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Mary Siceloff, Author at Weintraub Tobin - Page 108 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.


DFEH Releases New Guidance Regarding Transgender Employees

The Department of Fair Employment and Housing (“DFEH”) recently issued new guidance for employers to prevent discrimination against transgender employees, who are protected under California’s Fair Employment & Housing Act (“FEHA”). Since 2012, FEHA protection has been extended to include gender identity and gender expression categories, and defines “gender expression” to mean a “person’s gender-related appearance and behavior whether or not stereotypically associated with the person’s assigned sex at birth.” The DFEH’s new brochure, called “Transgender Rights in the Workplace” (available here), makes clear that employers must allow transgender employees access to restroom, shower, locker room and other such facilities that correspond with their gender identity. It also suggests that providing individual or unisex restrooms, where possible, can enhance privacy for all employees.

Other takeaways from the brochure:

  • Questions not to ask:
    • Employers should not ask questions designed to determine the person’s sexual orientation or gender identity.
    • Employers should not ask questions about a person’s body or whether they plan to have transgender surgery.
  • Dress code and grooming standards:
    • Employees must be allowed to dress in a manner consistent with their gender identity. For example, a transgender woman must be allowed to dress in the same manner as a non-transgender woman.
  • Consider use of individual unisex restrooms:
    • These can be used both transgender and non-transgender employees for employees wanting more privacy.
    • No employee should be forced to use an individual unisex restroom.

The guidance comes at a time when the issue of transgender people using the restroom consistent with their gender identity has become a controversial topic across the nation. Bills restricting access of transgender student to public restrooms are pending in state legislatures across the country, including South Dakota. Tico Almeida, president of the LGBT group Freedom to Work, hailed the new California DFEH guidance in a statement as a boon for transgender workers. “California is getting the law right while South Dakota is on the verge of harming transgender people with an enormous step backwards for basic fairness,” Almeida said. “We applaud Director Kish and the California agency for issuing important legal protections to make sure transgender employees get treated fairly at work.”

Although the guidance is based on California law, it’s consistent with the U.S. Equal Employment Opportunity Commission’s interpretation of Title VII of the Civil Rights Act of 1964. In April 2015, the EEOC in the case of Lusardi v. McHugh found prohibiting transgender people from using the bathroom in the workplace consistent with their gender identity amounts to gender discrimination under current law. The guidance also mirrors a June 2015 “Guide to Restroom Access for Transgender Workers” published by the Occupational Safety and Health Administration.

Given the evolving landscape regarding gender and gender-identity discrimination, employers should take affirmative steps to inform and train their employees regarding these new issues and prevent unlawful discrimination. Anti-discrimination/harassment training for all employees should incorporate transgender issues.

Even Keanu Can’t Figure It Out: The Leave Law Matrix

  • When: Mar 17, 2016
  • Where: Webinar

Summary of Program

Administering leaves of absence and disability accommodations in California can be very challenging.  California has a paid sick leave law and numerous other leave laws and wage replacement benefits that interact with one another. To properly administer leaves and accommodate employees, employers need to understand the various types of leave/accommodations available, who is eligible under what circumstances, how to interact with an employee on a leave, and what obligations an employer has when leave is exhausted. This seminar will discuss important topics to help employers manage these laws, including:

Program Highlights

  • California’s new paid sick leave law;
  • A summary of employee rights and employer obligations under the various laws;
  • The difference between “statutory leaves,” like FMLA/CFRA, and “wage replacement benefits,” like Paid Family Leave and State Disability Insurance;
  • When and how the laws overlap;
  • The importance of engaging in the interactive process;
  • Recent case law; and
  • How to prepare effective documentation.

Seminar Program

8:30 am – 9:00 am  – Registration & Breakfast
9:00 am – 12:00 pm  – Seminar 

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

Approved for three (3) 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. 

Location

Weintraub Tobin
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.

RSVP

Ramona Carrillo
400 Capitol Mall, 11th Fl.
Sacramento, CA 95814
916.558.6046 | rcarrillo@weintraub.com

There is no charge for this seminar.

Avoid These Three Investigation Traps!

By: Vida L. Thomas

Conducting workplace investigations is not easy.  The process is filled with land mines that can trip up even the most experienced investigator.  Although there are many mistakes I’ve seen investigators make, these are the three most common.

Trap #1: Failing To Define The Investigation’s Scope Before You Begin.

Investigations are tricky things, and can take many unexpected twists and turns.  The complaining employee often may make one allegation in his/her verbal complaint to a supervisor, an additional allegation in his/her written complaint, and more allegations to you in the interview.  That complainant, or one of the witnesses, may produce a “laundry list” of issues they wish you to look into.   Are you obligated to investigate every complaint raised by employees?  Doing so would certainly increase the time and cost of the investigation.

This is why, before you begin the investigation, it is important that you establish the investigation’s scope.  It is just as important to know what you are not investigating as what you are investigating.  What issues does the employee wish you to investigate?  On the other hand, what issues is the employer hiring you to investigate?  You may need to confer with the employer’s legal counsel for direction on which issues to look into.  If you don’t go through this sorting process at the beginning of the investigation, you run the risk of learning much later (possibly after you turn in your written report) that you did not investigate the matters the employer hired you to look into.

Trap #2: Reaching A Conclusion Too Soon (Also Known As “Confirmation Bias”).

It happens to the best of us: after talking to the complaining employee and a few of the percipient witnesses, a pretty clear picture begins to emerge.  You have a reliable hunch about what occurred but, of course, you’ll talk to the accused to get his/her side of the story.  The problem is, although you think you’re withholding judgment until after your interview with the accused, you’re already leaning toward a particular outcome.  And that predisposition may influence how you question, perceive and assess the accused.  That is the essence of “confirmation bias”: the tendency to interpret new evidence as confirmation of one’s existing beliefs or theories.  We all engage in confirmation bias to some extent; indeed, taking mental shortcuts in decision making is efficient and sometimes necessary.  When conducting a workplace investigation, however, confirmation bias can lead us to an incorrect conclusion.  Without realizing it, we may overlook or discount evidence that contradicts our early hunch or gut instinct.

How can you minimize confirmation bias?  Keep an open mind throughout the investigation.  Accept, review and weigh all of the evidence.  When you reach a conclusion, ask yourself: Did I come across any evidence that contradicts this conclusion?  If so, what is the reason for discounting that contradictory evidence?  Taking these steps will go a long way to help ensure that your conclusion is based on the evidence, not your preconceptions.

Trap #3: Failing To Follow Up.

Investigations are almost always conducted under a tight timeline.  You will feel under constant pressure to “wrap things up” quickly.  So what do you do if the witnesses contradict each other on a key issue, or if the respondent gives you information that undermines the complainant’s credibility or raises further questions that need to be answered?  With looming deadlines in mind, you may be tempted to simply leave these contradictions or unanswered questions unresolved in order to reach a conclusion sooner.

Remember, however, that you have a legal obligation to conduct a thorough investigation.  This means that you may need to conduct follow-up interviews with witnesses to see if you can clear up the contradiction.  Or you may need to follow-up with the complainant, to give him/her the opportunity to respond to the new information.  Follow-up interviews can be a very helpful tool.  They can give you a deeper understanding of the evidence, and strengthen your findings.

Improve Your Investigation Skills

Delve into these three investigation traps, and much more, in our upcoming training class.  Attorneys from Weintraub Tobin’s Workplace Investigations Unit (Vida Thomas and Beth West) will conduct a one-day, in-depth training on conducting effective workplace investigations on March 3, 2016.  For more details and the cost of this training session, please click here.

ERISA Litigation Developments: Implications in 2016 and Beyond LIVE Webcast

  • When: Feb 25, 2016

Thursday, February 25, 2016 @ 3:00 pm – 5:00 pm (ET)Please join Brendan J. Begley in a two-hour LIVE Webcast.  A seasoned panel of thoughtful leaders and professionals assembled by The Knowledge Group will offer the audience with an in-depth discussion of the current issues in ERISA Litigation. For example, speakers will present their observations concerning the effects of Barboza v. California Association of Professional Firefighters, a significant opinion from the Ninth Circuit expected to impact how ERISA administrators are compensated and the manner in which plans can hold assets in trust. Course Fee: Registration is FREE for the first 30 registrants courtesy of Weintraub Tobin Chediak Coleman Grodin Law Corporation.  Once all of the passes are used, attendees can register for the deeply discounted rate of $25 each courtesy of Weintraub Tobin Chediak Coleman Grodin Law Corporation.  CLE/CPE/CE credit requires a minimal Certificate of Attendance processing fee of $49 per participant (normally paid by the attendee) if credit is needed to apply to the bar.

The Federal Circuit Finds Foreign Sales Do Not Exhaust Patent Rights

In Lexmark International, Inc. v. Impression Products, Inc., No. 14-1617 (Fed. Cir. 2016), the U.S. Court of Appeals for the Federal Circuit decided en banc that a U.S. patent owner’s “first sale” of items in a foreign country does not exhaust the patent owner’s right to sue for patent infringement when those items are later imported into the U.S. In contrast, the Supreme Court in Kirtsaeng v. John Wiley & Sons, Inc., 133 S. Ct. 1351 (2013) came to a different conclusion under copyright law, finding that the “first sale,” or exhaustion, doctrine allows the owner of a copy of a copyrighted work, which was lawfully made in a foreign country, to import and sell that copy in the United States without further permission from the copyright owner. But, as the Federal Circuit recognized, patent law and copyright law are not always aligned.

The Lexmark dispute arose in conjunction with Lexmark’s toner cartridges for its printers. Lexmark offers its customers the choice of buying a “Regular Cartridge” at full price with no restrictions on its re-use/resale or a discounted cartridge, subject to a single-use/no-resale restriction. Lexmark sold some of the cartridges in the United States and some abroad. Some of the foreign-sold cartridges and all of the U.S.-sold cartridges at issue were sold subject to an express single-use/no-resale restriction.

Lexmark sued Impression for patent infringement after Impression purchased two categories of recycled Lexmark cartridges for resale in the United States. The first category consists of cartridges that Lexmark originally sold abroad, some with and some without the single-use/no-resale restriction, and Impression later imported into the United States for resale. The second category consists of cartridges that Lexmark originally sold in the United States subject to the single-use/no-resale restriction and were later acquired and resold by Impression.

Relying on the doctrine of patent exhaustion, Impression denied liability arguing that Lexmark’s “first sale” had exhausted its U.S. patent rights in all of the cartridges, thus permitting Impression to sell and import them. The doctrine of patent exhaustion, also known as the “first sale” doctrine, addresses the situation where a patented article (or an article sufficiently embodying a patent) is sold by the patent owner or with the authorization of the patent owner. Such “first sales” exhaust the patent owner’s rights to control future sales and use of the patented article and confer on the buyer the authority to engage in certain acts, such as reselling the patented article.

The Lexmark case raised two patent exhaustion questions. First, in light of the Supreme Court’s Kirtsaeng decision regarding copyright exhaustion, does an authorized foreign sale exhaust U.S. patent rights? Second, are post-sale restrictions allowed, or does the Supreme Court’s ruling in Quanta Computer, Inc. v. LG Electronics, Inc., 553 U.S. 617 (2008), preclude post-sale restrictions because all patent rights are exhausted by the “first sale”?

In light of these two recent Supreme Court decisions, the Federal Circuit heard Lexmark en banc to consider whether two of its prior holdings regarding patent exhaustion were still good law. In both instances, the Federal Circuit reaffirmed its prior rulings.

As to the first category of cartridges, the Court concluded, consistent with Jazz Photo Corp. v. International Trade Comm’n, 264 F.3d 1094 (Fed. Cir. 2001), U.S. patent rights are not waived, “either conclusively or presumptively, simply by virtue of a foreign sale, either made or authorized” by a U.S. patent owner. Distinguishing Kirtsaeng, the Court noted that unlike the Copyright Act, the Patent Act does not contain a congressionally prescribed exhaustion rule, much less a definition of infringement subservient to an exhaustion rule.

As to the second category of cartridges, the Court also concluded, consistent with Mallinckrodt, Inc. v. Medipart, Inc., 976 F.2d 700 (Fed. Cir. 1992), “a sale made under a clearly communicated, otherwise-lawful restriction as to post-sale use or resale does not confer on the buyer and a subsequent purchaser the ‘authority’ to engage in the use or resale that the restriction precludes.” In reaching its decision, the Court found that Quanta addressed a different issue.

Dissenting, Judge Dyk wrote that a foreign sale should exhaust U.S. patent rights absent an explicit reservation of those rights by the authorized seller. He further wrote that the majority’s opinion allowing post-sale restrictions, such as the single-use/no-resale restriction, cannot be reconciled with the exhaustion rule announced by the Supreme Court in Quanta.

There is little doubt that the Supreme Court will be asked to consider these patent exhaustion issues.

Disney’s Influence on United States Copyright Law

If you’ve ever applied for, or researched copyright law, you likely learned one thing above all else: it’s not a perpetual right. So, how, you might wonder, have companies like The Walt Disney Company managed to maintain copyrights on certain creations for almost 100 years? In the case of the Walt Disney Company, the answer is simple. It is powerful enough that it actually changed United States copyright law before its rights were going to expire.

When copyright law was first codified in the United States pursuant to the United States Copyright Act, the copyright duration was limited to 14 years. Today, copyrights can last over 100 years. That’s a huge change, and there are an overwhelming number of copyright experts that will tell you that it is all because of a mouse.

Now that may be a slight overstatement. The copyright duration changed some prior to the creation of Mickey Mouse. The Copyright Act of 1790 included a provision that provided for an additional 14-year term if the creator was alive. Of course, at that point, copyright protection only applied to select creations such as maps and books. But 41 years later, in 1831, the Act was amended to allow for an initial 28-year term, with eligibility for a 14-year extension. Thereafter, in 1909, the Act was changed again to allow for a 28-year renewal instead.

Then the mouse was born. In 1928, Walt Disney released the first Mickey Mouse cartoon: Steamboat Willie. At that point, the work was entitled to protection for 56 years (28 years for the initial term and the 28-year extension). Under the Copyright Act at the time, the copyright on Mickey Mouse should have expired in 1984. But before Disney’s mascot could be pushed into the public domain by operation of law, Disney embarked on a serious lobbying mission to get Congress to change the Copyright Act.

Disney’s lobbying paid off in 1976 when Congress passed legislation which changes the copyright scheme such that individual authors were granted protection for their life, plus an additional 50 years, and for works authored by a corporation, the legislation granted a retroactive extension for works published before the new system took effect. The result was that the maximum term for already-published works was extended from 56 years to 75 years, thereby extending Mickey Mouse’s protection out to 2003.

If the extensions ended there, then obviously Mickey Mouse would be in the public domain right now. But 5 years before Mickey Mouse’s copyright was set to expire, Congress changed the scheme again. In 1998, Congress passed the Sonny Bono Copyright Term Extension Act of 1998, which lengthened copyrights for works created on or after January 1, 1978 to “life of the author plus 70 years,” and extends copyrights for corporate works to 95 years from the year of first publication, or 120 years from the year of creation, whichever expires first. Once again, Mickey Mouse’s copyright protection lived to fight another day. Now, Mickey’s copyright will not expire until 2023. But even that is only 7 years away. The question is: what will Disney do now? Disney would not possibly allow its most famous character to go into the public domain, would it?

Although no one can be certain, if the past is any indication of the future, we can expect that Disney will, assuming they have not already, ramp up the lobbying effort and try to get Congress to pass additional legislation to extend its Mickey Mouse copyright. Whether or not this happens, it is indisputable that Mickey Mouse’s effect on United States copyright law has been profound.

Federal Circuit Limits Attorneys’ Fees in Exceptional Cases

Two weeks ago, the Federal Circuit Court of Appeals limited the factors a district court may consider in determining the amount of attorneys’ fees to award in an “exceptional” patent infringement case. Lumen View Tech., LLC v. Findthebest.com, Inc. (January 22, 2016) 2016 U.S. App. LEXIS 1087.

Lumen was the exclusive licensee of a patent covering a method for facilitating bilateral and multilateral decisionmaking. The method required analyses of preference data from two groups of people. Findthebest.com (FTB) offered a website with a search feature called “AssistMe” that gave the user information on products and services related to the user’s specific input.

Lumen sued FTB in the Southern District of New York for patent infringement. FTB’s counsel told Lumen on several occasions that FTB’s search method did not use a bilateral or multilateral process. Lumen ignored FTB’s statements, and filed its infringement contentions before obtaining any discovery. FTB then filed a motion for judgment on the pleadings on the grounds that the patent was invalid under 35 U.S.C. §101 as directed to an unpatentable abstract idea. The district court ruled in favor of FTB and dismissed the case. FTB then filed a motion seeking a determination that the case was “exceptional” under 35 U.S.C. §285 and for recovery of its attorneys’ fees on that grounds.

The district court ruled that the case was exceptional and that FTB was entitled to fees. The court awarded FTB the lodestar amount with a multiplier of two, for a total of about $300,000. The court found that the multiplier was justified in order to deter Lumen from filing similar frivolous lawsuits in the future. The court said that the lodestar amount was too small, because the case had been resolved at an early stage, to be an effective deterrent, and so chose to use the multiplier of two.

On appeal, the Federal Circuit affirmed the district court’s exceptional case ruling. The determination of whether a case is “exceptional” is within the district court’s discretion. The test is the “totality of the circumstances” test set forth by the Supreme Court in Octane Fitness, LLC v. ICON Health & Fitness, Inc., 134 S.Ct. 1749 (2014). The appellate court explained that a district court may find a case exceptional based on the strength of a party’s litigation position (considering the facts and the law) or on the unreasonableness of a party’s litigation conduct. The district court had based its finding on the fact that Lumen did not conduct any pre-filing investigation or infringement analysis, and that Lumen’s own claim construction required the use of preference data from multiple parties. The appellate court held that the district court had not abused its discretion in finding the case exceptional:

“The allegations of infringement were ill-supported, particularly in light of the parties’ communications and the proposed claim constructions, and thus the lawsuit appears to have been baseless. Claim construction was unnecessary before finding noninfringement in this case, especially because Lumen View conceded that the claims require preference data from multiple parties.”

As to the district court’s fee award, the Federal Circuit vacated the award and remanded the case. Lumen had argued on appeal that the district court had impermissibly based its enhancement of the lodestar on the need for deterrence, a factor that was already considered in the finding of an exceptional case.

The appellate court explained that the district court has the discretion to decide the amount of reasonable attorneys’ fees to be awarded under §285. In certain cases, the court may enhance the lodestar amount to consider factors that are not covered by the lodestar. For example, the lodestar may be enhanced when the attorney’s time or hourly rate does not reflect the “true market value” of the work performed because the attorney was particularly specialized or because extraordinary litigation expenses were incurred. Factors that are unrelated to the performance of the prevailing party’s counsel, however, are not appropriate in enhancing the lodestar.

In this case, the appellate court held found that the district court had not justified its decision to enhance the lodestar two-fold. According to the court, deterrence cannot be considered in deciding the amount of attorneys’ fees to be awarded under §285. The court vacated the fee award and remanded the case to the district court for further consideration of the amount to be awarded.

Employers Can Demand Departing Employees Repay Training Costs

Training new employees is expensive.  That is particularly true when an employer offers to pay for an employee’s educational training.  The benefits of doing so include a more educated and well-trained workforce, as well as increased morale and employee loyalty.  The risk, of course, is that an employee may decide to take his or her employer-funded education and use it to find another job somewhere else.  Employers sometimes offset that risk by requiring the employee to sign an agreement to pay the employer back if he or she leaves for another job shortly after completing the education.  But what if the employee refuses to pay?  Is the repayment agreement enforceable?  Yes, according to a California Court of Appeal.

The Case

USS-POSCO Industries v. Case involved the above scenario.  Floyd Case entered into a voluntary three-year, employer-sponsored educational program that would allow him to become a Maintenance Technical Engineer (MTE).  He signed an agreement with his employer, USS-POSCO, that he would repay a prorated portion of the education costs if he quit his job within 30 months of completing the program.  Sure enough, two months after he finished, he quit.  USS-POSCO asked him to pay back $28,000 of the $46,000 it spent on his educational training.  Case refused, so USS-POSCO sued to collect the money.  Case responded with a cross-complaint, claiming that his fingers were crossed when he signed the repayment agreement.  Well, not really, but he did try every other argument his lawyer could imagine.  He claimed the agreement was unenforceable for lack of consideration, that it was basically an unlawful non-compete agreement, and that it violated Labor Code provisions preventing employers from passing operating expenses on to employees and mandating that employers reimburse necessary employee expenses.  Yes, the kitchen-sink defense.

The trial court rejected Case’s arguments and granted summary judgment in USS-POSCO’s favor on both the complaint and cross-complaint.  The Court of Appeal affirmed both rulings. It denied his Labor Code claims because Case’s participation in the training program was voluntary, not mandatory, in that there were other alternatives to obtaining the promotion beyond entering the training program.  For example, Case could have taken a test in lieu of the training program.  The Court also rejected Case’s claim that the agreement was effectively a non-compete agreement because Case could and, in fact, did find another job.  Makes sense, right?  Finally, the court rejected the claim that the contract lacked consideration because Case obtained valuable training and wages in exchange for agreeing to repay if he left early.

The Takeaway

Chalk this one up as a win for employers.  Repayment agreements for employer-sponsored education programs are still enforceable.  Well, usually at least.  The Court of Appeal did distinguish this case from another line of cases, In re Acknowledgment Cases, in which the same Court denied the City of Los Angeles’ attempt to recover some employer-mandated training expenses from police officers who quit early.  The key distinctions were that L.A.’s program was both mandatory and specific to the job, whereas USS-POSCO’s program was voluntary and the training was transferable to other jobs.  So, here’s the takeaway: employers can require employees to pay back educational costs if the employee quits early, so long as the educational program was both voluntary and not specific to the employer’s operations.

I should also note that the case was only partially employer-friendly.  There was one other component of the case involving attorney’s fees, and it went the other way.  Labor Code section 218.5 used to provide that the prevailing party in a wage-and-hour lawsuit was entitled to fees.  That statute was amended in 2014 so that, now, employers can only recover fees when the employee brought the claims in bad faith.  The trial court granted USS-POSCO the fees because the case predated the amended version of section 218.5.  But the appellate court through the award out, holding that the statute is to be applied retroactively.   This means that employers must still show bad faith to get fees even if a lawsuit was filed prior to the 2014 amendment.  That’s a tough break for any employers who are still defending older wage-and-hour cases.

Employers who wish to offer to pay for employees’ educational training should consider such agreements to protect themselves in the event the employees seek other jobs.  Given the nuanced rule described above, employers should consult with their legal professional before drafting or implementing a repayment agreement.

Jeanne L. Vance Invited To Speak At Leading Payment Issues Conference On Provider Enrollment For Sixth Consecutive Year

Jeanne L. Vance has been invited to speak at the American Health Lawyers Association’s annual Institute on Medicare and Medicaid Payment Issues Conference for the sixth consecutive year. She will co-present on the topic of “Fundamentals of Provider Enrollment” with Emily Towey of Hancock, Daniel, Johnson & Nagel, P.C., of Glen Allen, Virginia.