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Mary Siceloff, Author at Weintraub Tobin - Page 114 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.


Federal Circuit Continues to Nix Financial Patents

Patents covering software for use in the financial industry are increasingly being invalidated by the courts. Because of the Supreme Court’s decision in Alice Corp. v. CLS Bank International, 134 S. Ct. 2347 (2014), district courts are holding these patents invalid on the grounds that they are unpatentable abstract ideas, and the Federal Circuit Court of Appeals is affirming the district courts’ decisions.

Patents may cover one of four statutory categories of inventions: (1) machines; (2) articles of manufacture; (3) processes; and (4) compositions of matter. 35.U.S.C. §101. These types of inventions are called “patent-eligible subject matter.” The longstanding exceptions to these four categories are: natural phenomena, laws of nature, and abstract ideas. These types of inventions are called “patent-ineligible subject matter.”

In Alice Corp., the Supreme Court established a two-part test to determine the patentability of claims directed to patent-ineligible subject matter. The first step is to decide whether the claims in the patent are directed to patent ineligible subject matter, such as an abstract idea. If so, the second step is to determine whether the elements of the claim transform the abstract idea into a patent-eligible application.

Two recent cases illustrate the trend. In both cases, the claims covered software for use in the financial industry, as was true of the claims invalidated in Alice Corp.

In OIP Technologies, Inc. v. Amazon.com, Inc., 788 F.3d 1359 (Fed. Cir. 2015), the district court for the Northern District of California granted Amazon’s motion to dismiss OIP’s complaint on the grounds that OIP’s patent was directed to a patent-ineligible abstract idea. OIP’s patent covered a method for pricing a product for sale, using “offer-based price optimization.” In affirming the district court’s decision, the Federal Circuit held that the patent was invalid under the Alice Corp. test. The first step of the test was met because the claims were directed to a patent-ineligible abstract idea (offer-based price optimization). The second step of the test was met because the elements of the claims did not transform the claims into a patent-eligible application. The court stated that the claims “merely recite ‘well-understood, routine conventional activities,’ either by requiring conventional computer activities or routine data-gathering.” The court emphasized at 1093, that:

“At best, the claims describe the automation of the fundamental economic concept of offer-based price optimization through the use of generic-computer functions.

But relying on a computer to perform routine tasks more quickly or more accurately is insufficient to render a claim patent eligible.

These processes are well-understood, routine, conventional data-gathering activities that do not make the claims patent eligible.“

In Intellectual Ventures I LLC v. Capital One Bank, 2015 U.S. App. LEXIS 11537, the district court for the Eastern District of Virginia granted the defendant’s motion for summary judgment of invalidity of two patents. One patent covered methods of budgeting, including tracking and comparing a user’s purchase information to their budget. The other patent covered a method in which web page content was customized for the user based on the user’s prior Internet usage. The Federal Circuit affirmed the district court’s grant of summary judgment. As to the budgeting method patent, the court held that budgeting is clearly an abstract idea and that the other elements of the claim were generic computer elements which did not make the claims patentable. The court explained, at *11:

“[T]he budgeting calculations at issue here are unpatentable because they ‘could still be made using a pencil and paper’ with a simple notification device.”

As to the web page patent, the court found that the concept of tailoring information to the user is an “abstract, overly-broad concept, long practiced in our society” and that “merely adding computer functionality to increase the speed or efficiency of the process does confirm patent eligibility . . .”

These two cases are not unusual. In fact, they are becoming routine. Financial industry patents face serious problems. Because of Alice Corp., they are more difficult to obtain than patents for other types of inventions and they are much less likely to survive challenge.

Ninth Circuit Says Employee Who Made Death Threats Against His Co-Workers Could Not Sue His Employer For Disability Discrimination

Joining similar holdings from several other circuits, the Ninth Circuit recently held in Mayo v. PCC Structurals, Inc. that a depressed employee who threatened to kill his co-workers and was thereafter fired was not a qualified individual under the ADA.  The court therefore affirmed the district court’s summary judgment on the employee’s disability discrimination claim.

Stress, Depression, and Bullying Lead Employee to Threaten Co-Workers’ Lives

The plaintiff, Timothy Mayo, welded aircraft parts for PCC Structurals.  In 1999, Mayo was diagnosed with major depressive disorder (MDD).  Despite the diagnosis, he continued working without incident for years.  In 2010, that changed.  Mayo and some other co-workers felt they were being bullied by their supervisor.  Following a co-worker’s complaint and a subsequent meeting to discuss the bullying, Mayo told three different co-workers that he wanted to kill the supervisor.  He told one co-worker that he felt like bringing a shotgun to work and “blowing off” the supervisor and others’ heads.  He told another co-worker that he wanted to “bring a gun down and start shooting people,” explaining that 1:30 p.m. was an optimal time because all of the supervisors would be present.  Pretty scary stuff.

Mayo’s co-workers reported the threats and HR reached out to him.  He told an HR representative that he “couldn’t guarantee” he wouldn’t carry out the threats.  PCC suspended him and called the police, who in turn took Mayo into custody for six days on the basis that he was a threat to himself and others.  After his release, Mayo spent two months on FMLA leave.  His doctor thereafter cleared him to return to work but suggested that he be assigned a different supervisor.  Instead, PCC fired him.

Ninth Circuit Holds that the Employee Cannot Sue for ADA Discrimination

Mayo sued PCC for disability discrimination in violation of Oregon’s version of the ADA, arguing that his threats were the result of his MDD and that PCC failed to accommodate him with a different supervisor.  The district court granted summary judgment, holding that Mayo could not establish a prima facie case of disability discrimination.  To establish a prima facie case, an employee must show, among other things, that he is a qualified individual under the ADA.  A qualified individual is someone who can perform the essential functions of his job with or without a reasonable accommodation.

According to the Ninth Circuit, Mayo was not a qualified individual under the ADA because he could not handle the essential functions of his job.  The court held: “[a]n essential function of almost every job [including Mayo’s] is the ability to appropriately handle stress and interact with others.”  According to the court, threatening the lives of one’s co-workers “in chilling detail” on multiple occasions is a pretty clear indicator that an employee cannot appropriately handle stress and interact with others.  Shocking, right?  This is true, according to the court, regardless of whether the comments resulted from the MDD.

In affirming the district court’s holding, the Ninth Circuit agreed with several other Circuits that have held employers cannot be forced to choose between not accommodating a disability and creating an unsafe workplace for other employees.  The court noted that this was a “common sense principle” and it was aware of no cases, regulations, or guidance that disagreed.

But while it may seem like common sense, to get to its holding, the Ninth Circuit had to distinguish several prior cases in which it had excused conduct resulting from a disability.  The court accepted that conduct resulting from a disability “is considered to be part of the disability, rather than a separate basis for termination.”  But the court drew the line at specific threats of violence, holding that an employer has no obligation to “simply cross their fingers and hope that violent threats ring hollow.”  While expressly acknowledging the real struggles of depression and mental illness, the Court held that protecting the individual rights of those who suffer from such illness must give way to an employer’s obligation to maintain the safety of its workforce.

Take Away For Employers

This case is a clear victory for employers and, as the court stated, applies a “common sense principle.”  But the case should also be read narrowly.  Importantly, the Ninth Circuit distinguished rather than overruled its previous line of cases holding that conduct resulting from a disability is to be considered part of the disability.  Employers still have to be careful not to automatically terminate any employee whose misconduct can be attributed to a disability.  Under most circumstances, an employer will still have to determine whether it can accommodate the employee in a way that eliminates the risk of misconduct.  Employees who threaten actual violence, however, are a different story.

Air Jordan Grounded in China

By: Intellectual Property Group

Michael Jordan is considered by many to be the greatest basketball player of all time. Beyond his five MVP trophies and six NBA championship rings, however Jordan also was the one of the most widely marketed athletic personalities in history. His name and image ultimately became iconic when Nike developed a new type of basketball shoe named “Air Jordan,” marked with the “Jumpman” logo – a silhouetted image of Jordan in mid-flight on his way to delivering a one-handed slam dunk.

Jordan’s fame knows almost no boundaries. He and former Houston Rockets star Yao Ming are the most popular international basketball stars in China, where Jordan is known as “Qiaodan.” Not surprisingly, and in the marked absence of any “Air Ming” footwear, Air Qiaodan sneakers have become popular in China. “Air Qiaodan” products are not endorsed or backed by Michael Jordan, rather they are manufactured and distributed by Qiaodan Sports Co. Beyond merely using Jordan’s Chinese name, Qiaodan’s products carry a logo closely resembling the “Jumpman” used on Nike’s “Air Jordan” products.

Believing that Qiaodan’s actions were causing confusion among Chinese consumers by misleading them into believing that Qiaodan Sports Co. was affiliated with His Airness, Jordan sought to cancel Qiaodan’s trademark. The Chinese lower courts refused to cancel Qiaodan’s trademarks, and the case was appealed to the Beijing Higher People’s Court. The Beijing Higher People’s Court has now ruled against Jordan.

The court noted that “’Jordan’ is not the only possible reference for ‘Qiaodan’ in the trademark under dispute.” The court also commented that “’Jordan’ is a common surname used by Americans.” Explaining its decision regarding Qiaodan’s use of the Jumpman logo, the court reasoned that the logo is in the shape of a person with no facial features, so therefore it is difficult for consumers to identify the Jumpman as Michael Jordan. The court therefore concluded that there was insufficient evidence to prove the Qiaodan trademark referred to Michael Jordan or otherwise caused confusion among consumers.

While the Higher People’s Court’s ruling seems to be the outcome of a decision in search of an analysis, it should come as no surprise. China frequently reinforces its reputation of being a sanctuary for producers of counterfeit goods by failing to enforce international intellectual property rights.

Your Greatest Asset or Worst Liability: Your Employee Handbook (San Francisco Seminar)

  • When: Aug 19, 2015
  • Where: Weintraub Tobin

Summary of Program

Employee handbooks are essential for employers in today’s litigious environment. A carefully prepared, up-to-date, and customized handbook can be an employer’s biggest weapon against labor and employment litigation if properly used. This informative seminar will outline the dos and don’ts in drafting an effective and well written employee handbook. You will receive specialized advice on the employee handbook that is right for your business needs.

Program Highlights

  • Why is an employee handbook necessary for your business?
  • What are the key disclaimers and qualifiers every employee handbook should contain?
  • Phrases and terms that you should never use in an employee handbook.
  • A discussion of important policies to include in any employee handbook, such as wage and hour policies, anti-discrimination, harassment, and retaliation policies, employee privacy and workplace technology policies, employee expectations of conduct policies, and more.
  • A discussion of mandatory policies based on the size of a business, such as FMLA/CFRA and other leave policies.
  • A discussion of discretionary policies, such as vacation, sick leave, holidays, and more.

Seminar Program

9:00 am – Registration and Breakfast
9:30 am – 11:30 am – Seminar

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.

There is no charge for this seminar.

Location
Weintraub Tobin
475 Sansome Street, Suite 1800
San Francisco, CA 94111

Parking Validation provided.

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

*This is an in-person session only. Not available via webinar. 

Will Lenz v. Universal Make Online Copyright Enforcement More Challenging for Copyright Owners

Pending before the 9th Circuit is a case which may change the landscape for online copyright protection. The case, Lenz v. Universal, may make it more difficult for copyright owners to protect against infringement in today’s environment of hyper infringement. Defenders of Lenz argue that this case represents the quest for a legitimate balance between overzealous copyright enforcement and legitimate, non-infringing use.

The facts of Lenz are fairly simple. Lenz posted to YouTube a very short video of her young child dancing to a Prince song playing in the background. At the time, Universal Music Publishing was managing Prince’s music publishing. An attorney at Universal manually reviewed the posting but acknowledged that he did not consider whether the Lenz video was fair use. Universal sent a DMCA takedown notice to YouTube and YouTube removed access to the video. Most normal takedown situations end there; however, Lenz was upset and, after trying and failing to remedy the situation herself, sought the aid of attorneys at the Electronic Frontier Foundation.

The DMCA was enacted in 1999 as an attempt by Congress to stem the tide of rampant online copyright infringement. The DMCA offered copyright owners a streamlined process for taking down from the Internet allegedly infringing material and online service providers had great incentive to follow the process laid out in the DMCA; to not do so opened one up to potential secondary liability for their users’ activities. Congress included a requirement that the allegation of infringement in a takedown notice include a statement that the sender had a good faith belief that the posting of the allegedly infringing content was not authorized by law. Specifically, Section 512(c)(3)(A)(v) requires a takedown notice to include “[a] statement that the complaining party has a good faith belief that use of the material in the manner complained of is not authorized by the copyright owner, its agent, or the law.”

Congress also included in the statute a prohibition against making a misrepresentation in a takedown notice. Section 512(f) provides:

(f) Misrepresentations — Any person who knowingly materially misrepresents under this section—

(1) that material or activity is infringing, or

(2) that material or activity was removed or disabled by mistake or misidentification, shall be liable for any damages, including costs and attorneys’ fees, incurred by the alleged infringer, by any copyright owner or copyright owner’s authorized licensee, or by a service provider, who is injured by such misrepresentation, as the result of the service provider relying upon such misrepresentation in removing or disabling access to the material or activity claimed to be infringing, or in replacing the removed material or ceasing to disable access to it.

Lenz contends that Universal violated Section 512(f) when it failed to consider fair use prior to sending the takedown notice. The court made clear earlier in the case that fair use is a use authorized by law and a copyright owner must consider fair use before proceeding with a takedown notice under the DMCA. Universal acknowledged that while it considered other factors that are relevant to a fair use analysis, it did not engage in a fair use analysis per se. Is this sufficient to impose Section 512(f) liability on Universal? Lenz argues that it is. Lenz argues that her post was clearly fair use and that Universal’s failure to consider fair use was willful blindness. Universal argues that it is not. Universal argues that its failure to engage in a fair use analysis when it was unaware that such analysis was required is not a “knowing” misrepresentation and points to 9th Circuit precedent which holds that the good faith requirement in § 512(c)(3)(A)(v) is to be evaluated according to a subjective standard.

Whether or not Universal’s lack of actual knowledge that it should perform an initial fair use assessment before sending a takedown notice allows it to escape liability under Section 512(f) is just one issue at the center of the appeal. Another issue being pressed by Universal is whether, and to what degree, a copyright owner must engage in a fair use analysis before sending a takedown notice. The determination of this issue will have ramifications on the ability of all content owners to police online infringement.

At oral argument before the 9th Circuit on July 7, 2015, Universal argued that the DMCA takedown system “simply can’t function” if owners need to engage in a fact intensive fair use analysis prior to sending a takedown notice. “Is that an argument you should be making to Congress?” U.S. Circuit Judge Mary H. Murguia asked. “The plain text, a reading of it, says that fair use should, or could be, and likely needs to be, considered.”

The court acknowledged that such a requirement would impose a greater challenge on a copyright owner’s ability to police online infringement. In questioning Lenz’s attorney, the court asked “Doesn’t [the fact that millions of DMCA takedown notices are filed each year, and only a fraction of a percent of them are later disputed by the targeted users] suggest that copyright infringement is rampant all over the Internet and that what you’re asking for here is a clarification or an interpretation of the law that will make it more onerous on the copyright owners to get these takedowns accomplished against people who are truly infringing their copyright?”

The Final Resolution of EEOC v. Abercrombie & Fitch After the U.S. Supreme Court’s Decision

The EEOC issued a press release on July 20, 2015 announcing that the federal appeals court has dismissed Abercrombie & Fitch’s (“AF”) appeal of the EEOC’s religious discrimination case because AF made the decision to settle the case following the U.S. Supreme Court’s ruling.

Below is a summary of the court proceedings.

The case arose when Samantha Elauf, then a teenager who wore a headscarf or hijab as part of her Muslim faith, applied for a job at an AF store in her hometown of Tulsa, Okla.  She was denied hire for failing to conform to the company’s “look policy,” which AF claimed banned head coverings.  Elauf then filed a charge with the EEOC, alleging religious discrimination, and the EEOC filed suit against AF charging that the company refused to hire Elauf due to her religion, and that it failed to accommodate her religious beliefs by making an exception to its “look policy” prohibiting head coverings.  The trial court granted summary judgment on liability to EEOC after holding that the evidence established that Elauf wore the hijab as part of her Muslim faith, that AF was on notice of the religious nature of her practice, and that it refused to hire her as a result.  A jury subsequently awarded Elauf damages for the discrimination.

AF appealed and a divided panel of the Tenth Circuit Court of Appeal ruled in favor of AF.  The court of appeals held that AF was not on sufficient notice of Elauf’s religious practice because, despite correctly “assuming” that Elauf wore a headscarf because of her religion, the company  did not receive from Elauf explicit, verbal notice of a conflict between the “look policy” and her religious practice.  The evidence in the case included that AF never disclosed to Elauf the “no head coverings” rule in its “look policy.”  The Supreme Court granted review and reversed the Tenth Circuit’s decision.  The Supreme Court held that to prevail in a disparate-treatment (intentional discrimination) claim under Title VII, an applicant/employee need show only that his/her need for an accommodation was a motivating factor in the employer’s decision, not that the employer had knowledge of his/her need.

Final Resolution of the Case.

In the settlement, AF agreed to pay $25,670 in damages to Elauf and $18,983 in court costs.   Elauf said, “I was a teenager who loved fashion and was eager to work for Abercrombie & Fitch.  Observance of my faith should not have prevented me from getting a job.  I am glad that I stood up for my rights, and happy that EEOC was there for me and took my complaint to the courts.”   Elauf also said that she was “grateful to the Supreme Court” for its decision and that she hopes that “other people realize that this type of discrimination is wrong and the EEOC is there to help.”

Employers Remember: Based on the Supreme Court’s decision, an applicant or employee does not have to request a religious accommodation in order to later bring a religious discrimination/failure to accommodate claim.  Instead, the applicant or employee need only show that the employer (e.g. by and through its supervisor(s)) was “motivated” by a desire to avoid accommodating the applicant’s or employee’s religious practices.  This will likely be shown based on some evidence of suspicion or knowledge on the employer’s (supervisor’s) part that religious practices were at play in the given situation. 

Takeaway:  Train your supervisors so that they know they cannot make adverse employment decisions based on an applicant’s or employee’s religion, and that the employer may be required to provide accommodations to applicants or employees for certain religious practices.

Patent Infringement and Appellate Jurisdiction

In general, any appeal from a civil action involving claims of patent infringement must be made to the Federal Circuit in Washington, D.C. A recent case from the Ninth Circuit, Amity Rubberized Pen Company v. Market Quest Group, illustrates this principle as well as demonstrating the practical measures an appellate court will take to help an appeal survive.

In Amity Rubberized Pen Co., Amity held a patent for a device that dispensed both toothpicks and tablets such as breath mints. In 2006, Amity sued Market Quest Group alleging infringement of its patent and brought various other federal and state law claims. Counsel for Amity withdrew from the case during trial and the court declared a mistrial and ordered that Amity substitute in new counsel. It also awarded Market Quest its attorney’s fees and costs for the mistrial and warned Amity that it would dismiss the case if it failed to pay. Amity did not pay the fees and in 2010, the Court dismissed the case with prejudice.

Approximately three years later, in 2013, Amity filed a new lawsuit against Market Quest alleging similar claims as the previous action, including claims for patent infringement. Market Quest filed a motion to dismiss the lawsuit on the grounds of res judicata, arguing that the present actin was barred by the dismissal with prejudice of similar claims three years earlier. The District Court agreed and dismissed the 2013 lawsuit. Amity appealed this dismissal to the Ninth Circuit Court of Appeals instead of to the Federal Circuit.

The Ninth Circuit concluded that it lacked jurisdiction to hear Amity’s appeal. The Court recognized that generally it had appellate jurisdiction over appeals emanating “from the United States District Courts within the geographical boundaries of the Circuit.” The Court recognized, however, that this jurisdiction was not absolute in that Congress had granted the Federal Circuit “exclusive jurisdiction … of an appeal from a final decision of a district court of the United States … in any civil action arising under … any act of Congress relating to patents.” Although the dismissal was premised on the common law doctrine of res judicata, the Ninth Circuit recognized that “a case arises under the patent laws where `a well pleaded complaint establishes … that federal patent law creates the cause of action.’” Here, Amity had asserted a claim for patent infringement in the 2013 lawsuit against Market Quest thereby triggering the Federal Circuit’s appellate jurisdiction. Given this, the Ninth Circuit lacked the jurisdiction to determine the merits of Amity’s appeal.

However, rather than dismiss the appeal which, depending on certain timing issues would likely have barred Amity from refiling the appeal in the Federal Circuit, the Ninth Circuit decided to order that the appeal be transferred to the Federal Circuit. In reliance on 28 U.S.C. section 1631, the Ninth Circuit concluded that it had the authority to transfer the appeal to a federal court of competent jurisdiction provided: “(1) the Court to which the appeal is to be transferred would have had jurisdiction at the time the appeal was filed; and (2) transfer is `in the interest of justice’.” The Ninth Circuit also recognized that it could order the transfer of the appeal on its own without Amity filing a motion for such transfer.

In applying the two prong test, the Ninth Circuit concluded that the Federal Circuit had original jurisdiction over the appeal at the time it was mistakenly filed in the Ninth Circuit. This was because 28 U.S.C. section 1295 gives the Federal Circuit exclusive appellate jurisdiction over patent infringement claims. The Ninth Circuit then turned to whether a transfer of the appeal would be “in the interest of justice” finding this a more complex issue.

The Ninth Circuit recognized that it had taken a broad view of when a transfer would be appropriate, having previously held a “transfer will be in the interest of justice because normally dismissal of an action that could be brought elsewhere is ‘time consuming and just as defeating’.” The Ninth Circuit had also recognized that transfer is often times a suitable remedy so as not to penalize a party for “an honest procedural mistake.” The Court continued that a transfer should be ordered “where … the plaintiffs appear to have been `unaware of or confused about the proper forum in which to file [their] action’ as well as having held that it was in the interest of justice to transfer a case `when the time period has elapsed to file in the appropriate court’.” Finally, the Ninth Circuit recognized that it had rarely held that it would not be in the interest of justice to order the transfer of a case to another court. Thus, unless the matter to be transferred “is frivolous or was filed in bad faith,” the Ninth Circuit concluded that it would be in the interest of justice to transfer the case to the Federal Circuit rather than dismissing the appeal.

The Amity decision is a reminder to counsel in litigating patent infringement claims that any appeal from an unfavorable ruling must be made to the Federal Circuit. However, at least in the Ninth Circuit, there does not appear to be the likelihood of the severe penalty of dismissal should counsel mistakenly appeal to the wrong court.

Governor Signs Assembly Bill No. 987 – Requesting a Reasonable Accommodation is Protected Activity under FEHA

This bill was in direct response to the decision in Rope v. Auto-Clor System of Washington, Inc. (2013) 220 Cal.App.4th 635 (2013), which found that an employee who merely makes a request for an accommodation does not engage in protected activity for purposes of a FEHA retaliation claim.  Under this bill, the Government Code is amended to make clear that a request for reasonable accommodation based on religion or disability constitutes protected activity under Section 12940 of the Government Code, such that when a person makes such a request, he or she is protected against retaliation for making the request.  Pursuant to the new law, the Legislature intends: (1) to make clear that a request for reasonable accommodation on the basis of religion or disability is a protected activity; and (2) provide protection against retaliation when an individual makes a request for reasonable accommodation under FEHA, regardless of whether the request was granted.

The Governor Agrees – Professional Cheerleaders are “Employees” and Employees are Entitled to Paid Sick Leave Pursuant to the Amended Healthy Workplaces-Healthy Families Act

The California Legislature has been pretty busy this year introducing various bills that will affect certain California employers.  Below is a brief summary of two bills recently signed by the Governor – one that amends the new mandatory sick leave law, and one that ensures that professional cheerleaders are treated as employees for purposes of employment entitlements and protections.

Assembly Bill 304 – Amending the New Healthy Workplaces-Healthy Families Act (aka Mandatory Paid Sick Leave Law).

The bill which takes effect immediately, amends the Healthy Workplaces, Healthy Families Act of 2014 that went into effect on July 1, 2015.  Among other things, this bill clarifies that an employee must work for the same employer within California for 30 or more days per year in order to qualify for accrued sick leave.  It also authorizes an employer to provide for employee sick leave accrual on a basis other than one hour for each 30 hours worked, provided that the accrual is on a regular basis and the employee will have 24 hours of accrued sick leave available by the 120th calendar day of employment.   Additionally, the bill clarifies that an employer may limit an employee’s use of paid sick days to 24 hours or 3 days as follows: in each year of employment; in a calendar year; or in a specified a 12-month period.  The bill also provides that an employer has no obligation to inquire into or record the purposes for which an employee uses sick leave or paid time off.

Further, for specified industries, the bill permits the delay in the application of the notice requirement and also permits an employer who provides unlimited sick leave to its employees to satisfy notice requirements by indicating “unlimited” on the employee’s itemized wage statement. The bill also requires an employer to calculate paid sick leave based upon an employee’s regular rate of pay, total wages divided by total hours worked in a 90-day period, or the wages for other forms of paid leave, as specified. The bill clarifies that an employer is not required to reinstate accrued paid time off to an employee, rehired within one year of separation from employment, that was paid out at the time of termination, resignation, or separation. The bill also clarifies that an employer is not required to provide additional paid sick days if the employer has a paid leave policy or paid time off policy, the employer makes available an amount of leave applicable to employees for specified uses, and the policy satisfies specified accrual, carry over, and use requirements, or provides paid sick leave or paid time off to employees before January 1, 2015, as specified, or pursuant to specified provisions of law or of a memorandum understanding that meet the requirements of the law.

The full text of the bill can be obtained at http://www.leginfo.ca.gov/pub/15-16/bill/asm/ab_0301-0350/ab_304_bill_20150622_amended_asm_v92.pdf.

Assembly Bill 202 – Cheerleaders for Professional Sports Teams are Employees.

This bill provides that for purposes of all of the provisions of state law that govern employment, including the Labor Code, the Unemployment Insurance Code, and the California Fair Employment and Housing Act, cheerleaders utilized by a California-based professional sports team during its exhibitions, events, or games will be deemed to be employees.   Because a violation of specified employment laws, including wage and hour laws, that would apply to California-based professional sports teams utilizing cheerleaders would be a crime, this bill imposes a state-mandated local program.

The full text of the bill can be obtained at http://www.leginfo.ca.gov/pub/15-16/bill/asm/ab_0201-0250/ab_202_bill_20150702_enrolled.pdf.

To Tweet or Not to Tweet? The Constantly Developing Landscape of Social Media in the Workplace

  • When: Aug 13, 2015
  • Where: Weintraub Tobin

Summary of Program

Companies and their employees widely use social media in their daily business activities.  These networking sites are used by employees to communicate with one another as well as current and potential customers.  However, the use of social media may occasionally adversely impact an employer’s business or present other legal risks.  What should an employer do to protect itself without intruding on an employee’s rights?

Program Highlights

  • Employer’s use of employee’s social media information versus the employee’s right to privacy.
  • Protection of employer’s confidential and proprietary information.
  • Ramifications of B.Y.O.D. policies.
  • Potential employer liability for employee’s online conduct.
  • The importance of effective Electronic Use and Social media policies.
  • Legal limits for employee use of social media in the workplace.

Seminar Program

9:00 am – Registration and Breakfast
9:30 am – 11:30 am – Seminar

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 is no charge for this seminar.

Location
Weintraub Tobin
400 Capitol Mall, 11th Fl.
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

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