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.


Are Patent Trolls Good?

The landscape of patent law has been rapidly changing over the last several years. President Obama recently signed into law the America Invents Act (the “AIA”) which offered the first identifiable attempt by the United States government to stem the tide of claims asserted by non-practicing entities, also known pejoratively as “patent trolls.” Among the many changes included in the AIA is the requirement for non-practicing entities to file individual lawsuits against accused infringers rather than multiple defendants, thereby creating a potentially significant increase in the cost of litigation. This provision of the AIA, and other proposals directed at non-practicing entities, are often premised on the assumption that every lawsuit filed by these so-called “trolls” is frivolous.

While it’s true that a significant number of lawsuits filed by non-practicing entities have no merit, and are settled by the accused parties merely to avoid the costs associated with defending a patent infringement lawsuit, it is inaccurate and potentially counterproductive to assume that all patent litigation initiated by a non-practicing entity is meritless. Yet, recent comments by President Obama grouped all non-practicing entities together and cast them all as a significant drain on U.S. businesses and an overall drag on technology companies. The White House stated that “stopping this drain on the American economy will require swift legislative action.”

Obviously there are a significant number of non-practicing entities who are appropriately categorized as “trolls.” However, we also must consider the notion that the non-practicing entity business model can serve the underlying function of the United States patent system—to promote the sciences and advance innovation. While the changes implemented by the AIA tend to undermine this goal by disadvantaging small inventors in their ability to acquire patent grants, the non-practicing entity business model can function to restore some strength to these disadvantaged inventors. Currently, when small companies or individual inventors acquire patent grants, those patent holders then face enormous costs in connection with patent litigation if they wish to enforce the patent. This often renders them unable to vindicate the rights granted to them under their patent. Obviously a patent that cannot be enforced through litigation is practically worthless.

The emergence of a non-practicing entity model addresses this problem. Non-practicing entities are not limited to the patent trolls who assert rights in worthless patents in order to shakedown businesses. Companies such as Intellectual Ventures and Eolas Technologies are non-practicing entities who partner with smaller companies and individuals, which generally could not afford to assert their patent rights against larger entities, to provide resources enabling these small entities and individuals to vindicate their interests. As a result, some non-practicing entities actually revive the incentive for smaller entities and individuals to create patentable inventions. Since the underlying purpose of the patent system is to promote invention, these legitimate non-practicing entities may actually benefit the patent system.

Obviously the existence of unscrupulous patent trolls can be a tremendous burden on companies specializing in high tech goods. A significant number of claims are filed each year based on patents which arguably should not have been issued by the United States Patent and Trademark Office. Yet, we must be cautious in the promulgation of new legislation directed at non-practicing entities so that we do not inadvertently create additional barriers making it more difficult for small entities to obtain patents on legitimate inventions.

Court Requires FDA to Final FSMA Regulations by June 2015

Judge Phyllis Hamilton of the U.S. District Court of Northern California ruled that the FDA must publish all of the final regulations required under the Food Safety Modernization Act by June 30, 2015. This ruling expressly rejected the FDA’s proposed target timeline for 2015-2016 for the publication of the final rules.

As stated in the order:

April 22, 2013, the court issued an order granting plaintiffs’ motion for summary judgment and denying defendant’s motion for summary judgment. The court granted plaintiffs’ request for a judicial declaration that the FDA had violated the FMSA by failing to promulgate the required regulations in accordance with the deadlines mandated by Congress…. As the court found in the April 22, 2013 order, by setting deadlines for the promulgation of the implementing regulations, Congress indicated that the rule-making process should be closed-ended, rather than open-ended….In completing the FDA’s required rule making under the FSMA, with regard to proposed regulations that have not yet been published in the Federal Register, defendant is ORDERED to publish all proposed regulations by November 30, 2013. In each instance, the close of the comment period shall be no later than March 31, 2014. All final regulations shall be published in the Federal Register no later than June 30, 2015. Apartfrom these deadlines, defendant shall have the discretion to prioritize other matters relating to the rule making process.

Thus the process for the regulations that are out for review now, Preventive Controls and the Produce Safety Rules are on a faster track than had been contemplated; perhaps leaving no time for the circulation of a revised set of rules as had been contemplated by some parties.

Summer Seminar Series for Restaurants

Download: New Final.pdf

Leavitt Group and Weintraub Tobin will host a “Summer Seminar Series for Restaurants” where we will examine the issues facing employers in the restaurant industry, health care reform and group captive alternatives.

Whether it’s employer mandates, wage and hour class litigation or administrative actions, restaurant management has been hungry to learn more about issues that affect their business and their bottom line. This series will explore all of this and more.

Sessions

1st Session: Affordable Care Act – A Real World Look at Health Care Reform in the Restaurant Industry

Matthew Sears, CEBS, CMS
Executive Vice President, Leavitt Group

  • Brief discussion of the origins of the reform effort
  • Quick look at what’s already gone into effect
  • Upcoming provisions
  • Slower discussion of Employer Mandate (“Employer Shared Responsibility”)
  • Steps you should be taking now
  • Possible responses to the employer mandate (for groups that don’t currently offer coverage, or offer management carve out only)
  • Questions & Answers

2nd Session: Top 10 Issues Facing Employers in the Restaurant Industry

Alden Parker
Weintraub Tobin Law Corporation

  • Wage and hour and class action litigation
  • Discrimination/Harassment/Retaliation/Whistleblower litigation
  • Administrative actions (DLSE, DFEH, EEOC, EDD)
  • Trade secret and employee raiding litigation and counseling
  • Employment counseling, wage and hour advice counseling, and audits and litigation prevention•
  • ADA access cases, employee handbooks, leaves of absence, and union avoidance

3rd Session: Group Captive Alternatives

Joe Colaluca
Senior Vice President, Captive Resources, Inc.

  • Why join a group captive?
  • Greater control of underwriting, rates and forms (Workers’ Comp, GL, Auto)
  • Improved cash flow-profit share
  • Lower insurance costs
  • Superior Risk Management
  • Questions & Answers

Tuesday, July 30, 2013
Claremont Resort, Berkeley, CA
Wednesday, July 31, 2013
Sutter Club, Sacramento, CA

Program
7:30 am – 8:00 am Registration/Breakfast
8:00 am – 9:00 am 1st Session
9:15 am – 10:00 am 2nd Session
10:15 am – 11:30 am 3rd Session
11:30 am – 12:30 pm Light Lunch

Reserve your spot today!

Contact Lisa Patterson,
925.822.9156
[email protected]

Supreme Court Rules DOMA Section 3 Unconstitutional

Today the United States Supreme Court ruled that Section 3 of the federal Defense of Marriage Act (DOMA) is unconstitutional. The case, United States v. Windsor, 570 U.S. ____ (2013), involved the portion of DOMA that stated that the federal government will only recognize marriages between opposite-sex spouses for purposes of federal law. There are over 1,000 federal laws that address marital status, and DOMA’s Section 3 denied validly married same-sex couples myriad protections and responsibilities under federal law. Because of the Windsor decision, same-sex spouses who are validly married under state law will now also be treated as married under federal law.

Edith Windsor married Thea Spyer, her partner of 46 years, in Ontario, Canada, in 2007. At the time, their state of residency, New York, did not allow same-sex marriage, but it did recognize the validity of their Canadian marriage. When Ms. Spyer died in 2009, she left her entire estate to Ms. Windsor. Ms. Windsor filed Ms. Spyer’s federal estate tax return and claimed that she was owed a refund of $363,053 as the surviving spouse. Under federal tax law, property passing from a deceased spouse to a surviving spouse is not subject to estate tax. However, DOMA prevented the IRS from recognizing Ms. Windsor and Ms. Spyer’s marriage, and the refund claim was denied. The federal District Court and the Second Circuit Court of Appeals ruled in favor of Ms. Windsor, holding that the applicable provisions of DOMA were unconstitutional and ordering that the Treasury refund the estate tax paid to Ms. Windsor with interest. The government appealed that decision to the U.S. Supreme Court.

In today’s U.S. Supreme Court decision, Justice Kennedy, writing for the majority, stated Section 3 of DOMA violates the due process and equal protection principles of the Fifth Amendment to the U.S. Constitution because it was principally designed to impose an unequal status on otherwise validly married same-sex couples. Specifically, Section 3 tells these couples that “their otherwise valid marriages are unworthy of federal recognition . . . plac[ing] same-sex couples in an unstable position of being in a second-tier marriage.” Slip op. at 23. To the extent that a state has chosen to allow same-sex marriage, the U.S. Constitution prohibits the federal government from imposing “a disability on the class [of same-sex spouses] by refusing to acknowledge a status the State finds to be dignified and proper.” Slip op. at 25.

Although the decision takes effect immediately, I would caution same-sex spouses to expect some glitches along the way. Because of the number of federal laws that are tied to marital status, it will likely take weeks and months for various state and federal agencies to fully adjust to this change, educate their employees, and issue the appropriate regulations.

For same-sex couples doing their estate planning, this decision may have a major effect on the structure of their estate plan. For example, same-sex spouses are now eligible for the federal estate tax marital deduction (and so may use “QTIP” trusts and make portability elections); they may now make unlimited lifetime gifts to their spouses; and they are now eligible for spousal status on retirement accounts. For same-sex spouses with estate plans currently in place, I would strongly recommend contacting your lawyer to discuss whether the Windsor decision will affect you.

It is important to note that this ruling only applies to lawful same-sex marriages. Currently, 13 states, the District of Columbia, and a number of Native American tribes currently allow same-sex marriage or have laws legalizing same-sex marriage set to go into effect this year. Because of the Supreme Court’s decision in Hollingsworth v. Perry this morning (see Marriage Equality Returns to California), California is included among those states. Additionally, Windsor does not affect Section 2 of DOMA, which permits states to refuse to recognize same-sex marriages performed in other states.

For those who wish to read the case in full, Windsor has somewhat of an unusual procedural history, as the Executive Branch (which enforces DOMA) asserted that it believed that DOMA was unconstitutional and declined to defend it in court, but it continued to enforce DOMA and denied Ms. Windsor’s estate tax refund. The U.S. House of Representatives, through the Bipartisan Legal Advisory Group (BLAG), defended the law instead. After a significant amount of debate as to whether the U.S. Supreme Court had jurisdiction to hear the case and BLAG had standing to defend DOMA, the Supreme Court determined that it had jurisdiction and reached the merits of the case. A substantial portion of the majority opinion and the dissenting opinions focuses on this issue.

Marriage Equality Returns to California

The United States Supreme Court issued its opinion in Hollingsworth v. Perry, 570 U.S. ___ (2013), this morning, regarding the validity of Proposition 8. The outcome is that same-sex marriage is once again legal in California. The Supreme Court did not rule on a specific right to same-sex marriage, but rather it stated that neither it nor the federal Court of Appeals for the Ninth Circuit (which includes California) had the power to hear the case. Hollingsworth is largely a procedural case, and it requires some background to fully understand.

In 2008, the California Supreme Court held that the California Constitution’s equal protection clause prohibited limiting marriage to opposite-sex couples. Shortly thereafter, California voters passed Proposition 8, which amended the state constitution to restrict marriage to opposite-sex couples. The Respondents in Hollingsworth, two same-sex couples, filed suit against various California state and local officials in federal District Court asserting that Proposition 8 was invalid under the Fourteenth Amendment of the U.S. Constitution. California state officials declined to defend Proposition 8, and the District Court allowed the Proponents (the parties who put Proposition 8 on the ballot) to defend it. The District Court then declared Proposition 8 unconstitutional, and state officials declined to appeal. The Proponents then appealed to the Ninth Circuit Court of Appeals. The Ninth Circuit ultimately held that Proposition 8 was unconstitutional, and the Proponents appealed to the U.S. Supreme Court. Even though the Ninth Circuit found Proposition 8 to be unconstitutional, it put a “stay” in place, meaning that same-sex marriages were put on hold while the appeal to the Supreme Court was pending.

In order for a case to be heard in federal court, the U.S. Constitution requires that there must be an “actual controversy” and parties must have standing; that is, there must be a concrete and personal injury to the parties that can be remedied. Generalized injuries are typically not sufficient to confer standing, nor is being a “citizen” or a “taxpayer.” In Hollingsworth, the Respondents had standing to sue in the District Court because they had an actual injury – California’s refusal to permit them to marry. Once they won and the state declined to appeal, their injury had been fully redressed. The Proponents of Proposition 8 contended that they had standing to appeal the decision to the Ninth Circuit (and subsequently the Supreme Court) because of their special role in the ballot initiative process. The Ninth Circuit eventually concluded that the Proponents had standing, but Proposition 8 was unconstitutional.

However, the U.S. Supreme Court today has reversed the Ninth Circuit and stated that the Proponents lacked standing because they failed to show a particularized harm. Even though they were the driving force behind putting Proposition 8 on the ballot, once it passed, the Proponents’ interest in defending the law became indistinguishable from the general interest of every other Californian. Further, the Proponents did not qualify as “agents” of the state or the people of California, and thus had no special status that might confer standing.

Because standing is a threshold question in federal court, the U.S. Supreme Court did not reach the merits of the Hollingsworth case. This means they did not rule on whether Proposition 8 is unconstitutional. The Supreme Court vacated the Ninth Circuit’s judgment that Proposition 8 is unconstitutional and sent the case back to the Ninth Circuit with instructions to dismiss it because the Proponents lack standing to bring their case in federal court.

The next step will be for the Ninth Circuit Court of Appeals to officially dismiss the case and lift the stay. Once the stay is lifted, the District Court’s decision that Proposition 8 is unconstitutional under the U.S. Constitution will go into effect. Governor Jerry Brown has already ordered the California County Clerks’ offices to begin issuing marriage licenses to same-sex couples at that time. The Proponents have stated that they will continue to pursue legal action to enforce Proposition 8, but for the time being, same-sex marriage will once again be legal in California as soon as the Ninth Circuit acts.

Longtime Weintraub Client, ThermoGenesis, Issued Press Release Regarding Definitive Merger Agreement

Download: Press-Release-Cesca-Merger-Final.pdf

RANCHO CORDOVA AND LOS ANGELES, CA – July 16, 2013 – ThermoGenesis Corp. (NASDAQ: KOOL) (“ThermoGenesis”), a leading supplier of enabling technologies for the
processing and storage of stem cells and other biological tissues, and TotipotentRx Corporation (“TotiRx”), a privately held California Corporation, which specializes in developing cell-based
therapies in the field of regenerative medicine and is the exclusive provider of cell-based product and services to the Fortis Healthcare System, today announced that they have entered into a
definitive merger agreement. The combined company is expected to become one of the first fully integrated regenerative medicine companies, developing clinically validated, commercially
scalable, point-of-care cell therapies for major therapeutic markets, including orthopedic, cardiovascular and neurologic indications.

Under terms of the agreement, ThermoGenesis will issue approximately 12,491,000 shares of its common stock to TotiRx which equates to a value of approximately $18.6 million, based on
ThermoGenesis’ closing stock price of $1.49 on July 15, 2013. The merger agreement has been unanimously approved by the board of directors of each company. The transaction is expected to
close in the fourth quarter of calendar year 2013 and is subject to customary closing conditions, certain financial conditions, regulatory approvals and approval by the shareholders of
ThermoGenesis and TotiRx. The combined company is expected to be named Cesca Therapeutics (“Clinical Excellence in Stem Cell Applications”) and will continue to trade on
NASDAQ under the ticker symbol KOOL.

To view the full press release click the link above.

Upcoming CEAC Seminar: Labor Law, Hiring and Firing, and Conflict Management

Download: labor law hiring and firing and conflict management 6-21-13__Final.pdf

The Yuba Sutter Colusa Employer Advisory Council in partnership with the Employment Development Department will present the seminar, “Labor Law, Hiring and Firing, and Conflict Management,” on Friday, June 21st from 8 a.m. to noon at Peachtree Golf & Country Club in Marysville, California.

Weintraub Tobin attorney Beth West will be the guest speaker at this seminar. She assists employers in all aspects of their employment relationship with their employees and defends employers in employment disputes. Beth is currently the chair of the Sacramento Employers Advisory Council (SEAC).

Topics include:

Labor Law

Even though less than 7 percent of the private sector workforce belongs to unions, the National Labor Relations Board (NLRB) seems committed to regaining relevance in the 21st century. This topic includes a discussion of how recent NLRB decisions affect the non-union workplace.

Hiring and Firing

From negligent hiring to wrongful termination claims – and much more in between. This topic includes proactive steps employers can take to reduce legal liability related to hiring and firing decisions.

Conflict Resolution

When conflicts go unaddressed they can have a negative impact on the work environment, employee productivity, and your bottom line. This topic includes tips to resolve conflict early and effectively.

Who Should Attend

  • Business owners
  • Employee benefits managers/staff
  • Human resource managers/staff
  • Managers/Supervisors

For more information on the seminar’s agenda or to register, download the seminar flyer above.

Space is limited. Must register by June 17, 2013.

Weintraub Tobin Client Tracy Letts Wins Tony Award

Weintraub Tobin Chediak Coleman Grodin Law Corporation is proud to announce that our client Tracy Letts has won a 2013 Tony Award for his role in “Who’s Afraid of Virginia Woolf?”

Letts took home the award Sunday for best performance by an actor in a play for his portrayal of George in Edward Albee’s famous play. The playwright and actor was up against some tough competition including Tom Hanks, Nathan Lane, David Hyde Pierce and Tom Sturridge.

Letts is an ensemble member of the Steppenwolf Theater Company. He won a Pulitzer Prize for Drama for his play “August: Osage County” in 2008 and received the 2008 Tony Award for Best Play for the same play. He’s also a regular on the upcoming third season of Showtime’s “Homeland.”

Watch Letts’ acceptance speech at the 2013 Tony Awards here.

L&E Webinar: OSHA Compliance: A Healthy and Safe Work Environment

Download: Flyer – OSHA Compliance. A Healthy and Safe Work Environment (1643744).PDF

Summary of Program

Federal and state OSHA laws protect California workers from unsafe working conditions. However, the federal and state statutes and regulations are complex and can be difficult to understand. This short
webinar is designed to remove some of the mystery from federal and state OSHA requirements and assist you in your compliance.

Program Highlights:

  • Implement a compliant and effective Injury and Illness Prevention Plan (IIPP).
  • Avoid enormous Cal/OSHA fines and hassles by regularly assessing your organization’s IIPP, training your employees, and shoring up weaknesses in your safety practices.
  • Better understand what OSHA regulations apply to your industry so you won’t be caught off guard if and when accidents occur.
  • Use effective preventive measures to keep your employees and customers safe from threats of workplace violence.
  • Recognize the warning signs that indicate an employee is capable of violence and how to respond.

Logistics

Thursday, July 18, 2013
12:00 p.m.—1:00 p.m.
Lunchtime Program
HRCI credits available upon successful completion and verification of attendance for duration of webinar.

There is no charge for this seminar.

RSVP

Ramona Carrillo
400 Capitol Mall, 11th Fl.
Sacramento, CA 95814
916.558.6046
[email protected]

Information on registering and logging in to this webinar will be provided to you after you have RSVP’d and approximately one week prior to session.

This informative session will take place via webinar only.