Welcome to the Weintraub Resources section. Here, you can find our Blogs, Videos, and Podcasts, in which Weintraub attorneys regularly provide insights and updates on legal developments. You can also find upcoming Weintraub Events, as well as firm and client News.


Chris Chediak named 2014 ‘Lawyer of the Year’ for Corporate Law

Sacramento, California – Weintraub Tobin Chediak Coleman Grodin, a business law and litigation firm, announces that Chris Chediak has been named Northern California’s Lawyer of the Year in Corporate Law for 2014 by Best Lawyers in America®. After more than a quarter of a century in publication, Best Lawyers is designating “Lawyers of the Year” in high-profile legal specialties in large legal communities. Individuals are named to the list based on their particularly high level of peer recognition.

Chris is a shareholder in the firm’s Corporate department. He represents public and private clients in a variety of industries including technology, private equity, agri-business, manufacturing and trade associations. Chris routinely represents and counsels clients on a broad range of legal and business matters involving corporate governance, corporate finance, mergers and acquisitions, fiduciary duties and licensing and distribution arrangements. His practice encompasses transactions for companies of all sizes ranging from growth companies to well capitalized publicly traded corporations, for profit and non-profit companies, partnerships, limited liability companies and joint ventures.

Chris was also named 2009 “Lawyer of the Year” by Best Lawyers.

Since it was first published in 1983, Best Lawyers has become universally regarded as the definitive guide to legal excellence. Because Best Lawyers is based on an exhaustive peer-review survey in which more than 36,000 leading attorneys cast almost 4.4 million votes on the legal abilities of other lawyers in their practice areas, and because lawyers are not required or allowed to pay a fee to be listed, inclusion in Best Lawyers is considered a singular honor. Corporate Counsel magazine has called Best Lawyers “the most respected referral list of attorneys in practice.”

Eight Shareholders Named 2014 Best Lawyers in America®

Weintraub Tobin Chediak Coleman Grodin, a business law and litigation firm, is pleased to announce that eight of its partners were recently selected by their peers for inclusion in the 2014 edition of Best Lawyers in America®. The honored attorney are:

  • Chris Chediak, Corporate
  • David Adams, Leveraged Buyouts and Private Equity Law, Corporate Governance Law
  • Dale C. Campbell, Commercial Litigation
  • Jim Clarke, Litigation & Controversy – Tax, and Tax Law
  • Dan Eng, Banking and Finance Law, Corporate Governance Law, Leveraged Buyouts and Private Equity Law, Securities/Capital Markets Law
  • Louis Gonzalez, Real Estate Litigation
  • Michael A. Kvarme, Real Estate Law
  • Charles L. Post, Employment Law – Management and Litigation – Labor & Employment

Best Lawyers compiles its lists of outstanding attorneys by conducting exhaustive peer-review surveys in which thousands of leading lawyers confidentially evaluate their professional peers. The current, 16th edition of The Best Lawyers in America® (2014), is based on more than 2.8 million detailed evaluations of lawyers by other lawyers.

SAHRA Annual Conference: To Tweet or Not to Tweet: Social Media and Employee Privacy Rights

Employers are now faced with a variety of issues stemming from employees’ social media participation, such as: unproductive use of time during workers hours, making statements that may violate the company’s harassment/discrimination policies, and sharing confidential/proprietary information.

Employers are often left asking: Just how far into the Internet do my rights go? And how far into my business do my employees’ privacy rights go under California law? Recently the National Labor Relations Board has also let employers know not to forget about the NLRA and its interpretation of social media as a way for employees to engage in collective action.

Through this presentation session, HR professionals will learn effective strategies for the design, implementation, and enforcement of social media policies in the workplace. Presentation topics will answer these questions:

• What should a workplace social media policy do and say?

• Are employees’ social media interactions private?

• Are employees’ social media interaction protected by the National Labor Relations Act?

• How do you enforce a workplace social media policy?

Please make sure to bring your best workplace tweets/Facebook posts to discuss!

2013 Annual Sacramento Area Human Resource Association (SAHRA) Conference

Date:

August 22, 2013

Time of Speaking Engagement:

2:15 – 3:15 p.m.

Location:

1400 J Street
Sacramento, CA 95814

To register, visit the SAHRA website.

Upcoming Webinar: FSMA Made Simple: Strategic & Tactical Approaches In Preparing For New Regulations

Attorneys Lee Smith and Alden Parker will present at an upcoming webinar: “FSMA Made Simple: Strategic and Tactical Approaches In Preparing for New Regulations” at 2 p.m. August 14.

After participating in this webinar, attendees will have knowledge of how to realistically analyze the effects of FSMA regulations on their operations and build an action plan of next steps for their company.

The Food Safety Modernization Act (FSMA) presents a daunting collection of both newly enforced and proposed regulations impacting food processors. While some of the regulations, are in effect now and must be carefully managed, other FSMA components like the Preventive Controls regulation are still in the proposal phase. Talking heads are advising us to go full-steam forward with implementing these regulations in processing operations, and there are FSMA products and services already being offered. Given this current situation, what is a practical and realistic strategy to minimize risk and regulatory action against your company, while controlling costs and running efficient operations?

During this webinar, we will address this dilemma by looking at strategic and tactical responses that can help us “wrap our arms” around the new FSMA regulations. We will briefly review the details of new requirements, and then jump into how to manage compliance at both a corporate and plant level. An important tool for analyzing the impact of these regulations and developing an action plan is gap assessment. Examples of how to conduct gap assessments for the whistle blower protection, records requirements, and preventive controls rules will be presented.

Webinar Agenda:

  • Overview of the Food Safety Modernization Act (FSMA) Regulations
    • Who does it apply to?
    • Why was it created?
    • What is now in effect that will impact my company and what is pending?
  • Currently Implemented FSMA FDA rules
    • Registration, Re-registration, Suspension of Registration
    • Inspection Frequencies and Record Access
    • Administrative Detention
    • Recall Authority
    • Fees: Recalls, Re-inspection
    • Whistleblower Provision
    • Imports
  • Proposed Regulations For Food Processors: Preventive Controls
  • Strategic Planning for FSMA Compliance
    • Executive and Management Team Roles
    • Controlling Risk for the Company
    • Developing a Road Map for Implementation
    • Gauging FSMA Impact on Company through Gap Assessment
    • Example GAP Assessments: Whistleblower Provision, Record Requirements, and Preventive Controls
  • Tactical Response to FSMA
    • Corporate Programs
    • Factory Systems
  • Best Practices and Pointers to Control Costs
    • What products and services are essential and legitimate for FSMA?
    • What really requires immediate implementation?
  • Building a FSMA Action Plan to Guide Our Next Steps
  • Questions and Answers Session

Who will benefit from this webinar:

  • Executive management team
  • Regulatory compliance managers
  • Executive Quality and Food Safety managers
  • Legal counsel
  • Plant manager
  • Quality Assurance Manager
  • Company owners
  • Food safety and HACCP Manager
  • Consultants

Presenter–Jeff Kronenberg
Jeff Kronenberg, M.S., is Extension Food Processing Specialist with the University of Idaho, School of Food Science. Over the past 30 years he has held positions in operations and corporate quality, productivity, food safety, HACCP, and health & safety with Frito-Lay, the J.R. Simplot Company, PowerBar, AIB International, and University of Idaho. Jeff has worked with numerous company and supplier processing operations in developing, training, and implementing quality, food safety and HACCP systems. Through his industry affiliations, Jeff has worked with, and audited, food manufacturing and distribution companies across the United States in the areas of product quality, food safety, and HACCP. Over the past 12 years, he has spearheaded the introduction of Lean Manufacturing to the food industry in Idaho. Jeff holds a Master’s Degree in Food Science and Microbiology from Cornell University. He holds HACCP certifications through the Association of Food and Drug Officials (Seafood HACCP Trainer), the American Society for Quality (HACCP Auditor), International HACCP Alliance, and Safe Quality Food Institute (SQF Consultant). Jeff also holds a Lean Knowledge Certificate from the Society of Manufacturing Engineers.
Presenter–Lee N. Smith, attorney
Lee is a shareholder of Weintraub Tobin in Sacramento and Fresno. His practice includes Prop 65 and Food Safety issues, land use regulation and development, environmental compliance, water law and litigation. Lee will address the FSMA record-keeping requirements.

Presenter–Alden J. Parker, attorney

Alden is a shareholder in the Labor and Employment Law and Litigation Sections at Weintraub Tobin Chediak Coleman Grodin. His employment practice includes defending employers in all areas of employment law. He has extensive experience defending against sexual harassment, discrimination, retaliation, and wage & hour class action litigation in both federal and state courts. Alden will address employment issues relating to FSMA including important whitsleblower regulations.

To register, visit the Food Seminar International Website.

The Ninth Circuit Throws a Penalty Flag Against Electronic Arts

On July 31, 2012, the Ninth Circuit issued its ruling protecting the right of privacy held by collegiate athletes against the use of their likeness in connection with video games. (Keller v. Electronic Arts, Inc. (2013) 9th Circuit Court of Appeals 10-15387. This decision joins the Third Circuit’s decision in Ryan Hart v. Electronic Arts, Inc., U.S. App. LEXIS 10171 (3d Cir. 2013), finding that the collegiate athletes’ right to publicity outweighs Electronic Arts’ First Amendment rights.

Sam Keller was a starting quarterback for Arizona State in 2005, before joining Nebraska in 2007. Electronic Arts (“EA”) is the producer of a series of video games known as NCAA Football, in which EA seeks to replicate a school’s entire team as closely as possible. NCAA Football is an interactive game that allows the video gamer a wide range of playing options including modification of a player’s size and abilities as well as for which team he plays. Keller sued EA and the NCAA in a putative class action. EA filed a SLAPP motion (“Strategic Lawsuit Against Public Participation”), claiming that this conduct was protected by the First Amendment. The District Court denied the SLAPP motion, and EA appealed.

The Ninth Circuit recognized that video games, like books, plays, and movies, are entitled to the full protections of the First Amendment. (Brown v. Entm’t Merchs. Ass’n, 131 S.Ct. 2729, 2733 (2011). However, the First Amendment rights are not absolute, and states may recognize the right of publicity to a degree consistent with the First Amendment. (Zacchini v. Scripps-Howard Broad Co., 433 U.S. 562, 574-75 (1977).)

California’s right of publicity is codified in Civil Code section 3344 as well as common law. Civil Code section 3344 prevents the use of another’s likeness “in any manner on or in products, merchandise, or goods, or for purposes of advertising or selling . . . without the person’s prior consent.” EA raised four First Amendment privileges as defenses. The first, and most viable, potential defense is the “transformative use defense” as formulated by the California Supreme Court in Comedy III Productions, Inc. v. Gary Sandrup, Inc., 25 Cal.4th 387 (2001). The transformative use defense is “a balancing test between the First Amendment and the right of publicity based on whether the work in question adds significant creative elements so as to be transformed into something more than a mere celebrity likeness or imitation.” (Id.) The protected economic interest in a celebrity’s right of publicity diminishes when the work contains substantial transformative elements.

The court in Comedy III set forth five factors to consider in determining whether a work is sufficiently transformative. First, if the celebrity likeness is just one of many elements from which the work is developed as compared to whether the likeness is the “very sum and substance of the work in question.” Second, the work is protected if it is primarily the defendant’s own expression so long as that expression is something other than the likeness of the celebrity. This element has been described to examine whether the consumer is purchasing the work primarily because it is a replicate of the likeness of the celebrity or is purchasing the work because of the creative elements added by the defendant. Third, each of the five factors is to be applied more quantitatively than qualitatively in order to avoid debates over artistic expression. In other words, do the creative elements predominate over the likeness of the celebrity? Fourth, the court is to consider whether the economic value of the work is primarily due to the likeness or fame of the celebrity. Lastly, there is no transformative work if the overall goal is to create a traditional likeness or portrait of the celebrity so as to exploit his or her fame.

In addition to Comedy III, the Ninth Circuit examined three other California decisions applying the transformative use defense: Winter v. DC Comics, 30 Cal.4th 881 (2003); Kirby v. Sega of America, Inc., 144 Cal.App.4th 47 (2d Dist. 2006); and No Doubt v. Activision Publishing, Inc., 192 Cal.App.4th 1018 (2d Dist. 2011). Applying the five factors, the Ninth Circuit found that EA’s depiction of Sam Keller was not protected by the transformative use defense. Although all players, including Mr. Keller, could be modified by the video gamer, such control did not outweigh Mr. Keller’s right of publicity. The Court found that, just as in the No Doubt v. Activision Publishing, Inc., the characters in the EA NCAA Football video series were literal recreations of the collegiate players engaging in the same activities, and in the same settings, in which they gained their fame. The transformative elements of the overall video game that allowed the video gamer to manipulate certain elements of the characters, settings, and plays did not overcome the literal recreation of the collegiate players.

Judge Sidney R. Thomas issued a dissent, finding that a “holistic” examination of the video game established that the “transformative and creative elements” of the work “predominate over commercially based literal or imitative depictions.” Judge Thomas criticized the majority decision, focusing on a single athlete’s likeness rather than examining the video game as a whole.

The majority, and dissenting Judge Thomas, gave little weight to the other three First Amendment defenses argued by EA.

The Ninth Circuit was now joined by the Third Circuit in finding that the transformative use defense did not protect EA against claims for violation of the collegiate players’ right of publicity. The Third Circuit denied EA’s petition for a hearing en banc. One can only assume EA will make the same request for the Ninth Circuit. Unless overturned by the United States Supreme Court, these two decisions affirm substantial rights for collegiate athletes to protect the use of their likeness for commercial purposes without their consent. The economic consequence to EA and the NCAA will undoubtedly be substantial.

The EEOC Is Now Officially An Employee-side Employment Law Firm

For years, California’s employers have suspected that the EEOC is not the neutral investigative agency it holds itself out to be. Through the process of dealing with recalcitrant advocates, err investigators, employers know all too well that often times the EEOC seems to be on a mission that is anything but a straight forward fact finding mission. The EEOC’s latest alleged actions further demonstrate that this Federal Governmental Agency may now have fully crossed the Maginot line into the land of openly being one of the many employee side plaintiff’s law firms that dot California’s golden shores.

Recently, the EEOC is alleged to have sent out emails to more than 1,000 Case New Holland, Inc. employees, soliciting potential plaintiffs for a class action against the company. The regular plaintiff’s bar is salivating at this gross solicitation, where our Rules of Professional Responsibility prohibit such conduct, either directly or through a shill, i.e. other governmental employees. Perhaps the EEOC put in their email “Attorney Advertisement.” Well, the company will likely find out exactly how the process over at the EEOC’s marketing department was designed through their recently filed lawsuit against the Agency. The lawsuit, filed August 1, seeks injunctive relief prohibiting the EEOC from engaging in this type of conduct in the future. As many know, this writer never roots for a plaintiff. However, in this case I am making an exception. Go CNH!

DTSC Issues Final Green Chemistry Regulations

With little public notice the final version of the Green Chemistry regulations has been released. The final regulations show no substantive changes made to the regulations from the April version that has already been reviewed and commented upon. OAL has until August 29 to complete its review of the regulations which requires OAL to make a number of findings and when OAL signs off the regulations become effective. http://www.dtsc.ca.gov/SCPRegulations.cfm

In summary, the DTSC from a list of “Candidate Chemicals” will identify particular “Chemicals of Concern” and “Priority Products” for which an analysis of alternative chemicals must be accomplished to determine how to limit exposures or the adverse level of environmental impacts. The DTSC is then to identify and require implementation of a regulatory responses for Priority Products if the manufacturer retains theProduct and the chemical of concern. There are also listing and delisting provisions for Candidate Chemicals.

Don’t Make the Grave Mistake of Killing Your Appeal from an Order of the Probate Court

In most California civil cases, a party generally must wait until a trial court issues a final judgment before he or she can get through the doors of the Court of Appeal. While there are a few exceptions, this rule (sometimes called the one-final-judgment rule) prevents litigants from complaining to the appellate court about every ruling in a given case in piecemeal fashion. Even when they receive an appealable judgment, parties to an appeal often find that getting a decision from the reviewing court takes endurance and patience; e.g., the time from the notice of appeal to the decision frequently takes over a year.

UPDATE: You Can Still Hop Through Commercials

In April, we published an article about Fox Broadcasting Co. v. Dish Networks, LLC, where Fox Broadcasting was requesting a preliminary injunction against Dish Network, claiming that were engaged in copyright infringement by offering their Auto Hop on Dish Networks’ DVRs. As of that date, a judge declined to issue a preliminary injunction and Fox had appealed to the Ninth Circuit Court of Appeals. On July, 24, 2013, the Ninth Circuit rejected Fox’s appeal, and affirmed the district court’s refusal to enjoin Dish Network’s features. It affirmed the lower court’s reasoning that the consumer is the party causing a copy to be made, and not Dish Network. So if you subscribe to Dish Network and have the Auto Hop and “PrimeTime Anytime” features, no need to panic and switch cable/satellite providers, you can still watch your favorite television shows, commercial-free, without even touching the fast-forward button.

The Ninth Circuit confirmed that DVR recording is protected fair use, and since Fox did not have any copyright interest in the advertisements (the only content that was being skipped), it could not show that it was irreparably harmed by the features. However, it may be a bit premature for Dish Network to break out the champagne, despite Dish’s executive vice-president’s statement that, “This decision is a victory for American consumers.” That is because this decision was made using the very high legal standard required to justify a preliminary injunction, and the deferential standard of review applied to denials of preliminary injunctions.

A preliminary injunction is a remedy that requires a defendant to take, or refrain from taking, a specific action, prior to a trial on the merits, but based on an underlying lawsuit. It is often referred to as an “extraordinary remedy” because you are essentially granting relief to a party pre-litigation, without giving the enjoined party the chance to conduct discovery, put forth their side of the case, etc . . As a result, a party seeking a preliminary injunction has a pretty high bar to meet.

Before an injunction can be granted, a plaintiff must prove a few things, including (1) there is no adequate remedy at law (meaning that money compensation is not sufficient), (2) there is a serious risk of immediate irreparable harm absent injunctive relief, (3) a likelihood that he or she will prevail on the merits of the underlying controversy, and (4) the plaintiff is more likely to be harmed if an injunction is not issued, than defendant would be if the injunction is granted (the so-called “balance of hardships”). The plaintiff essentially has to try a mini-version of the case in front of the judge and courts often apply all these factors on a “sliding scale.” In other words, if the plaintiff can prove that the likelihood of success is very high, their showing of irreparable harm does not need to be as strong. Likewise, if the injunction’s burden on the defendant is low, but the plaintiff would be greatly harmed without the injunction, the plaintiff would only need to show a fair ground for litigation.

It is not easy to get an injunction and logically this makes sense because sometimes an injunction gives the plaintiffs the exact remedy they wanted (if they’re not interested in money). Accordingly, the law sets a high bar for granting “extraordinary” equitable remedy and typically a bond is required so that if the injunction is wrongfully granted, the defendant has some kind of redress.

Given the above factors, it’s not surprising that the judge denied Fox’s appeal for a preliminary injunction. The questions of law are by no means a “slam dunk” for Fox, complicated copyright questions rarely are, especially when they involve a new technology like this one. In addition, the harm to Dish Network and its subscribers would be great as the injunction could force Dish Network to disable the AutoHop and “PrimeTime Anytime” features and affect millions of its customers and lose millions of dollars. So for now, Dish Network and its subscribers can continue “hopping” their way through prime time.

Upcoming Speaking Engagement: Human Resource Law: What You Need To Know Now

Program Description

Weintraub attorney Charles L. Post will speak on the following topics:

  • “Is Your Employee Handbook Up to Date? Essential Components and Sample Policies for Today’s Workplace”
  • Wage and Benefit Issues

Stay up to date on the latest legislative changes and court decisions impacting your human resource practices! This essential course focuses on day-to-day issue spotting – covering current hot button issues and highlighting practical pointers to avoid and handle common problem areas. Experienced faculty will take you through the critical legal issues you need to know from hiring to firing – including wages and benefits, workplace privacy and safety, discrimination, and more. Don’t miss this opportunity to learn techniques from those with years in the field. Register today!

  • Stay up to date on the latest changes and cases in human resource law.
  • Understand the legal do’s and don’ts during the interview process, including background checks and drug testing, drafting employment contracts, and hiring independent contractors and immigrants.
  • Ensure overtime and employee leave policies are compliant with the law.
  • Learn appropriate methods for calculating and tracking FMLA time.
  • Make sure employee handbooks contain the critical provisions necessary to keep them up to date with current issues.
  • Discuss the latest interpretations of “disability” under the Americans with Disabilities Act (ADA).
  • Prevent workplace safety violations by knowing safety regulations and record keeping requirements.
  • Know how to appropriately handle thorny employee behavior issues while ensuring privacy rights are upheld.
  • Set up proper discipline and firing procedures to avoid wrongful termination and retaliatory claims.

Who Should Attend

This basic-to-intermediate level seminar examines the current issues in human resource law for:

  • Attorneys
  • HR Directors
  • Risk Management Directors

Date: Wednesday, August 28, 2013

Time: 9 a.m. – 4:30 p.m.

Location: Sheraton Grand Sacramento Hotel, 1230 J Street, Sacramento, CA 95815

For registration information, visit www.nbi-sems.com