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USPTO Issues a Notice of Proposed Rulemaking on PTAB Changes

On April 19, 2024, the United States Patent and Trademark Office (USPTO or Office) issued proposed modifications to the rules of practice for inter partes review (IPR) and postgrant review (PGR) proceedings before the Patent Trial and Appeal Board (PTAB or Board).

According to the USPTO, the proposals are to enhance and build upon existing precedent and guidance regarding the exercise of the Director’s discretion pursuant to the America Invents Act (AIA) to determine whether to institute an IPR or PGR proceeding with regard to serial petitions, parallel petitions, and petitions implicating the same or substantially the same art or arguments previously presented to the Office. The proposed rules also provide a separate briefing process for discretionary institution arguments and align the procedures for termination of proceedings pre- and post-institution.

First, the proposed modifications would incorporate into the rules the factors the Board will consider in determining whether to institute an IPR or PGR for parallel petitions and serial petitions as well as set forth the framework the Board will use to conduct an analysis under 35 U.S.C. 325(d) when determining whether to institute an IPR or PGR.
The proposed modifications would define a serial petition as: “[A] petition that (1) challenges overlapping claims of the same patent that have already been challenged by the petitioner, the petitioner’s real party in interest, or a privy of the petitioner; and (2) is filed after (a) the filing of a patent owner preliminary response to the first petition; or (b) the expiration of the period for filing such a response under § 42.107(a)(2) or § 42.207(a)(2), or as otherwise ordered, if no preliminary response to the first petition is filed.”

A parallel petition would be defined as: “[T]wo or more petitions that (1) challenge the same patent and (2) are filed by the same petitioner on or before: (a) the filing of a patent owner preliminary response to any of the petitions, or (b) the due date set forth in § 42.107(a)(2) or § 42.207(a)(2) for filing a patent owner preliminary response to the first petition (if no patent owner preliminary response to the petitions is filed).”

The USPTO said it was doing this to provide more clarity regarding the difference in timing between petitions the USPTO deems to be filed in parallel and those it deems to be filed serially. To provide better clarity on this issue, the USPTO proposes to define a parallel petition in the rule as one filed during the time period for filing a patent owner’s preliminary response in the first proceeding.

Second, another proposed change would provide a procedure in which a patent owner may, in a separate paper filed prior to a preliminary response, request discretionary denial of institution. In this case each of the parties would have the opportunity, in a separate responsive briefing, to address relevant factors for discretionary denial. This separate briefing avoids encroaching on the parties’ word-count limits for briefing on the merits.

The USPTO also noted that nothing in the rules prevents the Board, when the circumstances warrant, from exercising discretion and authorizing the patent owner to include discretionary denial issues in the patent owner’s preliminary response. Further, to the extent the merits are relevant to discretionary denial, the parties may direct the Board’s attention to the petition and the patent owner’s preliminary response for discussion of the merits as contained in those documents. And, there may be instances in which it is appropriate for the Board to address discretionary denial even if the patent owner does not file a request. Thus, the proposed amendments also provide that the Board may raise discretionary denial sua sponte, in which case the Board will provide the parties with the opportunity for briefing.

Third, an additional proposed rule change would amend the rules of practice for the termination of proceedings in view of settlement to align the requirements for terminating proceedings pre- and post-institution, requiring that pre-institution settlement agreements be filed timely with the Board to support termination of a proceeding pre-institution. Specifically, the USPTO explained that the statute requires the filing of settlement agreements made in connection with, or in contemplation of, the termination of a proceeding that has been instituted, and is silent on AIA pre-institution settlement. The USPTO explained the proposed rule is promulgated within the Director’s authority to prescribe regulations establishing and governing an IPR under the AIA provisions.

Fourth, the last major proposed rule changes would add factors to be addressed in consideration of discretionary denial on the basis of parallel petitions and serial petitions. For parallel petitions, the various factors relevant to the good cause determination that may be considered by the Board, include: (1) a petitioner’s ranking of their parallel petitions in the order in which petitioner wishes the Board to consider the merits, (2) an explanation of the differences between parallel petitions, (3) the number of claims challenged by the petitioner and asserted by the patent owner, (4) whether the parties dispute the priority date of the challenged patent, (5) whether there are alternative claim constructions requiring different prior art, (6) whether the petitioner lacked information at the time of filing the petition; and (7) the complexity of the technology in the case, as well as any other information believed to be pertinent to the good cause determination.

For serial petitions, the factors the Board considers in determining whether to deny institution of a serial petition include: (1) whether, at the time of filing of the first petition, the petitioner knew of the prior art asserted in the second petition or should have known of it; (2) whether, at the time of filing of the second petition, the petitioner had already received the patent owner preliminary response to the first petition or had received the Board’s institution decision for the earlier petition; (3) the length of time that elapsed between the time the petitioner learned of the prior art asserted in the second petition and the filing of the second petition; and (4) whether the petitioner provided an adequate explanation for the time elapsed between the filings of multiple petitions directed to the same claims of the same patent.

Public comments on the USPTO’s proposed rule changes are due within 60 days from April 19, 2024.

The California Supreme Court Further Clarifies the Definition of “Hours Worked”

At the request of the 9th Circuit, the California Supreme Court recently clarified the definition of “hours worked” under the Labor Code. In Huerta v. CSI Electrical Contractors, the employees worked at a solar power facility, which was located on privately-owned land. To reach the actual worksite, employees had to enter onto private land, present a badge at a security gate (at which point a security guard might “peer” into their car or truck), and then drive an additional 10–15 minutes to access the employee parking lot. It was estimated that the security check could take between 5-30 minutes. This would happen again at the end of the day. Also, because there were endangered species present on the privately-owned land, there were restrictions employees were expected to follow while driving on the road, including not exceeding a certain speed limit, and refraining from honking horns or playing loud music. The Court was asked to answer two questions with respect to the definition of “hours worked” as discussed below.

California Legislature Considers Employee’s “Right to Disconnect”

In late March 2024, California Assemblyman Matt Haney (D-San Francisco) introduced a bill, AB 2751, that would recognize a right for employees in California to “disconnect” or ignore communications from their employer during certain non-work hours.  The Bill, in its current form, requires an employer to establish a workplace policy that will allow employees “the right to disconnect” from communications from their employer during non-working hours, except for emergencies and/or scheduling purposes.  The policy must define working vs. non-working hours and make clear that employees have the right to ignore communications from the employer during the policy’s specified non-working hours.  The proposed law also provides employees the right to file a complaint with the California Labor Commissioner if the employer engages in a pattern of violations of this new law. Finally, the proposed new law states that while violations may not be punished as a misdemeanor, the employer could be subject to a fine of not less than $100 as a result of a pattern of violation of the proposed new law.

Unraveling the Statute of Limitations in Copyright Infringement Cases

In the realm of copyright law, determining the scope of damages and the applicability of the statute of limitations remains a contentious issue. The Supreme Court case of Nealy v. Warner Chappell Music (argued before the Court in February of this year) promises to shed light on this matter, grappling with the question of how far back a plaintiff can seek damages in a copyright infringement case. This pivotal legal battle has significant implications for copyright holders, defendants, and the broader creative industry landscape.

Authors Get Mixed Results With Initial Skirmish in OpenAI Lawsuit

OpenAI, Inc. develops artificial intelligence software involving large language models (“LLM”) known as ChatGPT.  In 2023, several authors, including the comedian Sarah Silverman, filed putative class action lawsuits alleging various copyright infringement claims. On February 12, 2024, a District Court in the Northern District of California issued its Order and ruled on the OpenAI defendants’ motions to dismiss various claims in the two pending putative class action lawsuits.

Preparing Your Workplace Violence Prevention Plan Just Got a Little Easier – CalOSHA Issues a Model Plan & Other Resources

If you’re a California employer, I hope the following is not news to you.  Pursuant to SB 553, most employers in California are required to put in place an effective Workplace Violence Prevention Plan (“WVPP”) by July 1, 2024. SB 553 added section 6401.9 to the California Labor Code to address the requirements for a compliant WVPP. 

And Again, Abstract Ideas are Not Patentable!

The Federal Circuit Court of Appeals has struck down many patents on the grounds that they are invalid as directed to an abstract idea, relying on the Supreme Court’s Alice decision.  In In re Elbaum (Fed. Cir. 12/20/2023) 2023 U.S. App. LEXIS 33719, the Federal Circuit affirmed the Patent Trial and Appeal Board’s rejection of the claims in a patent application as directed to an abstract idea.

USPTO Issues Guidance on Patentability of Inventions Developed with the Assistance of Artificial Intelligence

On February 12, 2024, the United States Patent and Trademark Office (“USPTO”) issued guidance on the patentability of inventions developed with the assistance of artificial intelligence, saying that a human must have made a “significant contribution” to the invention. The USPTO explained that while AI-assisted inventions are not categorically unpatentable, the inventorship analysis should focus on human contributions, as patents function to incentivize and reward human ingenuity. Thus, patent protection may be sought for inventions for which a natural person provided a significant contribution to the invention, and the guidance provides procedures for determining the same.

The California Civil Rights Department has Released New Guidance for Employers Required to Report Workforce Data

California law requires private employers with 100 or more employees and/or 100 or more workers hired through labor contractors to annually report pay, demographic, and other workforce data to the Civil Rights Department (CRD). This year, the pay data reporting portal opened on February 1, 2024, and employers have until May 8, 2024 to submit their annual reports. To aid employers, the CRD released updated FAQs as well as new versions of the pay data reporting Excel templates, a user guide, and training slides. The FAQS are available here.