DHS and DOJ Publish Joint Guidelines for Voluntary Sharing Cyber Threat Indicators and Defensive Measures with Federal Government
Client Alert | 1 min read | 06.17.16
On June 15, 2016, the Department of Homeland Security jointly issued with the Department of Justice guidelines and procedures available here for the voluntary sharing and receiving of cyber threat indicators and defensive measures between and among non-federal and federal entities and among private entities for cybersecurity purposes. These guidelines and procedures, which are directed to be published pursuant to the Cybersecurity Information Sharing Act of 2015 (CISA), describe what types of information may be shared, the mechanisms for sharing it (including through the DHS-operated Automated Indicator Sharing platform), and how to safeguard privacy and civil liberties to qualify for the liability and other protections afforded by CISA, which include a limited antitrust exemption; exemption from state and federal disclosure laws; exemption from certain state and federal regulatory uses; no waiver of privilege; protection for commercial, financial and proprietary information; and an ex parte communications waiver.
Insights
Client Alert | 3 min read | 06.12.26
DOJ Guidance Backs Away From Disparate Impact Liability
On June 9, 2026, the U.S. Department of Justice (DOJ) issued a formal opinion concluding that the Equal Opportunity Employment Commission’s (EEOC) existing interpretations of Title VII of the Civil Rights Act of 1964 (Title VII) disparate-impact liability, including the Uniform Guidelines on Employee Selection Procedures (UGESP), are unconstitutional. According to the opinion, EEOC’s prior interpretations contemplate liability based on disproportionately adverse effects alone, without regard to an employer’s likely intent, rather than treating disparate impact as an evidentiary mechanism to “smoke out” intentional discrimination. DOJ found that this approach functions as a “qualified racial-proportionality mandate” that places “a racial thumb on the scales, often requiring employers to evaluate the racial outcomes of their policies, and to make decisions based on (because of) those racial outcomes.” The opinion fulfills one mandate of Executive Order 14281, which rejected disparate-impact liability insofar as it “creates a near insurmountable presumption that unlawful discrimination exists wherever there are any differences in outcomes among different [demographic groups].”
Client Alert | 4 min read | 06.12.26
Auto Dealers: The FTC Is Back in the Driver’s Seat — Warning Letters Signal Renewed Federal Scrutiny
Client Alert | 13 min read | 06.12.26
Client Alert | 4 min read | 06.12.26
