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Capabilities 16 results

Practice Area

Labor & Employment

Our Labor & Employment Practice is one of the largest and most experienced practices among the country’s multi-disciplined law firms. Our attorneys represent global employers of all types and sizes—ranging from the Fortune 100 to privately held startups—often serving as national, regional, or preferred counsel to many of these major employers....Read more

Practice Area

Class Actions & Group Litigation

Winston has developed a consistent record of success handling class action cases in state and federal courts. The practice is anchored by seasoned class action lawyers, many of whom have been recognized by Chambers USA and other ranking organizations as being top practitioners in their field. Our clients rely on us to steer them through class action matters by drawing on the firm’s significant experience in resolving complex litigation using creative and aggressive arguments, across a broad range of class, collective, coordinated, and mass actions, as well multidistrict litigation. We also have succeeded at trial in several class actions—a rare occurrence....Read more

Industry

Sports

Winston has one of the world’s premier sports law practices. Our work has included some of the most famous legal matters in sports history—including Alston v. NCAA, the case that culminated in a 9–0 Supreme Court victory for the college players against the NCAA; the US$2.15B Los Angeles Dodgers acquisition; McNeil v. the NFL, the landmark antitrust jury trial that led to the establishment of free agency in the NFL; the multi-billion-dollar construction and permanent financings for SoFi Stadium; and Morgan v. USSF, the case that led to a historic equal pay settlement for the players on the Women’s National Team. Our work is transforming this global, multibillion-dollar industry....Read more

Insights & News 360 results

The Reg E Reader

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March 26, 2025

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4 Min Read

Shifting the Focus: Growing Risks of Class Action Litigation in Lieu of CFPB (Non)-Enforcement

Since 2010, the CFPB has been the primary enforcer of the federal consumer protection laws, recovering over $20 billion for American consumers

Investigations, Enforcement, & Compliance Alerts

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March 20, 2025

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10+ Min Read

Fourth Circuit Allows Immediate Enforcement of DEI Executive Orders: Implications for Federal Contractors and Grant Recipients

On March 14, 2025, in a late Friday decision, a panel of judges from the U.S. Court of Appeals for the Fourth Circuit ruled that, for the time being, the Trump Administration is permitted to enforce Executive Orders (EOs) 14151 (Ending Radical and Wasteful Government DEI Programs and Preferencing) and 14173 (Ending Illegal Discrimination and Restoring Merit-Based Opportunity), which prohibit Diversity, Equity, and Inclusion (DEI) (also referred to as Diversity, Equity, Inclusion, and Accessibility, or DEIA in the EOs) efforts within the federal government and by federal contractors, respectively.

Benefits Blast

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March 19, 2025

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2 Min Read

Department of Labor Increases Civil Penalties for Noncompliance

Effective January 15, 2025, the United States Department of Labor increased its ERISA health and welfare civil penalties for noncompliance. 

View All Insights & News

Other Results 21 results

Law Glossary

What Is the Equal Rights Amendment?

Currently, the Constitution does not guarantee that all the rights it protects are held equally by all citizens without regard to sex. With 24 words, the Equal Rights Amendment would change that. It would provide that “[e]quality of rights under the law shall not be denied or abridged by the United States or any State on account of sex.” It would also give Congress the power to enforce that constitutional guarantee by passing legislation....Read more

Site Content

What Is CCPA?

Enacted in 2018, the California Consumer Privacy Act (CCPA) is a broad state law that provides California residents with...Read more

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Policies & Notices

Winston & Strawn LLP is committed to providing employment opportunities to individuals whose experience and abilities best match job requirements. It is the policy of Winston & Strawn, in accordance with the provisions of local, state, and federal legislation dealing with employment and personnel practices, to ensure equal employment opportunity to all qualified persons without regard to race (including but not limited to, hair texture and protective hairstyles, which include but not limited to, such hairstyles as braids, locks, and twists), color, religion (including religious dress and grooming practices), personal appearance, creed, national origin (includes language use and possession of a driver’s license issued to persons unable to prove their presence in the United States is authorized under federal law, sex (including pregnancy, childbirth, breastfeeding and/or related medical conditions), gender identity or expression, ancestry, age (40+), sexual orientation, sexual preference, physical or mental disability, medical condition (including cancer and HIV/AIDS), marital status, genetic information (including family medical history), familial status or responsibilities, matriculation, political affiliation, order of protection status, salary or wage history, current employment status, disabled veterans, recent separated veterans (within three years of discharge or release from active duty), armed forces service medal veterans (veterans who, while on active duty, participated in a U.S. military operation for which an Armed Forces service medal was awarded), and other protected veterans (veterans who served as active duty during wartime or in a campaign or expedition for which a campaign badge has been authorized), or any other status protected by applicable federal, state, or local law (collectively, “protected characteristics). It is the interest and desire of the firm that equal opportunity be provided in employment and personnel policies and practices, such as recruiting, hiring, promotions, reassignments, transfers, Firm-Sponsored training, compensation, benefits, layoffs and recalls, terminations, recreation programs and all other privileges, terms, and conditions of employment....Read more
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