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Mary Siceloff, Author at Weintraub Tobin - Page 109 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.


Copyright Infringement and the First Sale Defense

The Ninth Circuit’s recent decision in the case of Dolby Systems, Inc. v. Christenson, focuses primarily on the issue of which party bears the initial burden of proof with regard to a “first sale” defense in a copyright infringement action. As the reader will see, however, this case really provides a cautionary tale as to the consequences a party may face when it plays games during discovery.

Adobe, a software publisher and the copyright holder for titles such as the “Photoshop” series sued Christenson in October 2009 alleging copyright and trademark infringement. (This column will not address the trademark issues.) Christenson ran a website on which he “re-sells” Adobe software, which he purchases from third party distributors apparently without Adobe’s authorization. Adobe claimed that it does not sell its software, but merely licenses them and that Christenson infringed on its copyrights when he “re-sold” its titles. Christenson claimed that his activities were protected under the First Sale Doctrine, claiming that he lawfully purchased the software from third parties, who had also “purchased” the software from Adobe.

Adobe’s lawsuit against Christenson was apparently quite contentious. The Ninth Circuit observed that the lower court proceedings were “punctuated by discovery disputes, sanctions and multiple rulings on the admissibility and exclusion of evidence.” Both parties filed cross-motions for summary judgment. The District Court, after excluding certain evidence offered by Adobe because it had not been produced during discovery, granted summary judgment in Christenson’s favor as to the copyright infringement claim after recognizing that the First Sale Defense applied. Adobe appealed this finding to the Ninth Circuit.

The Ninth Circuit began by first recognizing that Adobe had established a prima facie case of copyright infringement. That is, Adobe had to “prove ownership of a valid copyright and violation by Christenson, the alleged infringer, of at least one of the exclusive rights conferred by the Copyright Act.”   The Ninth Circuit found that Adobe had provided admissible evidence that “established ownership of valid copyrights with a long list of computer software.” The Court then noted that the Copyright Act confers several rights on copyright owners, “including the right of distribution” and that it was undisputed that Christenson had sold copy of Adobe’s copyrighted works on his website without Adobe’s authorization. The Ninth Circuit concluded that “Adobe easily established a prima facie case of copyright infringement.” But that did not end the analysis. The Court then turned to Christenson’s defense under the First Sale Doctrine.

In a copyright infringement action, a defendant may raise the affirmative defense of the First Sale Doctrine which essentially provides that “the owner of a particular copy … lawfully made under this title, or any person authorized by such owner, is entitled, without the authority of the copyright owner, to sell or otherwise dispose of the possession of that copy.… “ (17 U.S.C. §109(a).) The Ninth Circuit recognized the purpose of this defense is to limit a copyright owner’s exclusive distribution rights to the “first sale” only and that once the copyright owner has placed the item into the stream of commerce, the owner “has exhausted [its] exclusive statutory right to control its distribution.” However, it was unclear under prior precedent as to who bore the burden of proof with regard to the First Sale Doctrine. Furthermore, the Ninth Circuit recognized that in digital copyright cases, such as the one before it involving the transfer of software, one crucial factor is to distinguish between a “sale” and a “license.” For more than a century, the U.S. Supreme Court has recognized that the sale of an item can create a defense to a copyright claim while the mere granting of a license will not.

After reviewing the history of the Copyright Act and the amendments thereto, including the issue of the First Sale Defense, the Ninth Circuit recognized that the distinction between a “sale” and a “license” is not always so clear and that it had previously recognized that some software “licensing” agreements actually created a sale. The Ninth Circuit reasoned that to determine whether it was in fact a license, the copyright owner must specify: (1) that it is granting a license; (2) that the license significantly restricts the user’s ability to transfer the software; and (3) that there are notable use restrictions imposed on the user. If a copyright holder cannot satisfy these factors, a court is likely to find that a sale of the software has taken place instead of the granting of a license.

Normally, a defendant raising an affirmative defense bears the burden of proof in establishing the applicability of that defense. The Ninth Circuit concluded that this rule is no different for a defendant asserting the First Sale Defense. That is, the Ninth Circuit held “the party asserting the First Sale Defense bears the initial burden of satisfying the statutory requirements” in that it must show ownership through a lawful acquisition. In essence, “the party asserting a First Sale Defense must come forward with evidence sufficient for a jury to find lawful acquisition of title through purpose or otherwise to genuine copies of the copyrighted software.” Once the defendant has made that showing, “the burden shifts back to the copyright holder to establish such a license or the absence of a sale.”

The Ninth Circuit concluded that this burden shifting procedure made sense because “the copyright holder is in a superior position to produce documentation of any license and without the burden shifts the First Sale Defense would require a proponents prove a negative, i.e., that the software was not licensed.” The court found that this approach was both fair and comported with the legislative history concerning the Copyright Act.

Turning to the case before it, the Ninth Circuit agreed with the lower court that it was undisputed that the defendant had produced evidence that he had lawfully purchased genuine copies of the Adobe software from third party suppliers, i.e. the defendant produced copies of invoices showing his purchases of the software.

Adobe argued that the defendant could not have lawfully acquired the software products because it always licenses its software and does not sell copies of it. However, the Ninth Circuit held that the burden of proof on this issue shifted back to Adobe to come forward with admissible evidence to prove the existence of the claimed licenses. The Ninth Circuit recognized that normally Adobe would produce copies of the specific license agreements so that the court could determine whether in fact a true license had been granted. The Ninth Circuit continued that putting the burden on Adobe of providing copies of the license agreements was not an undue burden since “Adobe and Adobe alone knows the parties with whom it contracts.”

As explained above, there had been a litany of discovery disputes, which apparently included Adobe’s refusal to produce copies of its licensing agreements during discovery. That is, Adobe refused to produce the agreements it had with the “sellers” of the software to Christensen. In fact, it appears that Adobe delayed until after the close of discovery and only in opposing the defendant’s summary judgment motion, to produce these documents. However, the trial court refused to consider this evidence because it had not been produced during discovery and the Ninth Circuit found that it was not error to do so. Given that Adobe, as a result of the exclusion of this evidence, could not come forward with admissible evidence to show that it had granted a license with respect to the software products “re-sold” to the defendant, the Court held that the defendant had met its burden of establishing the First Sale Defense and affirmed the dismissal of Adobe’s copyright infringement claim.

While the Adobe v. Christenson case helped clarify the burdens of proof when the defense of the First Sale Doctrine is raised in a copyright infringement claim, the moral of the case appears that a plaintiff should not “play games” during discovery. Reading between the lines, it is clear that had Adobe timely produced the licensing agreements at issue, it is unlikely that Christenson would have been entitled to summary adjudication of the copyright infringement claims. In fact, Adobe may have even been entitled to judgment in its favor without the necessity of a trial.

Weintraub Tobin Labor and Employment Group to Speak at AB 1513 Seminar

  • When: Feb 4, 2016

Weintraub Tobin will be joining a panel of speakers on February 4, 2016 at the AB 1513 Seminar on Critical Piece Rate Pay Legislation Affecting the Construction Industry. The panel will summarize AB 1513 and discuss how it will affect the construction industry. Visit the California Professional Association of Specialty Contractors (CALPASC) website for more information and to attend.

Guardians at the Gate: Properly Trained Managers are Your First Line of Defense

  • When: Feb 18, 2016
  • Where: Weintraub Tobin

Summary of Program

Most employers know that it is crucial to have well trained supervisors to help ensure that rank and file employees perform their jobs effectively and efficiently. However, many employers don’t realize how important it is that supervisors be trained to understand the many employment laws that govern the workplace. Untrained supervisors can take actions (or fail to take actions) that result in significant legal consequences for an employer. Come join the employment lawyers at Weintraub Tobin for a discussion of best practices for training supervisors and reducing the potential for liability.

Program Highlights

  • An overview of employment laws that impact the workplace and common mistakes supervisors make when they don’t understand those laws.
  • Tips for effective communication between supervisors and employees, including how to give constructive performance feedback.
  • Common supervisor mistakes when hiring and firing.
  • The importance of consistent, objective, and timely discipline.
  • Preventing and responding to harassment and other Equal Employment Opportunity complaints.
  • Documentation: The good, the bad and the ugly.

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.

Five IP Pitfalls That Start-Up (and Grown Up) Companies Can Easily Avoid

In business, there are numerous opportunities for pitfalls, mistakes and errors and they come up in all different legal areas – from basic formation issues to labor and employment to intellectual property. Mistakes and missteps involving intellectual property can be particularly problematic because IP is a company asset; it constitutes a part of (often a significant part of) a company’s valuation. In my 20 years working with start-up companies – and even fully grown-up companies, I have seen mistakes involving company intellectual property prove to be disastrous. With careful planning and good counsel, these mistakes are completely avoidable.

#1. Failure To Transfer the IP From The Founder Into the Company. It is a foundational item for any company – if the company is being formed around a piece of IP or if a piece of IP is intended for use by a company, the company should make sure the founder that owns the IP must contribute it to the company. While a very basic issue, this problem plagues more start-ups than you can imagine. Most often it happens during the informal, pre-formation time frame when founders are kicking around an idea and developing code and no one has consulted a lawyer. Conflict between the founders develop and there is a divergence of opinion on the value brought to the table by the non-developer founders; the developers decide to split with the IP and form a new company. While this will likely generate lawsuits just as soon as the developer’s company is in a financing round, the non-developer founders will very likely not receive as much as they would have had the IP been properly assigned to the company.

How to Avoid This Pitfall: As soon as the project morphs from “dorm-room chit chat” to something real, it’s time to bring in the lawyer and get the material terms of the deal down on paper and make sure the IP is or will be properly assigned to the company.

#2. Entanglements With a Founder’s Former or Present Employer. Most entrepreneurs working on a start-up still keep a day job in order to pay the bills. This can present a problem, especially for a technical founder. If a founder uses their employer’s facilities, computers, equipment, or other technology during company time to develop a new invention for the start-up, this could raise serious issues over IP ownership, especially if the technology is in the same field as the employer. Additionally, it’s very common for employment agreements to include a clause vesting IP ownership with the employer where IP is created using company equipment or facilities.

How to Avoid This Pitfall: In California, an employee is the owner of any inventions developed entirely on his/her own time without using the employer’s equipment, supplies, facilities or trade secret information except where (i) the invention relates to the employer’s business, or research or development of the employer; or (ii) results from work performed by the employee for the employer. Founders that are still employed (or just your ordinary moonlighter) should not use their employer’s equipment or facilities to work on their start-up or side project. Additionally, the start-up should not be in a line of business that relates to that of the founder’s employer.

New Guidance from the DOL Regarding Joint Employment

In an effort to clarify the circumstances that may create a joint-employment relationship, the U.S. Department of Labor issued an Administrator’s Interpretation this week.  This Administrator’s Interpretation, which can be found at this link, analyzes joint employment under the Fair Labor Standards Act (“FLSA”) and the Migrant and Seasonal Agricultural Worker Protection Act.

Joint employment may occur under various circumstances; for example, where separate entities share employees, or where one entity uses a third-party management company, staffing agency or labor provider.  The National Labor Relations Board ruled last year that a franchisor may also be considered a joint employer of a franchisee’s employees in some circumstances.  According to the Administrator’s Interpretation, “the possibility that a worker is jointly employed by two or more employers has become more common in recent years.”

The question of whether one entity is the joint employer can be critical in cases where an employee files an administrative claim or a lawsuit alleging some type of unlawful employment practice; for instance, unpaid overtime in violation of the FLSA.  If joint employment is found in such a case, the employee may be able to obtain recovery from either or both of the joint employers; e.g., the entity that directed the work, or the staffing agency that dispatched the employee, or both.

The Administrator’s Interpretation advises that “the possibility of joint employment should be regularly considered” to ensure compliance with the FLSA.  It “particularly” recommends taking such possibilities into consideration “where (1) the employee works for two employers who are associated or related in some way with respect to the employee; or (2) the employee’s employer is an intermediary or otherwise provides labor to another employer.”

Therefore, individuals or entities who are concerned that they may be considered a joint employer should review the Administrator’s Interpretation and consult legal counsel to discuss options to reduce their exposure to liability.

California’s Minimum Wage Increase: The Impact May Be Broader Than Employers Think

By: Melissa M. Whitehead

Effective January 1, 2016, California has increased its minimum wage from $9 per hour to $10 per hour. This is the second increase to the state minimum wage in the past year and a half. Remember, the obligation to pay minimum wage cannot be waived by any agreement, including collective bargaining agreements.

Employers must examine all pay practices that may be affected by the minimum wage increase – and there are almost certainly more practices that may be impacted than you may think! For example, in addition to increasing the pay of any employees being paid a minimum wage rate, employers should review the following pay practices, which may be affected by the minimum wage increase:

  • Overtime rates of pay: Employees who work for minimum wage and perform work that qualifies for overtime wages must now be paid $15 per hour for time and one-half (previously $13.50 per hour) or $20 per hour for double-time (previously $18 per hour).
  • Exempt/Nonexempt classifications: In California, exempt employees generally must (among other things) earn no less than twice the state minimum wage for a full time employee. This now means that employees must earn a salary of $41,600 per year (or $800 per week) to qualify as exempt employees (in addition to an examination of requirements).
  • Meal and lodging credits: Most of California’s Wage Orders allow employers to credit meals and lodging furnished by the employer toward the employer’s minimum wage obligation. The new credit amounts for meals and lodging are listed on the official Minimum Wage Order (MW-2014).
  • Commission issues: A commissioned employee can receive a sum of money that is intended as an advance, draw or guarantee against the employee’s expected commission earnings. In California, employers must pay these sums at least twice per month. If an employee receives a draw against commissions to be earned at a future date, the “draw” must be equal to at least the minimum wage and overtime due to the employee for each pay period (unless the employee is exempt).
  • Notice requirements: Mandatory minimum wage postings, itemized wage statements, and wage notices will all be affected.
  • Piece-Rate Employees: Piece-rate workers must receive at least minimum wage for each hour worked. Separate legislation effective January 1, 2016, requires payment of rest and recovery periods or other nonproductive time at a specified hourly rate. [NOTE: Employers with piece-rate employees are advised to consult with an experienced labor and employment attorney to review their piece-rate policies in light of recently enacted legislation, which imposes significant restrictions and obligations on piece-rate compensation policies.]
  • Tools/Equipment: Employees whose wages are at least two times the minimum wage can be required to provide and maintain hand tools and equipment customarily required by the trade or craft in which they work.
  • Subminimum wage: The subminimum wage for “learners” increased effective January 1, 2016, from $7.65 per hour to $8.50 per hour (85% of the state minimum wage).

This list is not intended to be all-inclusive, but is intended to alert employers the broad impact of the change in California’s minimum wage. This article does not address proposed changes to the federal minimum wage (expected to be decided in Spring 2016) or minimum wage raises in specific cities/counties. Because of the complexity of these issues, it is recommended that employers consult with experienced labor and employment counsel to ensure that all pay policies and practices are in compliance with the applicable minimum wage laws.

Don’t Get On the Wrong Side of Taylor Swift in a Copyright Case!

Taylor Swift has been in the news a lot over the last year or so. She is phenomenally successful. Her hit album “1989” concert tour was the highest grossing tour in the world in 2015 (over $250 million) and the highest grossing tour ever in North America (smashing the previous record held by the Rolling Stones’ 2005 tour).

As she said in a Wall Street Journal Op/Ed piece in 2014, Swift believes songs are valuable art that should be paid for. Swift means what she says. She protects her intellectual property. She has become a strong voice for music artists in the fight against those who distribute music for free without permission (otherwise known as copyright infringers), especially Internet music streaming services. When it comes to copyright, Swift has proven herself to be a force to be reckoned with in the music industry – she is not afraid to go after anyone.

For example, in late 2014, Swift’s team directed China’s largest music streaming services to take down her entire catalog of music from all free services. In a country where free music is almost viewed as an entitlement, Swift took her music out of the picture.

Also in 2014, Swift got into a dispute with Spotify, a commercial streaming music service. Swift objected to the very low royalty rates (less than one cent per stream) that Spotify pays for the music it streams, with most of the royalty going to the record labels, not the artists. Swift insisted on certain conditions for Spotify to stream her music, but Spotify refused to agree. So, Swift pulled her music from Spotify.

In June 2015, Swift took on Apple. Apple had planned to begin offering a new music streaming service. During a three-month trial period, Apple intended to offer subscribers the service for free. Apple wasn’t going to pay the musicians, writers, or producers any royalties during this period. Swift wrote Apple a letter, telling them they could not use her “1989” album, and asking Apple to pay for the music it intended to stream. After all, she pointed out, artists don’t ask Apple for free iPhones. Without even filing a lawsuit, Swift got her way. Apple agreed to pay all those whose music they streamed, and “1989” was included.

More recently, Swift ended up on the other side of a copyright battle. In October 2015, a songwriter named Jessie Braham, representing himself, sued Swift and Sony/ATV for copyright infringement in the U.S. District Court for the Central District of California. The plaintiff alleged that Swift’s hugely successful song, “Shake It Off,” from her “1989” album, infringed a song Braham had written. Specifically, Braham alleged that Swift’s lyric “haters gonna hate, hate, hate, hate, hate” was stolen from his 2013 song entitled “Haters Gone Hate.” Braham sought $42 million in damages.

Before any appearance in the case could be made by Swift or Sony/ATV, the court, on its own motion, dismissed the case. The plaintiff had requested to appear in forma pauperis (without paying court fees), giving the court the right to review the complaint to determine if it stated a claim. The court applied the same standard used for a motion to dismiss under Federal Rules of Civil Procedure, Rule 12(b)(6).

In order to state a claim for copyright infringement, a plaintiff must allege both that they own a valid copyright and that the defendant copied original elements of the plaintiff’s copyrighted work. The court found that Braham had alleged a valid copyright for his song, as he had registered the copyright for the song. As to the second requirement, however, the court found the plaintiff’s allegations lacking.

In his complaint, Braham referred to a 22-word phrase from his song that he claimed Swift had stolen, alleging that she repeated the phrase 70 times and that it comprised 92% of “Shake It Off.” The court listened to “Shake It Off” and reviewed the plaintiff’s lyrics, and did not find any such phrase. The court noted that the two songs had different melodies and were of different genres. The court performed her own Internet research and found that the plaintiff’s lyric “haters gone hate,” and another phrase the plaintiff had said was stolen, “players gone play,” had been used in many other works by other authors. Therefore, the court held that the plaintiff’s allegedly stolen phrases were not original and could not support a copyright infringement claim. In fact, the court went so far as to caution the plaintiff to be careful of Rule 11 in considering whether to amend his complaint, suggesting that his claim against Swift was baseless.

The court next addressed the plaintiff’s allegation that Swift had copied his song. Because direct evidence of a defendant’s copying is rare, coping can also be proved by evidence that the defendant had access to the plaintiff’s copyrighted work and that the plaintiff’s work and the defendant’s work are substantially similar. The court explained that access is almost never a problem, given the Internet; because Braham’s song was on YouTube, it was accessible to the defendants.

As to substantial similarity, however, the court found that Braham had a problem. The Ninth Circuit Court of Appeals’ test for substantial similarity has two parts: an “extrinsic” test and an “intrinsic” test. L.A. Printex Industries, Inc. v. Aeropostale, Inc., 676 F.3d 841, 846 (9th Cir. 2012), as amended (June 13, 2012). The extrinsic test, which can be determined as a matter of law, is met if the two works are objectively similar in ideas or expression. Id. The intrinsic test is a subjective test for the factfinder to determine and is met if an ordinary, reasonable audience would think that the two works are substantially similar. Id. In applying the extrinsic test, the court found that Braham’s song and “Shake It Off” were not objectively similar. Braham’s song used short phrases, while a key component of “Shake It Off” was the repetition of the last word of the phrase (“haters gonna hate, hate, hate, hate, hate” and “players gonna play, play, play, play, play”).

Under the standard for a motion to dismiss as set forth in Ashcroft v. Iqbal, 556 U.S. 662 (2009) and Bell Atlantic Corp. v. Twombly, 550 U.S. 544 (2007), the court held that Braham had not pled facts sufficient to allege a plausible claim for copyright infringement. The court denied the plaintiff’s request to proceed in forma pauperis, but said that plaintiff could continue with his suit if he paid the filing fees. In her conclusion, borrowing from Swift’s own lyrics from several other hit songs, the court emphasized the deficiencies in the plaintiff’s complaint:

“At present, the Court is not saying that Braham can never, ever, ever get his case back in court. But, for now, we have got problems, and the Court is not sure Braham can solve them. As currently drafted, the Complaint has a blank space – one that requires Braham to do more than write his name. And, upon consideration of the Court’s explanation in Part II, Braham may discover that mere pleading Band-Aids will not fix the bullet holes in his case. At least for the moment, Defendants have shaken off this lawsuit.”

Conducting Effective Workplace Investigations

  • When: Mar 3, 2016
  • Where: Weintraub Tobin

Join the attorneys from Weintraub Tobin’s Workplace Investigations Unit (Vida Thomas and Lizbeth West) for this one-day, in-depth training on conducting effective workplace investigations:

Weintraub Tobin Clients Named to Forbes 30 Under 30 List

Congratulations to Weintraub Tobin clients Zosia Mamet and Raymond Braun, for being recognized by Forbes as some of the brightest in their fields. “Girls” actress, Zosia Mamet, was named to Forbes’ Hollywood and Entertainment 30 under 30 list, while Raymond Braun was recognized on Forbes’ All-Star Alumni list. Braun was also recently named one of the Rising Social Media Stars To Know in 2016 by MTV. 

Press Release: Weintraub Tobin Earns Recertification in Meritas, a Global Alliance of Independent Business Law Firms

Sacramento, CA – January 5, 2016– Weintraub Tobin, a Sacramento-based law firm, today announced that it has been awarded recertification in www.meritas.org, a global alliance of independent business law firms. Weintraub Tobin joined Meritas in 1994, and as a condition of its membership, is required to successfully complete recertification every three years.

Meritas is the only law firm alliance with an established and comprehensive means of monitoring and enhancing the quality of its member firms—a process that saves clients time in validating law firm credentials and experience. Meritas membership is selective and by invitation only. Firms are regularly assessed and recertified for the breadth of their practice expertise and client satisfaction. The organization’s extensive due diligence process ensures that only firms meeting the tenets of Meritas’ unique Quality Assurance Program are allowed to maintain membership. Firm performance and quality feedback are reflected in a Satisfaction Index score, which is made available online.

The recertification process includes exacting self-assessment, peer review by other law firms and client feedback. It examines such factors as timeliness and quality of a firm’s client service, professional conduct and adherence to Meritas policies including acknowledgement of Meritas firm or client correspondence within 24 hours.

“Businesses trust the Meritas alliance of law firms for top-tier quality, convenience, consistency and value,” said Tanna Moore, president and CEO of Meritas. “Weintraub Tobin has demonstrated its commitment to world-class client service, and as such, has successfully earned its recertification in Meritas.”

For more information about Weintraub Tobin’s capabilities and the benefits of its membership in Meritas, visit weintraubstage.wpengine.com or call (916) 558-6000.

About Weintraub | Tobin

With offices in Sacramento, San Francisco, Beverly Hills, Newport Beach, and San Diego the Weintraub Tobin Law Corporation combines its shared vision and pledges to be 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. The firm continues its long-time and strong support of the communities in which its attorneys live and work.

About Meritas

Celebrating its 25th anniversary in 2015, Meritas is an international alliance of commercial law firms working across jurisdictions to provide clients the best of both worlds: a local legal partner with full service capabilities and the cost efficiency and personal attention unmatched by mega law firms. Each member law firm is required to adhere to rigorous and specific service standards on a regular basis. Headquartered in Minneapolis, Minnesota, Meritas has member firms in 226 global markets and nearly 7,000 lawyers. To find a Meritas law firm or for more information, visit www.meritas.org or call +1-612-339-8680.

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