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ANOTHER SUCCESSFUL = EVENT!

AMEC'S EMERGING LEA= DERS BOARD'S JOINT MIXER WITH

THE LACBA BARRISTER= S SECTION

On June 12, the Emerging L= eaders Boards joined the LACBA Barristers section in hosting the hotly anti= cipated joint mixer on the Sony lot. Like with the prior event in 2023, the= event was a sell-out with all tickets being sold (and a waitlist generated= !) shortly after the event was announced in late May. The Emerging Leaders = Board was pleased with the event, which featured appetizers and an open bar= , raffle of prizes donated by AMEC and SAG-AFTRA, and some great conversati= ons among attendees throughout the evening. After such successes in 2= 023 and 2024, the ELB is looking to make this event a repeat fixture on the= calendar.

= ;

We are pleased to announce= that Claire-Lise Kutlay won the raffle for two ticke= ts to AMEC's 2025 Counsel of the Year Awards!

= ;

(Tickets will be available= for purchase later this year.)

ANNOUNCING THE BLACK SWAN AWARD FOR INNOVATION IN

THE STUDY, TEACHING= , OR PRACTICE OF ENTERTAINMENT/MEDIA LAW

= ;

As part of the 20th Annive= rsary Celebration, AMEC will introduce a new category for the Counsel of th= e Year Awards: The Black&= nbsp;Swan Award for = Innovation in the Study, Teaching, or Practice of Law. This award celebrate= s groundbreaking advancements that defy conventional expectations and signi= ficantly impact the legal field. It recognizes rare and transformative inno= vations that disrupt traditional paradigms, highlighting individuals, teams= , or organizations pushing the boundaries of legal scholarship, pedagogy, o= r practice.

= ;

Nominees for the Black Swan Award demonstrate exceptional cr= eativity, vision, and ingenuity in their approach to legal research, educat= ion, or advocacy. Whether through pioneering technological solutions, novel= teaching methodologies, or visionary legal strategies, recipients of this = prestigious honor make remarkable contributions to the evolution and improv= ement of the legal profession.

= ;

Judged on the basis of ori= ginality, impact, and sustainability, the Black Swan Award acknowledges those who challenge the status quo and= inspire others to rethink existing norms and conventions. By honoring inno= vation in the study, teaching, or practice of law, this award encourages co= ntinued experimentation and exploration, fostering a culture of forward-thi= nking excellence within the legal community.

= ;

Please submit your nominat= ion to: mhappy@theamec.org.

20th Anniversary Ce= lebration Of The Counsel of the Year Awards

CALL FOR NOMINATION= S

CELEBRATING LEGAL E= XCELLENCE

= ;

Step into the realm of gre= atness as the Association of Media and Entertainment Counsel (AMEC), an ill= ustrious organization with an esteemed 20-year legacy, beckons forth the cr= =C3=A8me de la cr=C3=A8me of legal minds. With over 14,000 distinguished in= -house counsel and business luminaries hailing from renowned studios, netwo= rks, Guilds, talent agencies, and leading entertainment and media conglomer= ates, AMEC proudly presents its most momentous occasion yet - the Annual Co= unsel of the Year Awards.

= ;

Mark your calendars and pr= epare for an unforgettable evening on January 16, 2025, as we honor the par= agons of legal prowess across a spectrum of categories:

= ;

Black Swan Award

PwC Daniel Brandhorst Dealmaker of the Year (Ta= lented Dealmaker)

Rising Star (Shining Bright with less than 10 y= ears of law practice)

Music Counsel

Sports Counsel

Labor and Employment Counsel

Technology and New Media Counsel

Public Counsel (Governmental Agency/Non-Profit)=

Live, Hospitality, & Location-Based Enterta= inment Counsel

Excellence in Alternative Dispute Resolution (E= xpert Mediator, Arbitrator, Referee/Special Master, Neutral Evaluator)

Excellence In Legal Education

Law Firm of the Year

= ;

In a special commemoration= of our 20th anniversary, each honoree will receive an exclusive 20th-anniv= ersary commemorative award, crafted to mark this historic milestone. These = commemorative awards will be retired after the ceremony, making them a cher= ished symbol of distinction for years to come.

= ;

To nominate an outstanding candidate, kindly pr= ovide the following details:

= ;

Name

Title

Organization

Contact Details

= ;

Should you prefer to keep your nomination anony= mous, please let us know.

= ;

Seize this momentous oppor= tunity and submit your nominations now to AMEC Executive Director Monique H= appy at mhappy@theamec.org. Prepare to bear witness to the ascent of legal = legends as they are rightfully acknowledged at the 2025 Counsel of the Year= Awards.

= ;

For a glimpse into our esteemed past honorees,&= nbsp;click here.

= ;

PLEASE NOTE: Except for th= e Law Firm of the Year category, nominations and honorees are limited to in= -house counsel only.

= ;

We are getting an early st= art on the nomination process so you don't miss your chance to be a part of= this historic celebration of legal excellence!

= ;

Memorable Moments: = Relive The Excitement Of

The 2024 Counsel Of= The Year Awards In The Highlights Video

= ;

We are thrilled to highlig= ht the exceptional work of the media and entertainment legal community at t= he 2024 Counsel of the Year Awards. As the only organization of its kind, A= MEC plays a pivotal role in our industry, providing cutting-edge legal semi= nars, invaluable networking opportunities, and, perhaps most importantly, r= ecognizing the outstanding but often overlooked achievements of in-house co= unsel across studios, networks, guilds, talent and management agencies, and= all the major entertainment and media companies.

= ;

From navigating complex co= ntracts to safeguarding creative rights, this year=E2=80=99s honorees are t= he unsung heroes behind the scenes, ensuring that the magic of storytelling= thrives while upholding the highest standards of integrity and legality. T= heir inspiring acceptance speeches, filled with passion and gratitude, serv= e as a testament to their dedication and vision.

= ;

The atmosphere at the even= t was nothing short of electrifying, with industry leaders, influencers, an= d rising stars coming together to celebrate our collective achievements. It= was a night filled with inspiration and camaraderie, reminding us all of t= he incredible impact we can make when we collaborate and support one anothe= r.

= ;

As we reflect on this unfo= rgettable evening, we eagerly anticipate the milestone 20th Anniversary Cou= nsel of the Year Awards ceremony on January 16th, 2025! (Click here for the 2024 Counsel of the Year Awards Recap Video)

= ;

Save the date, as we conti= nue to honor and elevate the brightest lights in our industry!

= ;

#CounselOfTheYear #MediaExcel= lence #EntertainmentIndustry #Inspiration #20thAnniversaryCelebration #2025= COTYA

Sabrina Ment being intervie= wed by Kirsten= Spruch

Sabrina received the

2024 Music Counsel of the Y= ear Award

Video 1 of 3

AMEC'S SPECIAL EMPL= OYMENT LAW ISSUE - PART 2

What to Expect... From the New Pregnant Workers Fairness Act Regul= ations

Lane Powell

The P= regnant Workers Fairness Act (PWFA) regulations issued by the EEOC become e= ffective on June 18, 2024. Passed in 2023, the PWFA is a federal law that m= andates employers provide reasonable accommodations for pregnancy, childbir= th, or related medical conditions. However, many states already require emp= loyers to provide accommodations and leave for pregnancy, such as Washingto= n and Oregon. Read on to learn more about how employers in these states sho= uld coordinate federal and state laws regulating pregnancy.

What = Employers Should Know About the Federal PWFA

The P= regnant Workers Fairness Act requires employers with at least 15 employees = to provide reasonable accommodations to an employee=E2=80=99s known limitat= ions related to pregnancy, childbirth, or related medical conditions. Like = the federal Americans with Disabilities Act (ADA), the PWFA requires an int= eractive process and provides an undue hardship defense in most but not all= circumstances.

Unlik= e the ADA, however, the PWFA rules declare certain modifications are reason= able as a matter of law =E2=80=9Cin virtually all cases,=E2=80=9D and shoul= d only be reviewed under a =E2=80=9Cpredictable assessment.=E2=80=9D In suc= h cases, the individualized assessments of requests for these modifications= should be =E2=80=9Cpredictable,=E2=80=9D and employers should have a strea= mlined approach to evaluating the requests. The regulations also state that= it is =E2=80=9Cnot reasonable=E2=80=9D for an employer to request supporti= ng documentation from an employee requesting one of these accommodations if= the employee provides =E2=80=9Cself confirmation=E2=80=9D confirming the e= mployee=E2=80=99s limitation and the adjustment or change needed due to the= limitation. The regulations state that the following accommodations should= be subject to =E2=80=9Cpredictable assessments:=E2=80=9D

Allowing an employee t= o carry or keep water near and drink as needed;
Allowing an employee t= o take additional restroom breaks, as needed;
Allowing an employee w= hose work requires standing to sit and whose work requires sitting to stand= as needed; and
Allowing an employee t= o take breaks to eat and drink as needed.

Perha= ps most significantly, under the PWFA, pregnant employees can receive an ac= commodation even if they are unable to perform essential functions of the j= ob if the inability to perform those functions is for a temporary period, t= he function can be performed in the near future, and the inability can be r= easonably accommodated.

=E2= =80=9CIn the near future=E2=80=9D is a term of art. For a current pregnancy= , =E2=80=9Cin the near future=E2=80=9D means 40 weeks from the temporary su= spension of an essential function. For conditions other than a current preg= nancy, the regulations state that the determination should be made on a cas= e-by-case basis, and do not specify a specific time for =E2=80=9Cin the nea= r future.=E2=80=9D

The P= WFA also prohibits the following employer actions:

Requiring an employee = to accept an accommodation without utilizing the interactive process to arr= ive at a reasonable accommodation;
Denying employment opp= ortunities to a qualified employee or applicant based on the entity=E2=80= =99s need to make a reasonable accommodation for the employee or applicant;=
Requiring an employee = to take leave if another effective reasonable accommodation can be provided= that would let the employee keep working (absent undue hardship); <= /li>
Taking an adverse acti= on against a qualified employee because the employee has requested or used = a reasonable accommodation;
Retaliating against an= individual for reporting or opposing unlawful discrimination under the PWF= A or participating in a PWFA proceeding (such as an investigation); and
Interfering with any individual=E2= =80=99s rights under the PWFA.

A group of 17 states have fil= ed a lawsuit in federal court challenging the EEOC=E2=80=99s regulation for= inclusion of abortion as a =E2=80=9Crelated medical condition.=E2=80=9D Th= ese states have asked the federal court to enjoin the implementation of the= regulation pending the court=E2=80=99s ruling. This lawsuit could impact e= nforceability of the PWFA regulations, so employers should stay tuned. = ;

Click here to read the entire artic= le