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Mary Siceloff, Author at Weintraub Tobin - Page 103 of 179

Welcome to the Weintraub Tobin Resources Page

Browse below for news, legal insights, information on presentations and events, and other resources from the Weintraub Tobin legal team.


Darrell White Appointed American Bar Association, Litigation Section Liaison to the Commission on Hispanic Legal Rights and Responsibilities

Weintraub congratulates Darrell White in our Newport Beach office on his appointment to serve as the American Bar Association, Litigation Section Liaison to the Commission on Hispanic Legal Rights and Responsibilities. The Commission was created in 2010 to address the challenges and responsibilities facing Hispanics in and within the legal system of the United States. The ABA is one of the world’s largest voluntary professional organizations, with nearly 400,000 members and more than 3,500 entities. For more information on the Commission please click here.

Darrell is an associate at Weintraub Tobin, specializing in commercial litigation. Darrell has represented companies both small and large, from real estate to financial services industries, on complex litigation matters. He recently obtained dismissal of a regulatory action where Plaintiff sought $67.5 million from a national outdoor sporting goods company. Outside of the office, Darrell is an active Board Member with the Orange County Hispanic Bar Association where he currently serves as CFO.

Neutral Services: We Help You Connect The Pieces

The Labor & Employment attorneys at Weintraub Tobin can help you avoid expensive and protracted litigation. We specialize in:

  • Training supervisors on various workplace issues, including preventing harassment, discrimination, and retaliation; workplace health and safety; and managing leave laws.
  • Conducting independent investigations into complaints of misconduct in the workplace.
  • Mediating employment disputes both pre and post litigation

For more information please contact:

Lizbeth “Beth” West 916.558.6082 or lwest@weintraub.com

Vida L. Thomas 916.558.6058 or vthomas@weintraub.com

Meagan D. Bainbridge 916.558.6038 or mbainbridge@weintraub.com

Employee Requests For Payroll Records: Haste Makes, er, a Hash of Things

Conventional wisdom notwithstanding, employers are people or, if they are not, they are staffed by people. People often take short cuts. HR workers are no different from anybody else.  They are prone to take the shortest distance between two points.  It may be for that reason that I am increasingly seeing employers make a common error in responding to employee requests for “payroll records”. Labor Code section 226, among other things, requires an employer who receives a written or oral request (from a current or former employee) to inspect or copy records to comply with the request “as soon as practicable,” but no later than 21 calendar days of the request.

Let me back up a second; Labor Code section 226 requires employers to produce to employees at the time of payment of wages, a statement that contains nine specific categories of information, including the “legal” name of the employer (more on that in another blog); a description of deductions and all time worked, wages earned and paid, and all hourly rates of pay.  Failure to comply with this section can cause an employer no end of grief.

The same section requires employers to retain a copy of wage statements and a record of deductions for at least three years. In my experience not a lot of employers retain hard copies of wage statements. As an alternative to hard copy or “.pdf” storage, section 226 permits employers to produce a computer generated record that accurately shows all of the required information. Fairly read, this section requires employers to produce duplicates of wage statements provided to employees.  Even if that is not what is intended by this section, it is fair to say that many employees and their attorneys expect employers who receive a request for payroll records under Labor Code section 226 to produce a duplicate wage statement that contains all nine categories of information required by this section.

Yet, when responding to such a demand, many employers produce “payroll inquiries,” payroll summary documents or screen shots of electronic payroll system data, rather than produce a duplicate wage statement or summary that contains all of the information required by section 226.  This can be a costly and time consuming mistake.  Employers have been known to spend tens of thousands of dollars trying fix that mistake.  When an employer produces a “payroll inquiry” or other summary of wages (rather than the wage statement required by section 226), the attorney for the worker will examine the record produced in response to that demand for sufficiency under section 226.  If it fails that examination because of missing information (employer identity, hourly rates, etc.), the employer then has to explain why, when asked for “payroll records” it produced something other than the wage statement required by section 226.

I know, this is unfair.  But here is the take away as I see it: When asked by an employee (or an attorney for an employee) to produce wage statements issued to the worker pursuant to Labor Code section 226 or “payroll records required to be maintained pursuant to Labor Code section 226,” either provide duplicates of the wage statements provided to the employee or a computer generated record that contains all of the information required by Labor Code section 226.

As I say above, failure to do this, can be an expensive mistake to fix.

33 Weintraub Tobin Attorneys Named Among 2016 Super Lawyers and Rising Stars

Super Lawyers has released its Northern California, Southern California, and San Diego lists of outstanding attorneys for 2016, on which 33 Weintraub Tobin attorneys have been included. Three Weintraub Tobin attorneys received special honors in their respective regions.

Weintraub Tobin attorneys named to the 2016 Southern California and San Diego Super Lawyers include David R. Gabor in the firm’s Los Angeles office; Gary A. Waldron in the firm’s Newport Beach office; and Jo Dale Carothers, Ph.D., in the firm’s San Diego Office.

Attorneys listed as 2016 Northern California Super Lawyers include Brendan J. Begley, Gary L. Bradus, Kay U. Brooks, Dale C. Campbell, Christopher Chediak, Janet Z. Chediak, Jim Clarke, Edward J. Corey, Jr., Kelly E. Dankbar, Louis A. Gonzalez, Jr., James KachmarShawn M. Kent, Michael A. Kvarme, Audrey A. Millemann, Charles L. Post, and Lizbeth V. West in the firm’s Sacramento office; and Paul E. Gaspari and Hilary L. Lamar in the firm’s San Francisco office.

Weintraub Tobin attorneys named to the 2016 Southern California and San Diego Rising Stars – those who are either 40 years of age or younger, or have been practicing for 10 years or less – include Jessica Marlow in the firm’s Los Angeles office; Jacob C. Gonzales and Darrell P. White in the firm’s Newport Beach office; and Eric Caligiuri in the firm’s San Diego office.

Attorneys listed as 2016 Northern California Rising Stars include Taylor W. Bentley, Lukas Clary, Mark E. EllinghouseDaniel C. Kim, and Melissa M. Whitehead in the firm’s Sacramento office; Shauna N. Correia, and Jeffrey Pietsch in the firm’s San Francisco office.

Special Super Lawyers distinctions went to:

Edward J. Corey Jr. 

  • Top 25: 2016 Sacramento Super Lawyers
  • Top 100: 2016 Northern California Super Lawyers

Charles L. Post

  • Top 25: 2016 Sacramento Super Lawyers
  • Top 100: Northern California Super Lawyers
  • Top 10: 2016 Northern California Super Lawyers

Lizbeth V. West

  • Top 50: 2016 Women Northern California Super Lawyers
  • Top 25: 2016 Sacramento Super Lawyers
  • Top 100: 2016 Northern California Super Lawyers

About Super Lawyers

Super Lawyers is a rating service of outstanding lawyers from more than 70 practice areas who have attained a high degree of peer recognition and professional achievement. The annual selections are made using a patented multiphase process that includes a statewide survey of lawyers, an independent research evaluation of candidates, and peer reviews by practice area. The result is a credible, comprehensive, and diverse listing of exceptional attorneys. The Super Lawyers lists are published nationwide in Super Lawyers Magazine and in leading city and regional magazines and newspapers across the country.

About Weintraub | Tobin
With offices in Los Angeles, Newport Beach, Sacramento, San Diego, and San Francisco, Weintraub Tobin is an innovative provider of sophisticated legal services to dynamic businesses and business owners, as well as non-profits and individuals with litigation and business needs. For more information on the firm, visit weintraubstage.wpengine.com.

En Banc Federal Circuit Rules A Product Must be the Subject of a Commercial Sale or Offer for Sale to Trigger On-Sale Bar

On July 11, 2016, the U.S. Court of Appeals for the Federal Circuit ruled in a unanimous en banc decision in The Medicines Co. v. Hospira Inc., Federal Circuit case number 2014-1469, that to be “on sale” under pre-AIA 35 U.S.C. § 102(b), a product must be the subject of a commercial sale or offer for sale, and that a commercial sale is one that bears the general hallmarks of a sale pursuant to Section 2-106 of the Uniform Commercial Code.   If the product is “on sale” more than one year before the filing of an application for a patent, any issued patent is invalid and patent protection is lost.  The issue before the Court in Medicines Co. was whether a product is “on sale” under 35 U.S.C. § 102(b) when the product is produced by a third-party contract manufacturer.

The two patents at issue, U.S. Patent Nos. 7,582,727 (“the ’727 patent”) and 7,598,343 (“the ’343 patent”), are FDA Orange Book listed as covering Angiomax, which is the trade name of a form of bivalirudin.  Bivalirudin is a synthetic peptide comprised of twenty amino acid residues. Bivalirudin drug products are used to prevent blood from clotting and are regarded as highly effective anticoagulants for use during coronary surgery.  However, the bivalirudin active pharmaceutical ingredient is too acidic for human injection without further processing.  Thus, the patented compounding process produces Angiomax by creating a bivalirudin solution and then adjusting the solution’s pH with a base while controlling the creation of impurities.  The ’727 patent and ’343 patent contain product and product-by-process claims for pharmaceutical batches of the improved bivalirudin drug product.

Critically, plaintiff Medicines Co. (“MedCo”) did not sell Angiomax to the public before filing for the patents, but instead used a third-party contract manufacturing organization, Ben Venue Laboratories (“Ben Venue”), to ensure the drug met U.S. Food and Drug Administration requirements.  Thus, the Federal Circuit’s opinion touched on an important issue in the patenting of pharmaceuticals and other products, such as semiconductors: the use of contract manufacturers and the manufacturing processes necessary to produce these products.

The dispute at issue here traces back to August 2010, when MedCo sued Hospira in the United States District Court for the District of Delaware, alleging that two of Hospira’s ANDA filings infringed certain claims of the ’727 patent the ’343 patent.  After a three-day bench trial in September 2013, the district court found the patents not invalid and not infringed.  In considering invalidity, the court had to determine whether the invention was sold or offered for sale before the critical date under § 102(b), i.e. was it subject to the on-sale bar.

Applying the two-step framework of Pfaff v. Wells Electronics, Inc., 525 U.S. 55 (1998), the district court found that the three batches Ben Venue manufactured for MedCo did not trigger the on-sale bar.  Pfaff’s two-step framework requires that the claimed invention was (1) the subject of a commercial offer for sale; and (2) ready for patenting.  The district court concluded that the first prong of Pfaff was not met because the claimed invention was not commercially offered for sale prior to the critical date.  The court reasoned that the transactions between MedCo and Ben Venue were sales of contract manufacturing services in which title to Angiomax always resided with MedCo.  The court also found that because the batches were for FDA “validation purposes,” the batches were not made for commercial profit, but were for experimental purposes, thus avoiding the on-sale bar.

On appeal, a panel of the Federal Circuit reversed the district court’s ruling regarding the applicability of the on-sale bar, finding MedCo “commercially exploited” the invention before the critical date, even if it did not transfer title to Angiomax.  The panel also found the experimental use exemption did not apply because the invention had already been reduced to practice, so MedCo could not have been experimenting.  At the request of MedCo, the Federal Circuit vacated the panel’s ruling to consider the case en banc.

Applying § 102(b) in light of Pfaff, the Federal Circuit en banc concluded that the transactions between MedCo and Ben Venue did not constitute a commercial sale of the patented product.  The full Court affirmed the district court’s conclusion that those transactions were not invalidating under § 102(b), and reversed the panel’s determination.  The Court reasoned that the sale of manufacturing services by a contract manufacturer to an inventor to create embodiments of a patented product for the inventor does not constitute a “commercial sale” of the invention.  MedCo did not market or release its invention by contracting with Ben Venue, but only paid the company to make batches of the drug because it did not have the manufacturing capabilities to do it in-house.  The Court saw no reason to treat MedCo differently than a company with in-house manufacturing capabilities.  “There is no room in the statute and no principled reason…to apply a different set of on-sale bar rules…depending on whether [a company] outsources manufacturing or manufactures in-house.”  Instead, the focus of the on-sale bar analysis should be on what makes a sale “commercial” in “the most well-understood sense of that term…as distinct from merely obtaining some commercial benefit from a transaction.”

More broadly, the Court explained that a commercial benefit alone is not enough to trigger the on-sale bar of § 102(b); the transaction must be one in which the product is “on sale” in the sense that it is “commercially marketed.”  As a general proposition, the Court instructed that one should look to the Uniform Commercial Code (“UCC”) to define whether a communication or series of communications rises to the level of a commercial offer for sale.  However, the Court also cautioned that while “[t]he UCC has been recognized as the general law governing the sale of goods, [it] is another useful, though not authoritative, source in determining the ordinary commercial meaning of” terms used by the parties.

Given that the en banc Federal Circuit had found that there was no commercial sale of the inventions in the ’727 and ’343 patents, the Court declined to reach a ruling on the experimental use finding.  However, the Court did make clear that the panel’s statement that there can be no experimental use after a reduction to practice is inaccurate.  Finally, the Court addressed the issue of “stockpiling” by an inventor and clarified that “stockpiling” by the purchaser of manufacturing services is not improper commercialization under § 102(b).

Both the panel and en banc Federal Circuit only considered whether the patents were invalid under the on-sale bar, and did not consider other issues related to claim construction, infringement, and invalidity on other grounds.  Thus, the case has been remanded back to the original Federal Circuit panel for further proceedings on these issues and is still far from over.

Weintraub Tobin is proud to have sponsored the 36th Annual California Restaurant Association – Sacramento Chapter’s “Rock N’ Roll” Golf Tournament

Weintraub Tobin is proud to have sponsored the 36th Annual California Restaurant Association – Sacramento Chapter’s “Rock N’ Roll” Golf Tournament on July 11th at the Granite Bay Country Club. A number of Weintraub’s Labor & Employment attorneys spent the day with a great group of golfers on the third hole as they all tried their best to take home the prize for the “closest to the hole” prize. Thanks to Weintraub attorney, Lukas Clary, for all his hard work on this fun and important event. Weintraub Tobin looks forward to its continued partnership with the California Restaurant Association.

OSHA Penalties For Health & Safety Violations Are Going Way Up Starting August 1, 2016

In November 2015, Congress enacted legislation requiring federal agencies to adjust their civil penalties to account for inflation. The Department of Labor (DOL) adjusted penalties for its agencies, including the Occupational Safety and Health Administration (OSHA).

OSHA’s maximum penalties, which were last adjusted in 1990, will increase by 78%. Going forward, the agency will continue to adjust its penalties for inflation each year based on the Consumer Price Index.

The new penalties will take effect after August 1, 2016.  Any citations issued by OSHA after that date will be subject to the new penalties if the related violations occurred after November 2, 2015.  Below is a table of the current and new penalty amounts depending on the type of violation.

Type of Violation Current Maximum PenaltyNew Maximum Penalty
Serious
Other-Than-Serious
Posting Requirements
$7,000 per violation$12,471 per violation
Failure to Abate$7,000 per day beyond the abatement date$12,471 per day beyond the abatement date
Willful or Repeated$70,000 per violation$124,709 per violation

While these are federal penalties that will be imposed by OSHA, states that operate their own OSHA plans are required to also adopt maximum penalty levels that are at least as effective as Federal OSHA’s.  This means that in California, employers found to be in violation of CalOSHA’s health and safety standards are also at risk of increased penalties.

Takeaway:  Employers should take this opportunity to review the effectiveness of their Injury and Illness Prevention Plan (IIPP), including, but not limited to, evaluating whether they are meeting certain safety training and safety equipment standards. IIPPs should be living, breathing documents that are regularly reviewed and updated as circumstances change in the workplace that could impact employee health and safety.  Failure to do so can result in significant penalties from CalOSHA.  If you find yourself being investigated by CalOSHA, contact the attorneys in Weintraub Tobin’s Labor and Employment Department.  They have years of experience representing employers during CalOSHA investigations and in appealing CalOSHA citations.

Oh Sh–! The Government is Knocking at Your Door

  • When: Aug 18, 2016
  • Where: Weintraub Tobin Office

Summary of Program

There is no universal way to prepare for a governmental audit, investigation or inspection.  The employment laws governing your workplace have different compliance requirements and governmental agencies have different agendas and degrees of power. This seminar will include tips on whether, and how to, conduct a self audit; understanding the do’s and don’ts of  compliance; and best practices.

Program Highlights

  • Labor Commissioner Claims and Audits — Conduct Regular Self Audits to Avoid and/or Be Prepared for Claims and Agency Audits
  • EEOC/DFEH Investigations—Responding to Claims
  • EDD Audits — Misclassification Issues
  • USCIS/ICE Investigations—Complying with I-9 Requirements
  • CalOSHA—Steps to Take to Be Prepared for an Audit
  • Tips re: Government Audits and Physical Site Inspections
  • Policy Compliance Audit
  • HR Legal Compliance Audit

Date:  August 18, 2016
Time:  9:30 a.m. – 11:30 a.m.

Seminar

9:00 am – 9:30 am  – Registration & Breakfast

9:30 am – 11:30am  – Seminar

Webinar: This seminar is also available via webinar. Please indicate in your RSVP if you will be attending via webinar.

Location

Weintraub Tobin Office

400 Capitol Mall, 11th Floor | Sacramento, CA 95814

Parking Validation provided. Please park in the Wells Fargo parking garage, entrances on 4th and 5th Street. Please bring your ticket with you for validation.

Approved for two (2) hours MCLE.   This program will be submitted to the HR Certification Institute for review. Certificates will be provided upon verification of attendance for the entirety of the webcast.

There will be no cost for this seminar. 
*This seminar will be limited to 75 in-person attendees.  

Federal Judge Blocks The Department Of Labor

Capitol building in Sacramento California

Persuader Rule Fails To Persuade Federal Judge In Texas   

Last week a federal court in Texas issued a nationwide ban preventing the Department of Labor (“DOL”) from enforcing its recently proposed Persuader Rule.  That rule would have greatly expanded reporting requirements for both employers and their outside consultants, including attorneys, whenever any advice is given on unionizing or collective bargaining.  For now, employers and their advisors have a reprieve that allows them to continue reporting as they have been for the last 50-plus years.

Prior to the DOL’s attempted implementation of the new Persuader Rule, employers and their advisors were required to report only “direct persuader activities” under the Labor-Management Reporting and Disclosure Act of 1959 (“LMRDA”), 29 USC § 433.  Those direct activities existed if the advisors had direct contact with employees that might persuade them to exercise, or not exercise, their collective-bargaining rights.

This meant that an attorney could freely advise an employer on what to tell its employees about unionizing without having to report such activities to the DOL; only if the attorney actually had face-to-face contact with employees would the reporting requirement be triggered.  The law also had a specific “advice exemption” that excluded from reporting any advice given to employers (even if it would be used to persuade employees) – so long as the advisor had no direct contact with employees.

In March 2016, the DOL published the Persuader Rule, which expanded the reporting requirement to include “indirect persuader activities.”  81 Fed. Reg. 15924 (March 24, 2016).  Such indirect activities could include an attorney advising management on what it should say to employees about unionizing or what policies should be implemented that might discourage employees from unionizing.  Along with the new rule, the DOL revised reporting forms that specifically list the following activities as subject to reporting under the Persuader Rule:

  • Drafting, revising, or providing written materials for presentation, dissemination, or distribution to employees;
  • Drafting, revising, or providing a speech for presentation to employees;
  • Drafting, revising, or providing audiovisual or multi-media presentations for presentation, dissemination, or distribution to employees;
  • Drafting, revising, or providing website content for employees;
  • Planning or conducting individual or group employee meetings;
  • Training supervisors or employer representatives to conduct individual or group employee meetings;
  • Coordinating or directing the activities of supervisors or employer representatives;
  • Establishing or facilitating employee committees;
  • Developing personnel policies or practices;
  • Identifying employees for disciplinary action, reward, or other targeting action;
  • Speaking with or otherwise communicating directly with employees;
  • Conducting seminars;

It is unclear what “other” activities might be subject to the Persuader Rule.  Either way, in practical terms, if an attorney were to host a seminar for employers that included any discussion regarding an employer’s response to unionizing activities, the attorney would be required to notify the attendees that their names would be publicly reported to the DOL and then report the same.  If an attorney sent a letter to its employer-client advising, “You should implement this policy to dissuade your employees from unionizing,” that, too, would have to be reported.

In National Federation of Independent Business v. Perez, Case No. 5:16-cv-00066-C, the U.S. District Court for the Northern District of Texas found that the DOL’s new rule exceeds the DOL’s authority under the LMRDA.  On June 27, 2016, that court ruled that the Persuader Rule is “arbitrary and capricious” and violates the First Amendment protections of free speech and association.   Several experts testified against the rule in that case, explaining that the reporting requirements would be so burdensome that employers would find it difficult to obtain legal advice.

One lesser-known aspect of the new rule requires attorneys to report fees earned anytime labor-relations advice is given regardless of its purpose; i.e., whether or not persuasive.  Several firms that focus on employment law had already announced that, in light of the new rule, they would stop advising employers – not only because of the hassle and expense of reporting, but because disclosing their clients’ identities and the nature of their advice would violate an attorney’s ethical duty of confidentiality and the attorney-client privilege.  The federal court noted that the DOL did not provide any studies or cost-benefit analysis to justify such a drastic cutback of their own long-standing “advice exemption.”

At least two other federal lawsuits have been brought challenging the Persuader Rule.  One was recently decided by the U.S. District Court for the District of Minnesota in Labnet, Inc. v. United States Department of Labor, Case No. 0:16-CV-00844. In that case, several law firms that advised employers on unionizing challenged the Persuader Rule as violating the plain language of the advice exemption contained in LMRDA.

In determining whether advice qualifies for the exemption, the DOL has historically used a bright line test.  Under that test, if the employer were free to accept or reject the advice provided, then it qualified for the exemption.  The district court in Minnesota found that the Persuader Rule rejects this bright line test and now requires reporting of any advice that can also be classified as persuader activity.  The court concluded that the rule contradicts the plain language of the LMRDA advice exemption and is likely unenforceable.

The third case, Associated Builders and Contractors of Arkansas v. Perez, Case No. 4:16-CV-169, is being litigated in the U.S. District Court for the Eastern District of Arkansas.  That matter is still awaiting decision. The U.S. Chamber of Commerce has filed an amicus brief in that case urging the court to invalidate the Persuader Rule because, since 1962 and across administrations of both parties, the DOL has applied a clear and consistent interpretation of the advice exemption.

The two takeaways from these cases are that 1) the Persuader Rule presents real problems for employers and their advisors, and 2) the new rule may not be enforced anywhere in the country – at least not for the time being.  It remains to be seen whether the DOL will appeal the ruling of the district court in Texas and ask the appellate court to allow the new rule to be enforced pending the outcome of the appeal.  For now, employers and their advisors need not comply with the reporting requirements of the Persuader Rule – but they should be prepared to do so quickly in the event that an appeal ensues and the appellate court disagrees with the lower court’s conclusions.