The Voice^TM

This is the defense bar’s biggest product liability event of the year, and it’s built to give you the tools and insights you need to stay ahead. Hear directly from industry leaders, explore strategies that address today’s most pressing challenges, and connect with colleagues who understand the work you do.

Expect sessions that matter to your practice, including:

• How plaintiffs are using AI in litigation and what defense counsel can do to respond.
• Practical strategies for tackling design defect claims and evolving regulatory expectations.
• Smarter ways to use technology in inspections and trials.
• Plus, networking opportunities that mix business with fun, from breakout groups to a Margarita Making Class.

You’ll leave San Antonio with sharper strategies, practical tools you can put to work immediately, and new connections that could shape your career for years to come.

Exclusive savings will be gone before you know it. Act today to save up to $700 and guarantee your spot at the premier product liability conference of 2026.

Amicus Update

Center Joins ALF Brief Urging SCOTUS to Allow Businesses to Seek Compensation for Confiscated Property

When Fidel Castro captured power in 1959, his Cuban government expropriated billions of dollars in American-owned business property. A 1972 U.S. Foreign Claims Settlement Commission report explained that Castro’s “unlawful seizures violated every standard by which the nationals of the free world conduct their affairs.” The stolen business property included an oil refinery, product terminals and packaging plants, and more than 100 service stations and related properties owned by a subsidiary of Standard Oil Company (now Exxon Mobil Corporation). Castro’s communist government “transferred” Exxon’s valuable business property to state-owned corporations.

After decades of failed diplomatic efforts to obtain compensation for the Castro government’s confiscation victims, Congress passed the Cuban Liberty and Democratic Solidarity (LIBERTAD) Act of 1996, also known as the Helms-Burton Act. Title III of the Act, 22 U.S.C. §§ 6081-6085, creates a Cuba-specific cause of action that entitles U.S.-owned businesses to seek compensation for their confiscated property. Such a suit can be filed against any “person”—defined by the statute to include any “agency or instrumentality of a foreign state”—that “traffics in property that was confiscated by the Cuban Government.”

A different provision of the Act, however, allows the President of the United States to suspend the statute’s effective date, in six-month increments, if he determines that “the suspension is necessary to the national interests of the United States and will expedite a transition to democracy in Cuba.” For more than 20 years, every President repeatedly suspended the Act until President Trump, during his first term, allowed it to go in effect on May 2, 2019.

Case Background

On the same day in 2019, Exxon filed in Washington, D.C., federal district court a Title III damages suit against the Cuba state-owned entities that operate or profit from its confiscated business property. The district court held that Exxon’s suit cannot proceed unless it satisfies one or more exceptions to the Foreign Sovereign Immunities Act (FSIA). See 28 U.S.C. § 1605(a). Subject to those exceptions FSIA creates a presumption of immunity for suits against foreign governments. On interlocutory appeal, a D.C. Circuit panel, in a 2 to 1 decision, agreed. The panel majority held that FSIA’s expropriation exception, 28 U.S.C. § 1605(a)(3), is inapplicable, and that the district court needs to undertake additional factual analysis before determining whether jurisdiction exists under the FSIA commercial-activity exception, 28 U.S.C. § 1605(a)(2).

Rejecting the panel majority’s holding that a Title III suit must satisfy a FSIA exception, Senior Circuit Judge Randolph’s strong dissent explained that “[p]assage of [the Helms-Burton Act] established a specific, independent, and exclusive cause of action for American nationals whose property the Cuban government had confiscated decades earlier.”

On October 3, 2025, the Supreme Court granted Exxon’s petition for a writ of certiorari in Exxon Mobil Corporation v. Corporacion Cimex, S.A. (Cuba) (24-699).

Amicus Brief

The DRI Center for Law and Public Policy joined the Atlantic Legal Foundation’s merits-stage amicus brief urging the Court to reverse the court of appeals and allow Exxon’s suit to proceed. The brief was authored by ALF Executive Vice President & General Counsel Lawrence Ebner.

The amicus brief argues that the D.C. Circuit panel majority erred in holding that a Title III suit against a Cuba-owned corporation that operates or profits from confiscated property cannot proceed unless the plaintiff first can demonstrate that its compensation claim satisfies one of the FSIA exceptions. There is no basis for engrafting FSIA onto the later-enacted Helms-Burton Act. The text and legislative history of the Helms-Burton Act demonstrate that by enacting Title III, Congress intended to establish an expeditious, straightforward, and effective judicial process for U.S. businesses whose property was confiscated, to obtain compensation from Cuba-owned instrumentalities, as well as from other entities that traffic in their confiscated property.

The amicus brief emphasizes that as a practical matter, the FSIA exceptions can be burdensome and difficult to satisfy, often requiring extensive jurisdictional discovery. The D.C. Circuit’s 2 to 1 decision thus interposes a high hurdle, and for some potential Title III plaintiffs erects an insurmountable barrier, to pursuit and fulfillment of the compensation remedy established by Title III of the Helms-Burton Act.

The findings that Congress included in Title III expressly recognize that “[i]ndividuals enjoy a fundamental right to own and enjoy property which is enshrined in the United States Constitution.” This statement refers, of course, to the Fifth Amendment’s Takings/Just Compensation Clause. The amicus brief explains that the same equitable “just compensation” principles underlying the Takings/Just Compensation Clause are reflected in the Title III cause of action for compensation in connection with Cuba-confiscated business property.

The Supreme Court should reverse the D.C. Circuit’s judgment so that Exxon’s Title III suit can proceed without having to satisfy a FSIA exception.

This year, our DRI for Life Committee delivered 69 wellness and networking activities across the organization, ranging from morning walks at seminars to mindfulness and social connection events. Every one of these touchpoints helped us reinforce that a strong legal profession depends on healthy, supported individuals.

For DRI Cares, 2025 marked the completion of our two-year partnership with Blessings in a Backpack, and the results speak for themselves: over 11,000 bags of food packed and nearly 50,000 meals provided to children facing food insecurity.

And we didn’t stop there! Through DRI Cares, our members supported community organizations across the country, including Cardz for Kidz, the Community Resource Center, Haven For Hope, the Helping Hands Foundation, Open Books, Soldiers’ Angels, and the Special Olympics. Each of these partnerships allowed DRI members to uplift families, assist veterans, empower youth, and promote inclusion.

At this year’s Annual Meeting, our DRI Cares event supported Open Books, a Chicago nonprofit providing equitable access to reading and writing. Surrounded by shelves stacked with donated stories, our members helped ensure the lifelong power of literacy continues to reach the next generation.

We also continued to partner with SLDOs around the country for our annual International Day of Service.  This year, 20 SLDOs led localized service initiatives—from book drives and meal packing to hosting wellness events in their own legal communities. We are encouraged by this momentum and eager to expand even further in 2026.

Additionally, the DRI Law Student Diversity Scholarships remain a cornerstone of our Foundation’s mission. We were proud to recognize this year’s impressive recipients at the Annual Meeting and support their continued pursuit of justice and excellence. The Foundation provides three law student scholarships annually. The goal of these scholarships is to provide financial assistance to three worthy law students from ABA-accredited law schools to increase diversity in the legal profession in a constructive and tangible way.

New this year at the Annual Meeting, members brought both generosity and a sweet tooth to our Dessert Dash, raising over $30,000 for the National Foundation for Judicial Excellence (NFJE)! These funds help ensure state appellate judges receive the education and collaboration opportunities they need to strengthen and preserve judicial excellence and fairness for all parties engaged in the judicial process.

Looking ahead, we are energized by what’s possible. We will continue championing community impact, wellness, diversity in the profession, and meaningful experiences for our members to connect and serve. Together, we are building a future where the civil defense bar is not only strong in advocacy but strong in heart.

I would also like to share a special thank you to our Foundation Board, committee leaders, and every volunteer who gave their time and passion this past year, particularly my friend and outgoing President Lori O’Tool.  I feel fortunate to have served alongside you all!

Wishing you a joyful holiday season and a healthy, hopeful start to 2026.

Catherine C. Dugan of Peterson White is the 2025-2026 President of the DRI Foundation.

With advances in technology, employees are reachable anytime and anywhere. It has been difficult for many professionals to disconnect during non-work hours from calls, emails, and text messages as there is somewhat of an implicit expectation to constantly be available and the willingness to accomplish just one more thing, no matter the hour. This has become increasingly problematic since the pandemic as many employees continue to work remotely, leading to longer hours and diminished balanced between professional and personal life.

In turn, this could lead to toxic productivity, “an inner force to be productive at all times at the expense of mental and/or physical well-being”. It is therefore important to establish a clear demarcation line between work and personal life, reduce stress, prevent sleep deprivation, avoid workplace burnout and prioritize a better work-life balance by unplugging and not feeling guilty about it.

Studies have shown that work-life boundaries are fundamental for long-term well being, employee satisfaction and higher productivity. In recognizing the need to protect employees’ overall health and wellness, thirteen other countries including but not limited to France, Australia, Argentina, Columbia, Italy, Mexico and Spain have nonetheless enacted “Right to Disconnect” laws. At present, no official law exists in the United States guaranteeing employees the freedom and the “right to disconnect”.

In the aftermath of the pandemic, however, a few states namely California (A.B. 2751), New Jersey (A4852), Washington, Kentucky (Bill 229), Maryland (HB1413), and Vermont (H.0263) have embarked on this growing worldwide movement for a work-life balance by considering legislation similar to “right to disconnect” laws in Europe, Australia, and Latin America.

In California, Assemblyman Matt Haney proposed the first right to disconnect” bill, Assembly Bill 2571 (A.B. 2751) in February 2024 and amended on April 1, 2024. Essentially, A.B. 2571 required employers to create workplace policies allowing employees to disconnect from work-related communications during non-working hours. These non-working hours would be defined by written agreement between the employer and employee. The bill affords protections from retaliation and repercussions, such as a negative employer review, suspension, discharge, or reduction in hours. The bill included exceptions for emergencies and changes in last minute scheduling. Additionally, complaints could be filed with the Labor Commission and fines not less than One-Hundred Dollars ($100) could be imposed for any pattern of violations defined as 3 or more documented incidences of violating the “right to disconnect” provisions.

In New Jersey, Assemblywoman Heather Simmons introduced a similar bill to California’s on September 23, 2024. Assembly Bill A4852 prohibited employers from contacting workers during agreed upon nonworking hours, unless due to an emergency or schedule changes. Here, like the bill in California, A4852 would also allow a worker to file a complaint against their employer if they experience a pattern of 3 or more violations of the bill’s provisions with the Commissioner of Labor and Workforce Development, punishable by a civil penalty not less than one-hundred dollars ($100). The bill remains pending in the Assembly Labor Committee, meaning the Committee will examine the bill, possibly hold hearings and determine whether to advance it for further action or allow it to die in Committee.

Proponents of these “right to disconnect” bills argue that it is a necessary step to protect employees from workplace burnout and to promote mental health, especially since many employees still work remotely and find it difficult to separate their professional life from their family life as a consequence of technology and availability 24/7. Many responsible organizations already have taken the initiative to implement “right to disconnect” policies.

On the flip side, critics express concerns that enforcement of such rules could impact the administration of business operations, increase costs and create compliance uncertainty. Further, a one-size-fits-all approach may not be suitable for all industries and roles.

Incontrovertibly, this is the trend concerning the right to unplug continued by: Kentucky House Bill 229 was introduced by State Representatives Lisa Willner, George Brown and Beverly Chester-Burton on February 4, 2025; Maryland bill HB1413 proposed by House Delegates Dylan Behler and Jazz Lewis in the Feb. 7, 2025 legislative session; and Vermont bill H.0263 introduced by State Representatives Monique Priestley, Bob Hooper, Kate McCann, Jubilee McGill, and Brian Minier on Feb 19, 2025. Unfortunately, these bills had too many loopholes and are now considered “dead”. New refined bills need to be introduced for future legislative sessions.

While Illinois does not currently have a "right to disconnect" law, it's important to note that Illinois has enacted other significant employment laws intended to protect workers' rights and promote work-life balance. By way of example:

• Paid Leave for All Workers Act (PLAWA): This act mandates that most employers provide their employees with paid leave of at least 40 hours per year that can be used for any reason. (See 820 ILCS 192/15)
• One Day Rest in Seven Act (ODRISA): This act ensures workers receive one day of rest during a seven-day period; prohibits retaliation for exercising this right and contains an enforcement mechanism. (See 820 ILCS 140/5.5)

To this end, the ongoing discussions and legislative actions in other states and countries clearly indicate the world’s growing awareness of the need to unplug while e-working. It is essential for employers to address the challenges of work-life balance in this ever-changing digital era and as the workforce increasingly values their private time. Illinois and other states should also consider putting into practice similar “right to disconnect” measures in order to protect their employees’ well-being. By promoting a healthier work-life balance, this will boost job satisfaction and productivity during normal work hours, ultimately benefiting businesses profitably in the long run.

Katherine C. Tower is an Administrative Law Judge with the State of Illinois Department of Insurance. She was previously deputy general counsel-litigation with the Illinois State Lottery.

The necessity of mentorship.

It should be no surprise that young lawyers don’t just crave mentorship, they quite literally need it to learn how to do the job.

Will, a 2021 law school grad and associate at a mid-sized business firm, tells me that, for him, a good mentor’s criticism is more meaningful than their praise. This is a sentiment that makes sense in theory but gets lost in practice when the calendar is full, files are piling up, and the supervising lawyer is tempted to just “do it themselves.”

Taking the extra 10 minutes to review substantive changes and the why behind the changes with a new lawyer makes everyone’s life easier. Putting in this work upfront saves the experienced lawyer time down the road, but more importantly, makes the young lawyer feel valued enough to get real feedback to implement on the next assignment.

Cassidy, a 2020 law school grad and associate at a boutique firm, believes meaningful mentorship from supervisors in practice looks like opportunities to take a more active role in cases. This is not just attending and shadowing but participating in substantive case events. Alex, a 3L, tells me that mentorship also manifests in the level of thoroughness a supervisor puts into assignment instructions. Generalized assignments without context for how the assignment fits into a greater case strategy or goal can be understandably overwhelming and stressful for new lawyers. Most will agree that acquiring real practical skills in law school is a nice idea that rarely manifests in action.

Experienced lawyers should also keep in mind that while all new lawyers need mentorship, not everyone can ask for it. Because of this, actual day-to-day mentoring is more important than a formal program. This is how experienced lawyers can give without being asked. You can also be a mentor to those in your greater network. Bar association events are a great way to meet new lawyers and make them feel welcomed.

Don’t forget that mentors can be of use in ways beyond experience and knowledge.  Will tells me that, for him, a good mentor “should care about your life, not just the law.” We’re humans first, after all. According to Harvard Business Review, 84% of CEOs credited mentors with helping them avoid costly mistakes, and this guidance stems from emotional awareness, not just industry knowledge.^[2]

Tech competency is no longer an option.

This is an area where experienced lawyers can learn from the new generation. And they should. It is demoralizing and unnecessary to have to explain basic tech competency to someone twice your age making who knows how much times your salary.

Most newer attorneys grew up and are comfortable with tech. This presents an opportunity for “reverse mentoring” in which “[p]artnering with more digitally savvy workers can benefit employees who need to improve their tech skills. Through reverse mentoring (or even peer-to-peer mentoring), they can adapt to new tools, like generative AI, more quickly and confidently, and learn to make the most of platforms for collaboration like Slack or Microsoft Teams.”^[3]

Work-life balance in practice and not just a buzzword.

In 2023, Major, Lindsey & Africa conducted a survey of Gen-Z law students and young lawyers from around the world. Participants were asked to list the top challenges they see facing the legal industry/legal practice. Long hours; lack of work-life balance; and mental health/burnout topped the list.^[4] Young lawyers are motivated by “seeking a life that has strong boundaries between their personal and professional lives.”^[5]

A few sporadic nights burning the midnight oil, while not welcomed, is just the reality of being a new professional. These nights, however, need to be the exception, not the norm. True to that, I was encouraged to learn that everyone I spoke with do little to no work on the weekend. They also believe their employer’s expressed commitment to the elusive “work-life balance” is genuine and more than lip service.

Work schedule preferences vary by individual, but the new batch of lawyers are willing to adjust. For instance, Ashley, a 2020 law school grad who works in-house, has not struggled to find mentorship despite a fully remote schedule but acknowledges that for this dynamic to work, strong communication skills are key. Alex believes that the flexibility to work a few days from home is a fair respite in a job that can demand a lot. He also believes that in-office time is crucial for teamwork. For some, getting to know colleagues face to face makes collaboration on files less onerous and logistically taxing.

“We’re here for a reason. I believe a bit of the reason is to throw little torches out to lead people through the dark.” – Whoopi Goldberg. Entry to the practice of law can feel dark at times. For those who have managed to build or find some torches, let’s not forget to use them to light the way for others.

¹ https://www1.ncbex.org/statistics-research/bar-exam-results-jurisdiction
² https://www.forbes.com/sites/sarahhernholm/2025/06/02/what-great-mentorship-really-looks-like-and-how-to-find-it/
³ https://www.roberthalf.com/us/en/insights/management-tips/5-reasons-you-need-a-reverse-mentoring-program
⁴ https://nysba.org/wp-content/uploads/2025/11/2023-MLA-Gen-Z-Survey-Report-FINAL.pdf
⁵ Id.

Nicole Carnevale serves as Counsel, Litigation & Dispute Resolution at Eversource in Westwood, Massachusetts. She is the Third Vice Chair of the Corporate Counsel Committee.

New Members

• Alyssa Michelle Abrante
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• Rachel Scott
• Adam Harmon Sequeira
• Elinis Sequeira
• Maxwell Paul Shafer
• James M. Sharpe
• Byron David Shaw
• Elizabeth Shaw
• Scott Sheets
• Harrison Brooks Shelton
• Lindsey M. Shepard
• Christopher Joseph Sherlock
• Shelbi Shultz
• Jillian Delaney Siemiawski
• John Mitchell Sikes
• Jennifer L. Simmons
• Adam Simms
• Brittney B. Simpson
• Matthew Sink
• Daniel G. Skrip
• Alexandra M. Smith
• Bennett Smith
• Brenda Smith
• Harrison Smith
• Mackenzie Smith
• Sarah Smith
• Nicholas Smoger
• Anne Compton Snell
• Luis Solis
• Rachel Sorokin
• Zachary Sosnovich
• Carlos Soto-Quezada
• Olugbemisola Soyebo
• Alexus Speights
• John W. Spence
• Dane Spencer
• Alon Spevak
• Isabella Spinelli
• Rob Squire
• Sydney St. Pierre
• Mayra Stanton
• Thomas Starks
• Martha L. Steele
• Lauren M. Stevens
• Thomas Stevenson
• Jacob Stewart
• Patrick Stockalper
• Micaylee Rhae Stoddard
• Weston Thomas Stoddard
• Anthony Stokes
• Frank Harry Stolba
• Madelyn Strohm
• David P. Strup
• Clarke S. Sturge
• Mallory Sullivan
• Susan Koehler Sullivan
• Hayden Sutherland
• Andrea Marie Swan
• Joseph Swee
• Douglas Swenson
• Swen R. Swenson
• Amelia Claire Sylvest
• Jessica Tabibian
• Nima Tahamzadeh
• Khaled Taqi-Eddin
• Brian Michael Tarno
• Julyssa Tavares
• Emma H. Taylor
• Micaela Taylor
• Michele E. Taylor
• Rebecca S. Taylor
• Christina T. Tellado
• Thomas R. TerMaat
• Nicole Thacker
• William H. Thomas
• Connor James Thomson
• Emily Jo Thornton
• Alexander Tibor
• Jeffrey M. Todd
• Cheska Tolentino
• Lauren Joanne Towell
• Sarah T. Tremer
• Ankur Trivedi
• Marlyssa Tucker
• Micah O. Udeh
• John Underhill
• Joseph Unger
• Zachary Charles Valkovci
• Ryan Van Buren
• Alexandra Varela
• Suraj Vege
• Sarvani Vemuri
• Alexander J. Verdugo
• Jackson Christopher Vicknair
• Irene Vitale
• Joseph Vogel
• Lexi Elizabeth Voorhies
• Mary Vu
• Tevyn Waddell
• Lauren Gessner Walker
• Jacob W. Walker-Fairchild
• Cristina Wallace
• Trey Wampler
• Christal Marie Wang
• Justine M. Ware
• Maxwell Robert Warnick
• Thomas Webb
• Jack Weisbeck
• Leslie Pennison Wells
• Madison Taylor Welsh
• Jessica Rachel Whelan
• Sophia White
• Jason Todd Whitehead
• Mary Grace Whitten
• Yakov Paul Wiegmann
• Richard W. Wiese
• William Edwin Wildman
• Chelsea Anne Williams
• Jonathan Williams
• Montana Williams
• Brett Michael Wilson
• Nicholas Wise
• Dan Witcher
• Emily Barbera Wood
• Garth Woodson
• Grier Hudson Worthy
• Steven G. Wraith
• Irie Yee
• Megan S. Young
• Vasilios Zimarakos
• Arthur Zitsow

Advocates

• Morgan Amiaga
• David A. Anderson
• Stephanie Angolkar
• Chance C. Arias
• William J. Aubel
• Matthew W. Bailey
• Amber Barlow Garcia
• Patrick W. Begos
• David M. Bienvenu
• Kyle E. Bjornlund
• Hannah Black
• Cortlin Lee Bond
• Fred E. (Trey) Bourn
• Patrick A. Bousquet
• Angela M. Bowlin
• Alan G. Brackett
• Charles Branson
• Jody E. Briandi
• Gabrielle Broders
• Ashley K. Brown
• Jeff K. Brown
• Heather A. Bub
• Brian H. Buddell
• Ariana Busby
• Robyn M. Butler
• John P. Cahill
• Gary M. Carter
• Michael D. Carter
• John V. Cattie
• Sergio E. Chavez
• Steven J.T. Chow
• Amy D. Christensen
• Thomas H. Citron
• Glenn B. Coffin
• Andrea E. Cook
• Stephen P. Cooney
• Richard T. Coyne
• William James Cozort
• Jennifer A. Creedon
• Michelle Thurber Czapski
• Shane M. Dawson
• Dessi N. Day
• Heather L. Dechert
• Kristen E. Dennison
• Kim T. Duong
• Stephanie U. Eaton
• Jill Eckhaus
• Hanna Eickmeier
• Vince Eisinger
• Thomas J. Eppling
• June J. Essis
• Andrew R. Ferguson
• Cassie Ferries
• Frank Fletcher
• Joseph Fontak
• Jane M. France
• Mark A. Fredrickson
• Vincent Geis
• Samantha Geraghty
• Daniel I. Graham
• Roberta F. Green
• Raymond H. Groble
• Tyler Haigh
• Thomas K. Hanekamp
• Jaren A. Hardesty
• Justin A. Hardin
• Michael Henthorne
• Karen M. Herzog
• Renea E. Hooper
• Whitney Horak
• Christopher John Hurst
• Damian S. Jackson
• Diana Leigh Jacobs
• Matthew M. Johnson
• Kelly Grigsby Jones
• Thamir A.R. Kaddouri
• Stephen C. Keller
• Eric E. Kinder
• Joseph L. Kish
• Wayne A. Kline
• Matthew J. Lavisky
• Renée Welze Livingston
• Beth A. Lochmiller
• Hannah Lowe
• Jeffrey E. Lowe
• Ryan J. Lucinski
• Mallory Fields Maddocks
• Jeffrey C. Mando
• Sara Mangan
• Juan M. Marquez
• Rafael E. Martinez
• Brett A. Mason
• Michael McGrory
• Christopher McKeon
• Christy L. McMannen
• Kurtis Robert McManus
• William K. McVisk
• Heather L. Mills
• Jeffrey Mitchell
• Jeffrey T. Mitchell
• Matthew G. Moffett
• Clark Monroe
• Robert A. Mooney
• Julie Ann Moore
• Linda Bondi Morrison
• Denise Smith Motta
• James R. Nieset
• Maggie Ogletree
• John R. Owen
• Jennie Porche Pellegrin
• Charles B. Peoples
• Megan S. Peterson
• Sean C. Pierce
• Ashley Lynn Pipari
• Sheldon R. Poole
• Joshua Daniel Poovey
• Irene Porter
• Roy D. Prather
• Courtney Presthus
• Shannon N. Proctor
• Zachary B. Pyers
• Paul A. Rajkowski
• Olivia Rayburn
• Alexander Reinboth
• Rachel Tallon Reynolds
• Jill Cranston Rice
• Atasia Rashae Richardson
• Nicholas E. Richardson
• David Rosinsky
• Jonah D. Samples
• Evan Michael Schantz
• Stewart K. Schmella
• Jessica E. Schwie
• Elizabeth Sconzert
• Brian M. Searls
• Patrick L. W. Sefton
• Mark D. Shifton
• John M. Sier
• Robert J. Sniffen
• Kenton H. Steele
• Steven Stutsman
• Jodi V. Terranova
• Jay T. Thompson
• Morgan Trenary
• Cathy S. Trent-Vilim
• Edward P. Tugade
• Tracey L. Turnbull
• Sara M. Turner
• Brian Anthony Vandiver
• David C. Vaughn
• Kanton Vaverka
• Margreta Vellucci
• Patrick G. Vipond
• Charissa N. Walker
• Julie F. Wall
• Danielle M. Waltz
• Ashley W. Ward
• James M. Weiss
• Stanley P. Wellman
• Todd Weston
• J. Michael Wheiler
• Thomas G. Wilkinson
• Pauline C. Will
• Natasha L. Wilson
• Scott A. Witty
• Randall J. Wood
• Ricardo A. Woods

2026 Civil Rights and Governmental Tort Liability Seminar
February 18–20, 2026 | Orlando, Florida

DRI is proud to announce the 39th annual Civil Rights and Governmental Tort Liability Seminar in Orlando, Florida. This seminar will provide you with invaluable information and tools to represent government entities from intake through appeal. This year’s faculty includes a renowned Supreme Court advocate, legal scholars, seasoned litigators, in-house government lawyers, and a qualified immunity expert, alongside law enforcement, employment, land use, and education experts from across the United States. Session topics will cover national trends and developments in the realm of civil rights and governmental tort liability litigation. Attendees will learn practical tips and strategies for addressing issues in the areas of qualified immunity, Monell claims, Amicus briefing, law enforcement defense, education, employment, land use, and more. The 2026 program also offers the opportunity to network, exchange ideas, and develop winning strategies with experienced litigators, insurance professionals, government lawyers, and other experts in the field. Save up to $700 when you register by January 12!

2026 Women in the Law Seminar
February 18–20, 2026 | Orlando, Florida

Join us in Orlando–the city where dreams come true–for a transformative seminar designed to help women in the legal field build the skills needed to achieve both professional and personal success! When women in law unite, there’s nothing we can’t accomplish! This event brings together an inspiring lineup of psychologists, top trial litigators, businesswomen, and in-house counsel, all sharing their expertise and insights. From leadership strategies to self-care techniques, you’ll walk away with practical tools to reignite your passion and grow stronger, healthier, and more empowered in your career. Together, we will experience the magic of Women in the Law. Let’s build, grow, and lead in a profession that is stronger when we rise together! Save up to $700 when you register by January 12!

2026 Product Liability Conference
February 18–20, 2026 | San Antonio, Texas

The 2026 DRI Product Liability Conference offers fresh insights into the rapidly evolving field of product liability law. Through interactive sessions, case studies, and technology-focused programming, participants will explore strategies for defending claims, addressing regulatory expectations, and responding to the use of AI in litigation. Attendees will also gain practical tools for improving communication across generations and strengthening trial strategies through innovation. Alongside the education, the conference provides rich opportunities to connect with manufacturers, experts, and peers to build lasting professional relationships. Save up to $700 when you register by January 12!

2026 Construction Law Seminar
March 25–27, 2026 | Nashville, Tennessee

As any experienced construction lawyer will attest, there is no such thing as a flawless construction project. Every phase—whether it’s drafting and negotiating the contract, mobilizing crews, and breaking ground, addressing unforeseen site conditions, identifying, and remediating defects, or navigating costly project delays—presents its own set of risks, complexities, and opportunities for dispute. These challenges are further compounded by the increasing threat of natural disasters and extreme weather events, which have become more frequent and disruptive in recent years. Such events can halt work, damage partially completed structures, and trigger cascading claims involving multiple parties. In this environment, construction professionals face not only traditional contractual and operational issues but also new and unprecedented hurdles that test the limits of risk allocation and project planning. When conflicts do occur, effective litigation and dispute resolution become essential tools. How do attorneys, clients, and insurers work together proactively to identify vulnerabilities before ground is broken, manage claims as they arise, and effectively manage relationships throughout litigation? In today’s construction landscape, risk management is no longer a single step in the process—it is a continuous, strategic effort from start to finish. Join the DRI Construction Law Committee as we share practical strategies for practicing in this challenging and ever-evolving landscape. Save up to $700 when you register by February 9!

2026 Medical Liability and Health Care Law Seminar
March 25–27, 2026 | Nashville, Tennessee

The premier DRI Medical Liability and Health Care Law Seminar is returning to Nashville, TN! Join us at the Renaissance Nashville Hotel, just a short walk from the heart of the city, for an event tailored by defense counsel, in-house counsel, and claims professionals. At this year’s event, you’ll gain access to unparalleled insights, unique networking opportunities, CLE credit, and so much more! The 2026 seminar is complete with exceptional faculty, including a urologist, ophthalmologist, jury consultant, and the attorney who defended the high-profile Kowalski v. Johns Hopkins case ("Take Care of Maya"). Plus, hear from experts on HIPAA, life care planning, damages, "wearable" tracking devices, and finally, an obstetrician/attorney birth trauma specialist. Join us to reconnect with clients and colleagues at on- and off-site networking events and explore all that Nashville has to offer. We look forward to seeing you in March! Save up to $700 when you register by February 9!