Nicholas T. Franchetti

Attorneys, Kate A. Sherlock and Nicholas T. Franchetti, authored the article, "Unchartered Waters: The AI Phishing Wave Is Here," for the New Jersey Law Journal writing, "AI is poised to make both traditional and spear phishing cheaper and more effective." For traditional phishing, AI can generate and send thousands of emails in virtually no time, whereas an individual threat actor would have needed minutes or hours to write each underlying email. Moreover, as AI has become more sophisticated, studies have shown that AI-generated emails are now indistinguishable from those written by humans. AI’s effect on spear phishing has been even more pronounced. ...

Compared to traditional sports, esports are in a constant state of flux at almost every level. New games enter the competitive scene as they are released or gain popularity, and the games themselves experience updates and balance changes throughout the year, from minor tweaks to new playable characters or maps. These changes are almost entirely decided by the games’ developers, who control not just the content of the games, but also have substantial influence over the competitions involving them, creating a tournament landscape that can be difficult to navigate for newcomers and professionals alike....

On March 19, 2022, the New Jersey Assembly Labor Committee considered and pushed forward a bill, A3715, which codifies many of New Jersey’s existing standards for non-compete agreements, but adds a number of new restrictions both to the viable (and prohibited) terms for non-competes, as well as to the procedures that employers must follow to establish and enforce them. We’ve previously written about other legislative attempts to regulate the use of non-competes, as seen here. A3715 is the latest such attempt and contains changes, if enacted, employers should know about immediately. The procedural changes, such as a requirement that the employer disclose the terms of the non-compete 30 days before the commencement of employment, are important to the extent that employers will have to be aware of and comply with them if and when A3715 becomes law. Conversely, A3715’s restrictions on the terms of non-competes present an immediate concern for employers because A3715 explicitly excludes any non-compete “in effect on or before the date of enactment.”...