.
Implications For Employers
Employers often may want to fight a non-dispositive decision that feels unfair. However, this decision counsels employers to consider the implications of motions practice before proceeding if the requested outcome would not materially change the future of the case.
Duane Morris Takeaways: Data breaches are becoming increasingly common and detrimental to companies. The scale of data breach class actions continued its record growth in 2024, as companies faced copycat and follow-on lawsuits across multiple jurisdictions. To that end, the class action team at Duane Morris is pleased to present the second edition of the Data Breach Class Action Review – 2025. This new publication analyzes the key data breach related rulings and developments in 2024 and the significant legal decisions and trends impacting data breach litigation for 2025. We hope that companies and employers will benefit from this resource and assist them with their compliance with these evolving laws and standards.
Click here to download a copy of the Duane Morris Data BreachClass Action Review – 2025 eBook.
Stay tuned for more data breach class action analysis coming soon on our weekly podcast, the Class Action Weekly Wire.
Thank you to all our clients who attended the in-person book launch of the Duane Morris Class Action Review in Philadelphia last week, as well as our nationwide audience who participated via Zoom.
In case you missed it, watch a video of the live presentation below, featuring Duane Morris partners and editors of the Review, Jerry Maatman and Jennifer Riley, with ALM class action reporter Amanda Bronstad.
We’d like to extend our gratitude to our clients and colleagues who joined us in Philadelphia and those who tuned in from around the globe for the Duane Morris Class Action Review – 2025 book launch event.
In case you missed it – check back soon for a recording of the presentation featuring Duane Morris partners and editors of the Review, Jerry Maatman and Jennifer Riley, and ALM class action reporter Amanda Bronstad. Featured below are a few highlights from the event.
Gallery: 2025 Book Launch Event
Duane Morris Plaza in Philadelphia, PA.
The Duane Morris Class Action Review – 2025.
Duane Morris Chairman and Chief Executive Officer Matt Taylor kicks off the event with opening remarks.Guest panelist Amanda Bronstad summarizes key developments in class action litigation through the legal media lens.
Left to right: Amanda Bronstad, Jerry Maatman, and Jennifer Riley.
Duane Morris Takeaways:Register and join us at today’s Duane Morris Exclusive Event – our Book Launch for the Duane Morris Class Action Review – 2025! This event will be offered as an in-person panel discussion and a Zoom webinar.
The DMCAR e-book is an essential desk reference that can be viewed on any device and is fully searchable with selectable text. The 2025 Review analyzes 1,441 class action rulings from state and federal courts in 23 areas of law, providing a comprehensive review of the class action landscape. Details on the 10 key trends identified this year and a copy of the Executive Summary are featured on the DMCAR website here.
You are invited to join Duane Morris Partners Gerald L. Maatman, Jr. and Jennifer Riley for a panel discussion marking the release of the Duane Morris Class Action Review – 2025. Please register here to reserve your spot today! The event will be offered as an in-person discussion or join us live via Zoom webinar.
Featuring authors Gerald L. Maatman, Jr., Jennifer A. Riley and American Lawyer Media staff reporter Amanda Bronstad in a discussion of the key class action developments and decisions in 2024 and what companies can expect in 2025. We hope to see you there!
In-Person Event Location: Convene CityView Duane Morris Plaza | 13th Floor 30 South 17th Street, Philadelphia, PA 1910
Registration: 3:30 p.m. to 4:00 p.m. Eastern Book Launch and Discussion: 4:00 p.m. to 5:00 p.m. Eastern Cocktail Reception: 5:00 p.m. to 6:00 p.m. Eastern
Duane Morris Takeaways:Register today and join us Thursday, January 30, 2025, at a Duane Morris Exclusive Event – our Book Launch for the Duane Morris Class Action Review – 2025! This event will be offered as an in-person panel discussion and a Zoom webinar.
The DMCAR e-book is an essential desk reference that can be viewed on any device and is fully searchable with selectable text. The 2025 Review analyzes 1,441 class action rulings from state and federal courts in 23 areas of law, providing a comprehensive review of the class action landscape. Details on the 10 key trends identified this year and a copy of the Executive Summary are featured on the DMCAR website here.
You are invited to join Duane Morris Partners Gerald L. Maatman, Jr. and Jennifer Riley for a panel discussion marking the release of the Duane Morris Class Action Review – 2025. Please register here to reserve your spot today! The event will be offered as an in-person discussion or join us live via Zoom webinar.
Featuring authors Gerald L. Maatman, Jr., Jennifer A. Riley and American Lawyer Media staff reporter Amanda Bronstad in a discussion of the key class action developments and decisions in 2024 and what companies can expect in 2025. We hope to see you there!
In-Person Event Location: Convene CityView Duane Morris Plaza | 13th Floor 30 South 17th Street, Philadelphia, PA 1910
Registration: 3:30 p.m. to 4:00 p.m. Eastern Book Launch and Discussion: 4:00 p.m. to 5:00 p.m. Eastern Cocktail Reception: 5:00 p.m. to 6:00 p.m. Eastern