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Export Controls: State Offers Salve to Longstanding Irritant for Dual and Third Country Nationals

Client Alert | 1 min read | 08.11.10

Today, the Directorate of Defense Trade Controls published a proposed rule (75 Fed. Reg. 48625 (Aug. 11, 2010)) that would soften considerably the longstanding policy of requiring authorized foreign recipients of ITAR controlled technical data (or defense articles) to obtain express authorization for its employees who are dual or third country nationals to have access to the controlled information. State recognizes its prior policy implicates human rights issues and has caused significant concern for companies (and governments) of major allies such as Canada and the United Kingdom where employment laws strictly limit use of citizenship and nationality data.

The proposed rule, if adopted in its current form, would not signal a complete retreat. It would cover only those bona fide, regular employees of the foreign end user or consignee, and only those located in the same physical territory as the end user is located or the consignee operates. Furthermore, the proposed rule would require that the end user or consignee have in place screening systems designed to ensure that its employees agree not to retransfer any of the information received except as authorized and that they do not have regular or substantive contact with proscribed countries listed in § 126.1. This latter requirement which must be documented in a technology security/clearance plan may prove to be burdensome but significantly less offensive to our allies than the prior policy.

Interested parties have until September 10, 2010 to submit comments on the proposed rule.

Insights

Client Alert | 3 min read | 02.27.26

EEOC v. Coca-Cola Beverages Northeast, Inc.: Another Step Focused on the EEOC’s Goal of Eradicating Unlawful DEI-Related Practices

On February 17, 2026, the U.S. Equal Employment Opportunity Commission (EEOC) filed a complaint against Coca-Cola Beverages Northeast, Inc., in the United States District Court for the District of New Hampshire, alleging that the company violated Title VII of the Civil Rights Act of 1964 (Title VII) by conducting an event limited to female employees. The EEOC’s lawsuit is one of several recent actions from the EEOC in furtherance of its efforts to end what it refers to as “unlawful DEI-motivated race and sex discrimination.” See EEOC and Justice Department Warn Against Unlawful DEI-Related Discrimination | U.S. Equal Employment Opportunity Commission....