Constangy attorney Chris Deubert broke down the decision by Massachusetts appeals court guidance on standing in data breach cases requiring plaintiffs to allege cognizable damage rather than risk of future harm.
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A Massachusetts appeals court has provided new guidance on standing in data breach cases, finding that plaintiffs must allege “cognizable damage,” not simply the risk of…
Company
Constangy
Representation and Resources in Labor, Employment, Cybersecurity and Data Privacy Law
- Industry
- Law Practice
- Location
- Atlanta, US
- Company size
- 201–500 employees
About Constangy
Constangy, Brooks, Smith & Prophete has more than 250 attorneys across 21 states and the District of Columbia, offering services including the defense of single and multi-plaintiff employment discrimination, harassment and retaliation claims; complex wage and hour litigation; workplace safety; affirmative action compliance; workers’ compensation; ERISA and employee benefits; immigration; labor relations; cybersecurity & data privacy. We are one of the largest labor and employment law practices in the U.S. Constangy holds a national Tier 1 ranking from the U.S. News & World Report/Best Lawyers Best Law Firms survey, and has been called a “go to” law firm by Corporate Counsel and Fortune magazine. Many of our attorneys have been recognized by leading authorities such as Chambers USA®, The Best Lawyers in America® and Martindale-Hubbell. Facebook: www.facebook.com/Constangylaw Blog: http://www.employmentandlaborinsider.com Blog: https://www.constangy.com/constangy-cyber-advisor
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Latest activity from Constangy
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Presence & Recognition
Constangy Cyber Team Vice Chair Richard Goldberg presented during REN-ISAC's Cyber-Insurance and Risk Management 101 virtual webinar on September 2nd.
Presence & Recognition
Constangy is hosting the 2026 Jacksonville Labor & Employment Law Workshop on Wednesday, October 14th at the Ponte Vedra Inn & Club in Ponte Vedra Beach, Florida.
Presence & Recognition
Constangy partner Cara Crotty discussed why employers shouldn't abandon adverse-impact analysis or validation studies with SHRM.
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