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Mary Siceloff, Author at Weintraub Tobin - Page 84 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.


SUMMER FUN!

Because it’s summertime, I thought we should take a break from “serious” intellectual property articles.  So, instead, here are some patented inventions that you might see this summer.

A baseball with a speedometer seems like a great idea.  Although I don’t know anyone who has one, I’ve seen them in toy catalogs.  What could be more American?  We love baseball (at least many of us do) and we love competition, and this allows you to prove how fast you can throw the ball!  The patent is entitled “Baseball Having Inherent Speed-Measuring Capabilities.”  The patent covers the baseball itself, which contains a computer chip, as well as a method of determining the speed the ball is thrown.

A spray misting system for cooling people is a very useful thing.  These systems are very popular; in the last few weeks, I have seen them at a restaurant and at the State Fair.  They’re really effective.  One patent is entitled “Water Mist Cooling System.”  Apparently, there are several similar systems on the market, but most have a lot of problems, such as low water pressure due to reliance on tap water, and clogging due to small nozzle openings and high levels of dissolved solids in the water.  The invention is basically a hose with a series of nozzles, but it also has a pump and a regulator.  The pump solves the low water pressure problem and the regulator flushes the system to reduce clogging.

Corn on the cob holders – a cute idea, but no one actually seems to use them.  They come in all sorts of designs, from those with plain handles to those with decorative handles (little corn cobs, soccer balls, etc.).  Most of the patents I found were design patents and all were entitled “Corn Cob Holder.”  The designs varied in their handles (flat, cylindrical, or curved inward) and in the number of prongs (one, two, or four).  Even though these seem useful, most people seem to prefer to eat corn with their fingers.

The frisbee is a classic summertime invention.  The oldest patent I found was issued in 1967 and was called “Flying Saucer.”  Since then, there have been many patents covering improvements to what is now called a “flying disc.”  There are two types: regular saucer-shaped discs and ring-shaped ones.  The aerodynamics of the two types are completely different. I found one patent that described a “yo-yo returning disc” that uses a string and axle to create “yo-yo motion,” causing the disc to return to the user, like a boomerang.  The advantage of this invention is that a person can play frisbee all alone.  I’m not sure why anyone would want to do this, but if you did, this invention would make it much easier.

The barbecue fork with thermometer is a common subject for design patents.  These devices allow you to stab your food item as it’s being grilled to determine whether it’s done.  As a vegetarian, I don’t need this device, but I’m told it is very useful.  The patented designs vary in the location of the thermometer (an in-line thermometer in the handle of the fork or a round device sitting on top of the handle), and in the length of the fork portion.  The forks with the longer fork portion would seem to be better – so that you don’t burn your arm.

There are lots of patents for soccer shin guards.  The old shin guards were pretty simplistic, consisting of a single piece of stiff material.  The new ones have a separate foot portion that attaches with velcro at the ankle to the shin portion.  The patented shin guards all try to solve the same problem: they must be flexible enough to fit a variety of shins and yet also be stiff enough to provide protection.  Protection is critical, because the shin bone (the tibia) is a very vulnerable bone – it is long, thin, triangular, and not covered by muscle or fat.  One patent described a moisture-curable resin shin guard that can be molded to the user’s shin without heat, using only water, to form a rigid, tight-fitting guard.  This sounds like an effective way of getting a good fit.

The swim noodle is my favorite summer invention.  I have a bunch of them, and I wish I’d patented it.  The noodle is a long, open-celled, foam tube that is used as a pool floatation toy.  They come in many colors and shapes.  You can do just about anything with the noodle, depending on how many you have and how you arrange them.  You can use them to float sitting up, lying down, or something in between.  You can use them to do water exercises and to reach other pool toys floating in the pool.  Kids (and adults!) use them to whack each other or blow water out.  I couldn’t find a patent for the basic noodle, but I did find one for a noodle chair.  However, I think the noodle is best used in its purest form, by itself.

Now, enjoy the rest of our summer!

New Florida Law Allows Patients To Use More Potent Pot

High times at Florida workplaces may or may not become more prevalent with a new law that allows the medical use of stronger marijuana by a greater number of patients.

The legal use of medical marijuana is not completely new there.  In 2014, Florida legalized the medical use of low-THC cannabis by patients who are terminally ill with less than a year to live.  In November 2016, Floridians went to the ballot box and voted in by a super majority the Medical Marijuana Legalization Initiative, also known as Amendment 2.  The passage of that ballot initiative allowed medical marijuana to be given to patients so long as a physician believes the medical benefits of using marijuana outweigh the potential health risks.

Read the full article at the HRUSA Blog here: http://blog.hrusa.com/blog/new-florida-law-allows-patients-to-use-more-potent-pot/.

24 Weintraub Tobin Attorneys Rated by Martindale-Hubbell®

SACRAMENTO, CA (August 7, 2017) – Weintraub Tobin, a leading California full-service law firm, is pleased to announce that 24 Weintraub Tobin attorneys are Martindale-Hubbell rated. Out of the 24 attorneys, 21 have received the AV Preeminent® Rating by Martindale-Hubbell®, while three attorneys have been given the Distinguished rating.

AV Preeminent® Rating is the highest peer rating standard and is given to attorneys who are ranked at the highest level. Weintraub Tobin attorneys who have received the AV Preeminent® Rating include Christopher Anderson, Gary L. Bradus, Kay U. Brooks, Dale C. Campbell, Christopher Chediak, Janet Z. Chediak, David Creegan, Edward J. Corey, Jr., David Diepenbrock, Louis A. Gonzalez, Jr., Julie E. Green, James Kachmar, Keith Kandarian, C. Kevin Kelso, Audrey A. Millemann, Jessica Robison, Zachary Smith, Todd Stern, Daniel Steinberg, Jeanne L. Vance, and Gary Waldron.

The Distinguished rating is given to those attorneys who are widely respected by their peers for their professional achievement and ethical standards. Weintraub Tobin attorneys who have received the Distinguished rating include Kelly E. Dankbar, Scott Hervey, and Charles L. Post.

Martindale-Hubbell® has been a valuable resource for more than 130 years, recognizing outstanding attorneys through a Peer Review Rating system that evaluates their legal abilities and high ethical standards. The rating system has continued to evolve and now includes client reviews.

First District Court of Appeal strikes small, but meaningful, victory for businesses combatting online libel.

Just last week, California’s First District Court of Appeal handed a small, but meaningful, victory to businesses that resort to litigation to defend their reputations against anonymous, online attacks.  In ZL Technologies, Inc. v. Does, the First District held that ZL Technologies (“ZL”) was entitled to discover the identities of persons who posted anonymous reviews of ZL on Glassdoor.com, after ZL made a prima facie showing that its libel c were factually and legally valid.  Following the Sixth District’s decision in Krinsky v. Doe 6, the First District refused to impose additional burdens on plaintiffs who apparently have been defamed by persons emboldened by the relative anonymity the internet provides.

In 2012, ZL sued a group of unknown persons for libel and online impersonation, based on anonymous reviews posted to Glassdoor.com—a website for job seekers, where current and former employees can post reviews.  In order to serve the defendants with the complaint and prosecute its lawsuit, ZL sought disclosure of the defendants’ identities through a subpoena to Glassdoor.  Glassdoor refused the comply with the subpoena and the trial court denied ZL’s motion to compel compliance and later dismissed ZL’s suit with prejudice for failure to serve the defendants.  The First District found that the trial court wrongfully denied ZL the opportunity to discover the identities of the anonymous reviewers and, as a result, also improperly dismissed the lawsuit.

ZL’s appeal raised a conflict that lacks a definitive standard for resolving—the conflict between an anonymous speaker’s First Amendment right to remain anonymous and a libel plaintiff’s right to prosecute its case.  Neither the U.S. nor California Supreme Court has established a standard for resolving this conflict.  In order to compel disclosure of an anonymous speaker’s identity, most courts agree that the plaintiff must make a prima facie showing that the elements of a libel claim are supported by some amount of evidence.  But courts differ as to what other requirements a plaintiff must meet.

One oft-followed standard was established by a New Jersey appellate court in Dendrite Intern. V. Doe No. 3.  Under Dendrite, a plaintiff is required to: (1) make an effort to notify the anonymous defendant that the plaintiff seeks disclosure of his or her identity, to provide the defendant an opportunity to oppose discovery; (2) identify the specific statements that were libelous; (3) produce sufficient evidence to state a prima facie cause of action; and (4) show that the strength of its prima facie claim outweighs the defendant’s First Amendment right to remain anonymous.

In ZL Techs. v. Does, amici curae Public Citizen Litigation Group and Twitter, Inc. encouraged the First District to wholly adopt the Dendrite test, which the Sixth District declined to do in Krinsky.  The First District followed Krinsky; however, by refusing to follow the fourth prong of the Dendrite test—balancing the strength of the plaintiff’s prima facie claim against the defendant’s First Amendment rights.  The First District found that the additional balancing test adds no protection beyond the requirement that the plaintiff make a prima facie showing of a valid claim, unduly complicates the analysis, and gives protection to conduct that, based on the plaintiff’s preliminary evidentiary showing, is not constitutionally protected.

The fourth prong of the Dendrite test is concerning because it creates an uncertain standard.  Once a plaintiff presents evidence that a specific statement was made, is provably false, and caused harm, what more must the plaintiff do to tip the balance?  Dendrite does not say.  Discovery was denied in Dendrite because the plaintiff did not make a prima facie showing of a valid claim—the balancing test was never reached, let alone applied.

Often, litigation is not the best approach to combatting criticism, negative reviews, and bad press, because libel claims are difficult to prove.  While false statements of fact may be actionable, statements of pure opinion or statements that cannot reasonably be interpreted as stating actual facts, i.e., obvious exaggeration, are not.  As a result, one’s business reputation usually is best protected through purposeful engagement, both with the market and, at times, with detractors.

For those times when litigation appears appropriate, one can hope ZL Techs. and Krinsky will be the foundation upon which California sets a consistent standard for determining whether a libel plaintiff is entitled to discover the identity of an anonymous speaker.

Repeated Discovery Failures and Abusive Litigation Tactics Warrant Terminating Sanctions, Treble Damages, Attorney Fees and Permanent Injunction Against Defendant In Patent Litigation Case.

In TASER International, Inc. v. PhaZZer Electronics, Inc. et al, 6-16-cv-00366 (FLMD July 21, 2017, Order), a Florida District Court took the drastic step of entering a default judgment in favor of Plaintiff Taser, along with an award of compensatory and treble damages, an award of reasonable attorneys’ fees and costs, and injunctive relief because of Defendant Phazzer’s discovery failures and abusive litigation tactics.  According to the Court, since the outset of the litigation, Phazzer had engaged in a pattern of bad faith conduct designed and intended to delay, stall, and increase the cost of the litigation.  The Court determined no relief other than terminating sanctions would be adequate to address Phazzer’s repeated violations.  In the case, Plaintiff Taser filed a complaint against Defendant Phazzer for patent and trademark infringement, false advertising, and unfair competition.

In the order granting the terminating sanctions, the Court began by summarizing the “abusive litigation and discovery practices” it found the Defendant undertook during the litigation.  Specifically, the Court noted that after three motions to compel, and after the case had been ongoing for nearly a year, plaintiff “TASER still has not received the most basic information regarding the details and relationships between Phazzer and its manufacturer/suppliers/distributors of the accused . . .[infringing] product.”  In addition, the Court noted that while Taser had been attempting to schedule depositions for five months, Phazzer continued to assert that “[e]very one of the handful of critical witnesses associated with Phazzer, a small, closely-held company, are represented to be on vacation, out of the country, in surgery, or convalescing.”

Furthermore, after multiple failures by corporate representative for Phazzer to appear when required, the Court order that a representative of Phazzer must attend a hearing on their counsel’s request to withdraw, cautioning that “[f]ailure to comply with this Order may result in imposition of sanctions, including entry of a default or default judgment against the offending party or counsel.”  However, the Court noted that no representative from Phazzer Electronics attended the hearing in clear violation of the Court’s Order.  Moreover, in addition to the “flagrant discovery abuse and contemptuous behavior exhibited by Phazzer,” the Court also cited to numerous attempts by Phazzer to derail the litigation by repeatedly attempting to stay the proceedings, and by filing a last minute emergency motion for a protective order.

As for legal authority for its terminating and others sanctions ordered against Phazzer, the Court stated Rule 37 of the Federal Rules of Civil Procedure “allows district court judges broad discretion to fashion appropriate sanctions for the violation of discovery orders.”  The Court then noted Rule 37 “authorizes a variety of sanctions, such as, striking pleadings, rendering a default judgment, and holding the disobeying party in contempt of court.”  Furthermore, Rule 37 provides that “the court must order the disobedient party, attorney advising that party, or both to pay the reasonable expenses, including attorney’s fees, caused by the failure, unless the failure was substantially justified or other circumstances make an award of expenses unjust.”

Although the sanction of default is seen as a “last resort,” the Court reasoned a party’s “willfull or bad faith disregard” for discovery orders may call for this type of sanction when the party failed to comply with a court order compelling discovery and warning that the failure to comply might result in a default judgment.  The Court also noted bad faith may be found through “delaying or disrupting the litigation or hampering enforcement of a court order.”  The Court then found that Defendant Phazzer engaged in the above-described misconduct with the subjective intent to abuse the judicial process.  Thus, the Court found the imposition of terminating sanctions, along with compensatory and treble damages, attorneys’ fees and costs, and a permanent injunction to be “necessary to adequately punish Phazzer for its wanton and repetitive disregard of this Court’s orders and as a consequence of its willful abuse of the discovery process. The imposition of lesser sanctions would underrepresent the seriousness of the offensive conduct.”

Although an extreme example, this case is a good reminder to parties and attorneys alike that all litigation must be taken seriously and that the discovery process must be respected.  Failure to do so can lead to sanctions, up to and including terminating sanctions in particularly egregious cases.

21 Weintraub Tobin Attorneys included in Sacramento Magazine’s Top Lawyers List 2017

SACRAMENTO, California – July 26, 2017 – Weintraub Tobin Law Corporation congratulates its 21 attorneys who have been included in Sacramento Magazine’s 2017 Top Lawyer List.

Brendan Begley | Appellate
Gary L. Bradus | Banking & Financial Service, Business/Corporate
Kay U. Brooks | Estate Planning & Probate
Dale C. Campbell | Business Litigation, Litigation-Commercial, Trade Secrets
Christopher Chediak | Business/Corporate, Mergers & Acquisitions, Securities & Corporate Finance
Janet Z. Chediak | Estate Planning & Probate
Jim Clarke | Tax
Lukas Clary | Class Action/Mass Torts
Edward J. Corey, Jr. | Estate Planning & Probate, Mediation
Kelly E. Dankbar | Estate Planning & Probate
Mike De Angelis | Securities & Corporate Finance
Louis A. Gonzalez, Jr. | Business Litigation, Real Estate
James Kachmar | Business Litigation
Kevin Kelso | Securities & Corporate Finance
Shawn Kent | Real Estate
Daniel C. Kim | Estate Planning & Probate
Michael Kvarme | Real Estate
Audrey A. Millemann | Intellectual Property, Litigation-Intellectual Property, Litigation-Patents
Julie E. Oelsner | Bankruptcy and Creditor/Debtor
Charles L. Post | General Litigation
Lizbeth V. West | Employment & Labor

About Sacramento’s Top Lawyers List 2017

Voting for Professional Research Services’ survey to determine the top attorneys in 2017 for Sacramento magazine was open to all licensed attorneys in Sacramento, California. Attorneys were asked whom they would recommend among 53 legal specialties, other than themselves, in the Sacramento area. Each attorney was allowed to recommend up to three colleagues in each given legal specialty. Once the online nominations were complete, each nominee was carefully evaluated on the basis of the survey results, the legitimacy of their license, and their current standing with The State Bar of California. Attorneys who received the highest number of votes in each specialty are reflected in the above list.

The professionals listed above were selected by their peers in a survey conducted by Professional Research Services Company of Royal Oak, Michigan. Professionals may be screened and selected through the verification of licensing and review of any infractions through various applicable boards, agencies, and rating services. For further information, visit prscom.com or email PRS at asamhat@hour-media.com

About Weintraub Tobin Chediak Coleman Grodin Law Corporation

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

San Francisco Adopts the “Parity in Pay” Ordinance – No More Inquiries About or Disclosures of Prior Salary

On July 19, 2017 Mayor Lee signed the Parity in Pay Ordinance.   Below is a brief summary of the Ordinance which will go into effect on July 1, 2018.

  • The Ordinance provides findings from the 2015 United States Census Bureau report that show that in San Francisco women are paid on average 84 cents for every dollar a man makes. Women of color are paid even less. African American women are paid only 60 cents to each dollar paid to men. Latinas are paid only 55 cents to each dollar paid to men. The Ordinance finds that the problematic practices of seeking salary history from job applicants and relying on their current or past salaries to set employees’ pay rates contribute to the gender wage gap by perpetuating wage inequalities across the occupational spectrum.
  • The Ordinance shall cover all Applicants within the geographic boundaries of the “City” (which is defined as both the city and county of San Francisco) and whose application, in whole or part, will be solicited, received, processed or considered, whether or not through an interview, in the City. However, the ordinance will not apply to a person applying for employment with their current employer.
  • “Employers” covered by the Ordinance include: any individual, firm, corporation, partnership, labor organization, group of persons, association, or other organization however organized, which is or should be required to be registered to do business in the City. Job placement and referral agencies and other employment agencies are also covered. Except for the City, other local, state and federal employers are not covered.

Prohibitions under the Ordinance.

  • An Employer shall not consider or rely on an Applicant’s Salary History as a factor in determining whether to offer employment to an Applicant or what Salary to offer an Applicant.
  • An Employer shall not inquire about an Applicant’s Salary History.
  • An Employer shall not refuse to hire or otherwise disfavor, injure, or retaliate against an Applicant for not disclosing his or her Salary History to the Employer.
  • An Employer shall not release the Salary History of any current or former employee to that person’s Employer or prospective Employer without written authorization from the current or former employee unless the release of Salary History is required by law, is part of a publicly available record, or is subject to a collective bargaining agreement.
  • “Salary” means an Applicant’s financial compensation in exchange for labor, including but not limited to wages, commissions, and any monetary emolument.
  • “Salary History” means an Applicant’s current and past Salary in the Applicant’s current position, or in a prior position with the current Employer or a prior Employer. Salary History does not include any objective measure of the Applicant’s productivity such as revenue, sales, or other production reports.
  • Where an Applicant voluntarily and without prompting discloses Salary History to a prospective Employer, or provides written authorization for such information to be disclosed from a former employer, nothing in the Ordinance prohibits the Employer from considering that voluntarily disclosed Salary History in determining Salary for such Applicant or verifying such Applicant’s Salary History. However, Salary History by itself shall not be used to justify paying any employee of a different sex, race or ethnicity less than such Applicant or prospective employee for doing substantially similar work under similar working conditions in accordance with California Labor Code section 1197.5.

Notice and Posting Requirements.

  • Before the Ordinance goes into effect in July 2018, the San Francisco Office of Labor Standards Enforcement (OLSE) shall publish and make available to Employers in English, Spanish, Chinese, and all languages spoken by more than 5% of the workforce in San Francisco, a notice suitable for posting by Employers in the workplace informing Applicants and employees of their rights under the Ordinance.
  • Employers must post the OLSE notice in a conspicuous place at every workplace, job site, or other location in the City or on City property under the Employer’s control and frequently visited by their employees or Applicants, and shall send a copy of the notice to each labor union or representative of workers, as applicable.

Enforcement and Penalties.

  • From July 1, 2018 through June 30, 2019, the OLSE will issue a warning and notice to correct if the Ordinance is violated.
  • Starting July 1, 2019, for any subsequent violation other than a first violation (including a first violation occurring before that date), the OLSE may impose an administrative penalty of no more than $100 that the Employer must pay to the City for each employee or Applicant to whom the violation occurred. Thereafter, for subsequent violations occurring within 12 months of that violation, the penalty may increase to no more than $200 for the second violation, and to no more than $500 for each additional violation. The penalty shall be payable to the City for each employee or Applicant whose rights were violated.
  • The OLSE may also initiate an administrative action against an Employer. Before the effective date of the Ordinance in July 2018, the OLSE will establish rules and procedures for the administrative process. The OLSE may also refer matters to the City Attorney who may initiate a civil action.

More details regarding the Parity in Pay Ordinance can be found at: https://sfgov.legistar.com/View.ashx?M=F&ID=5282302&GUID=9B58E3DF-EBD7-46FC-BFFB-32E073CFF9E0

The First Amendment Protects the Trademark Registrability of THE SLANTS and THE WASHINGTON REDSKINS Irrespective of Political Correctness.

In 2014, the Washington Redskins lost a battle before the Trademark Trial and Appeal Board (“TTAB”) where the petitioner, a group of Native American activists, sought cancellation of the “Washington Redskins” trademark, which had been used for over 80 years. Immediately after the decision, the Redskins sought recourse through the United States District Court, which is one of two appropriate venues for an appeal from the TTAB. However, the Redskins didn’t have any better luck there as Judge Gerald Bruce Lee affirmed the TTAB’s ruling in 2015, finding that the mark, and its related marks, are offensive to Native Americans and therefore ineligible for federal trademark protection under the Lanham Act, which prohibits registration of trademarks that “may disparage” or bring people into contempt. The Redskins, displeased with Judge Bruce Lee’s ruling, eventually petitioned the Supreme Court for certiorari, but the Court refused to hear the matter, finding that a similar case, In re Tam, stemming from the Federal Circuit, was preferable for review.

In In re Tam, the front man for an Asian-American rock band known as the Slants, sought registration of the band’s name through the United States Patent and Trademark Office (“USPTO”), but was denied registration on the ground that the mark is disparaging. Accordingly, Tam sought appellate review before the Federal Circuit, which is the other appropriate venue for a USPTO or TTAB appeal, claiming that the disparagement clause of the Lanham Act violates the First Amendment’s Free Speech Clause. The Federal Circuit sided with Tam and ordered the TTAB to register the mark. The TTAB, dissatisfied with the Federal Circuit’s ruling, sought Supreme Court review, which as stated above, was granted.

The matter of Matal v. Tam was argued before the Supreme Court on January 18, 2017 and the Court issued its opinion on June 19, 2017. In an 8-0 decision, with Justice Neil Gorsuch taking no part in the consideration or decision of the case, the Court affirmed the Federal Circuit’s decision. Justice Alito, delivering the opinion of the Court, stated that “The disparagement clause violates the First Amendment’s Free Speech Clause,” and “Contrary to the Government’s contention, trademarks are private, not government speech.” He further stated that:

The Commercial market is well-stocked with merchandise that disparages prominent figures and groups, and the line between commercial and non-commercial speech is not always clear, as this case illustrates. If affixing the commercial label permits the suppression of any speech that may lead to political or social “volatility,” free speech would be endangered.

Despite this favorable ruling for free speech, Justice Alito cautioned that the government still “has an interest in preventing speech expressing ideas that offend.” But he and the Court believe the disparagement clause in its current form is too broad. He stated that:

The clause reaches any trademark that disparages any person, group, or institution. It applies to trademarks like the following: “Down with racists,” “Down with sexists,” “Down with homophobes.” It is not an anti-discrimination clause; it is a happy-talk clause. In this way, it goes much further than is necessary to serve the interest asserted.

So interestingly, while the opinion is clearly a victory for Tam, the Slants, and the Redskins, Justice Alito left open the door for some form of governmental regulation of ideas that offend.

On the other hand, Justice Alito was clear that trademark registration does not constitute governmental speech, which has inferior free speech protection. So it’s reasonable to conclude that irrespective of Justice Alito’s cautionary proclamation, the Court will not allow the TTAB or USPTO to continue cancelling and rejecting trademarks it finds disparaging, irrespective of any amendment or narrowing to the disparagement clause. However, the most appropriate interpretation of the Court’s opinion is likely that the disparagement clause, in its current form, is unconstitutional and overbroad in its scope, but while the trademark registration does not constitute governmental speech, commercial speech is not without governmental regulation. As such, it is likely that Congress will amend the Lanham Act and narrow the scope of the disparagement clause, then the TTAB will cancel, or the USPTO will reject, a trademark under the revised disparagement clause. Only then will we learn exactly how far the Court is willing to go to protect free speech, but based upon Justice Alito’s remarks regarding the danger of treating commercial speech any differently, it seems likely that the Court would rule in favor of free speech again.

Amazon Tips its Hand with New Trademark Application

As you likely know, Amazon is taking the world by storm. Whether it is through its convenient offering of household goods, and pretty much anything else you can imagine, to your door, or through its expansive selection of movies and television shows provided through its Amazon Prime streaming service, Amazon is a major player in multiple industries. Recently, Amazon surprised the general public when it agreed to purchase Whole Foods Market for $13.7 billion and judging from its recently trademark application, Amazon is nowhere near done with its expansion.

On July 6, 2017, Amazon filed a trademark application for “prepared food kits composed of meat, poultry, fish, seafood, fruit and/or vegetable.” The trademark that Amazon seeks to register is WE DO THE PREP.  YOU BE THE CHEF. Does this concept sound familiar? Perhaps even a bit like Blue Apron? If so, that’s probably because it is exactly like Blue Apron. If you aren’t familiar with Blue Apron, it is a meal-kit delivery service backed by major venture capital groups, including Fidelity and Bessemer Venture Partners. It was founded in August 2012 and has enjoyed major success to date. According to the Times Herald, as of September 2016, Blue Apron had shipped 8 million meal servings. This success led to the company going public last month.

Since that time, the value of Blue Apron’s stock has declined steadily, but it recently took its hardest hit when Amazon’s trademark application hit the public sphere, resulting in more than a ten percent drop in price per share. But what does this mean? And more importantly for purposes of this article, how is it related to intellectual property? Well, although there are likely various factors involved in the further decline of Blue Apron’s stock price, such as overvaluation, the most recent drop in stock price is likely caused by Amazon’s extraordinary goodwill.

Usually, when we discuss a mark’s goodwill, it is the product of the owner building goodwill in the mark through its use in commerce. But here, we have an instance where the mark has never been used in commerce and it already has substantial goodwill. The reason is that WE DO THE PREP. YOU BE THE CHEF. is inherently imbued with Amazon’s sizable goodwill. Not to mention, in light of the pending Whole Foods buyout, the mark is likely benefitting from Whole Foods’s goodwill, as consumers likely anticipate that Amazon will utilize Whole Foods products in its food kits. Although I don’t think that has been confirmed or even mentioned by anyone in the know, it is a reasonable assumption. Either way, it is clear that the mark is riding the coattails of its parent company and its parent company’s soon-to-be acquired subsidiary to give itself a head start into the food delivery marketplace. Whether that is indicative of future success in the marketplace remains to be seen.

Revised Form I-9 Issued by the USCIS

On July 17, 2017, the United States Citizenship and Immigration Service (“USCIS”) released a revised version of the Form I-9, Employment Eligibility Verification. Instructions for how to download Form I-9 are available on the USCIS Form I-9 page. Employers can use this revised version immediately or continue using Form I-9 with a revision date of 11/14/16 N through September 17th.  However, beginning September 18, 2017, employers must use the revised form with a revision date of 07/17/17 N. Also, employers must continue following existing storage and retention rules for any previously completed Form I-9.The USCIS publication regarding the revised form summarizes the changes to the Form I-9 as follows:

Revisions to the Form I-9 instructions:

  • We changed the name of the Office of Special Counsel for Immigration-Related Unfair Employment Practices to its new name, Immigrant and Employee Rights Section.
  • We removed “the end of” from the phrase “the first day of employment.”

Revisions related to the List of Acceptable Documents on Form I-9:

  • We added the Consular Report of Birth Abroad (Form FS-240) to List C. Employers completing Form I-9 on a computer will be able to select Form FS-240 from the drop-down menus available in List C of Sections 2 and 3. E-Verify users will also be able to select Form FS-240 when creating a case for an employee who has presented this document for Form I-9.
  • We combined all the certifications of report of birth issued by the Department of State (Form FS-545, Form DS-1350, and Form FS-240) into selection C #2 in List C.
  • We renumbered all List C documents except the Social Security card. For example, the employment authorization document issued by the Department of Homeland Security on List C changed from List C #8 to List C #7.

The USCIS also revised the Handbook for Employers: Guidance for Completing Form I-9 (M-274), which helps employers navigate the requirements for compliance with Form I-9 obligations.

More information can be obtained at: https://www.uscis.gov/news/alerts/revised-form-i-9-now-available.