Intellectual Property Attorney Kevin S. Sprecher Joins Clark Hill Chicago
CHICAGO, IL – Kevin S. Sprecher has joined Clark Hill PLC as Senior Counsel in the firm’s growing Chicago office. His practice focuses on all aspects of intellectual property law including U.S. and international patent prosecution, portfolio management and counseling, as well as licensing, internet issues, brand development, U.S. and international trademark prosecution, regulatory compliance, antitrust, trade secrets, due diligence and general corporate law.
He has extensive experience working with companies ranging from small startups to Fortune 500 corporations. Sprecher has counseled clients in a broad-range of technology areas including medical devices, elevators, software, mining equipment, paper and produce packaging, electronic toys, chemical processes, pneumatic tooling, garment processing systems, diesel engines, consumer electronics and conveyor systems.
Sprecher earned a J.D. from Valparaiso University School of Law and a B.S. from Purdue University.
Clark Hill PLC is an entrepreneurial, full service law firm that provides business legal services, government & public affairs, and personal legal services to our clients throughout the country. With offices in Arizona, Delaware, Illinois, Michigan, New Jersey, Pennsylvania, Washington, D.C. and West Virginia, Clark Hill has more than 300 attorneys and professionals. For more information on our firm and our services, visit www.clarkhill.com.
FAQs: Mandatory COVID-19 Vaccines and the Automotive & Manufacturing Industries
Join us for a presentation where we will share the considerations, implications, and answer your frequently asked questions surrounding the implementation of mandatory COVID-19 vaccines.
Tea & Tidbits: Benefits Strategies for Small Employers
June’s discussion will center around benefit strategies for start-ups or employers who are small and aren’t sure if they can offer benefits at all.
Religious Accommodations: What Every Employer Needs To Know
This webinar will discuss the practical and legal issues relating to religious accommodations. This includes determining whether an employee has a sincerely held religious belief, what information you can request in connection with a request for a religious accommodation, and whether a request for an accommodation is reasonable.