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Patent Infringement: Attorneys’ Fees A Little Easier to Get

The Federal Circuit has loosened the standard for recovering attorneys’ fees in patent infringement cases, making it easier for winning defendants to obtain their fees from plaintiffs.

The case is Kilopass Technology, Inc. v. Sidense Corp. (Fed. Cir. Dec. 26, 2013), 2013 U.S. App. LEXIS 25671. Kilopass and Sidense were competitors in the market for memory cells used in transistors. Kilopass obtained several patents on its technology. After reviewing a published patent application of Sidense for its memory cells, Kilopass embarked on an interesting course of conduct.

First, Kilopass engaged counsel to determine whether Sidense infringed Kilopass’ patents. Based on the product described in Sidense’s patent application, Kilopass’ counsel believed that there might be an infringement case, and sent Sidense a letter inviting Sidense to license Kilopass’ patents or explain why Sidense’s products did not infringe Kilopass’ patents. Sidense replied with a specific explanation of why its products did not infringe Kilopass’ patents. Sidense also offered to subject its products to a confidential infringement analysis by a third party expert to prove its position. Kilopass then obtained a diagram of Sidense’s product and provided it to Kilopass’ counsel.  Counsel then concluded that Sidense had designed around Kilopass’ patents and that its products probably did not literally infringe the patents. In response, Kilopass retained a second counsel to analyze infringement. The second counsel made a preliminary finding that Sidense’s products probably did not literally infringe the patents, but might infringe under the doctrine of equivalents, and said that further investigation was needed to confirm this. Kilopass did not conduct further investigation with this counsel, but instead engaged a third counsel to analyze infringement. Then, based primarily on Kilopass’ own engineer’s findings, Kilopass concluded that Sidense infringed under the doctrine of equivalents.

In 2010, Kilopass sued Sidense in the Northern District of California for patent infringement. Kilopass alleged claims for both literal infringement and infringement under the doctrine of equivalents. During the litigation, the district court admonished Kilopass for making claim construction arguments in the case that contradicted its arguments in a concurrent reexamination of the patent before the United States Patent and Trademark Office. The court also found that Kilopass had improperly attempted to assert different infringement contentions than it had disclosed to Sidense in discovery.

Sidense moved for summary judgment of noninfringement. The district court granted the motion. Kilopass appealed to the Federal Circuit Court of Appeals, who affirmed the district court’s decision. Sidense then moved for attorneys’ fees under 35 U.S.C. §285. The motion was denied on the grounds that Sidense had not shown by clear and convincing evidence that Kilopass had prosecuted its case in bad faith.  In denying the motion, the district court relied on its prior 2005 decision in Brooks Furniture Manufacturing v. Dutailer, Inc. (Fed. Cir. 2005) 393 F.3d 1378.

Sidense appealed to the Federal Circuit. The Court of Appeals held that the district court had not applied the correct legal standard, vacating and remanding the case.

The appellate court explained that an award of attorneys’ fees under 35 U.S.C. §285 requires two steps: (1) the prevailing party must show by clear and convincing evidence that the case is “exceptional;” and (2) the court must decide whether it is appropriate to award attorneys’ fees. The court discussed its Brooks Furniture decision. There, the court had held that a case could be found to be exceptional if there was inappropriate conduct by the losing party, such as willful infringement, or misconduct during the litigation, such as a violation of Rule 11. If there was no misconduct in the litigation, the court had held that fees could be awarded only if: (1) the case had been brought in subjective bad faith; and (2) the case was “objectively baseless.” In ruling on Sidense’s motion, the district court had applied this standard and found that Sidense had not proved that Kilopass had acted in subjective bad faith.

On appeal, Sidense argued that it had proved that Kilopass had acted in subjective bad faith or that, alternatively, the legal standard should be changed.

The appellate court first clarified that prior Federal Circuit cases that suggested that a defendant had to prove that a plaintiff had actual knowledge of the objective baselessness of its suit were dicta, and not the law.

“[S]ubjective bad faith only requires proof that the ‘lack of subjective foundation for the claim “as either known or so obvious that it should have been known” by the party asserting the claim’ [Citations omitted.]”

Id.  at *19. This finding was necessary to make the burden on a defendant seeking fees the same as that on a plaintiff seeking fees: that the other party acted willfully or recklessly.

Next, the court held that subjective bad faith need not be proved by direct evidence, but may be inferred from the objective baselessness of the case. Id.  at *23-25. The court stated “[l]ack of direct proof of subjective bad faith should not alone free a party from the threat of assessment of attorneys’ fees under §285…” Id. at *22. The court held that district courts should consider the totality of the circumstances, especially the objective merits of the case. Id. Because direct evidence of subjective bad faith is so rare, district courts should consider circumstantial evidence of bad faith, including objective evidence of baselessness, as well as factors such as failure to perform a proper pre-litigation investigation, vexatious litigation tactics, or an oppressive purpose. Id. at *24.

According to the court, at *23:

“The totality of the circumstances does include an evaluation of subjective good faith, but mostly as a negative. If a smoking gun is found, revealing that a patentee knew that he had no chance of winning a lawsuit, then subjective bad faith is easily shown. But one’s misguided belief, based on zealousness rather than reason, is simply not sufficient by itself to show that a case is not exceptional in light of objective evidence that a patentee has pressed meritless claims.”

The appellate court declined to adopt Sidense’s request that it eliminate the subjective bad faith prong of the standard for an exceptional case. However, the court emphasized that its new interpretation of subjective bad faith was not the “obstacle to fee shifting that the district court…believed.” Id.  at *33.

“[A] wide variety of proofs can provide the requisite showing of bad faith under § 285, which must be assessed in light of the totality of the circumstances. Objective baselessness alone can create a sufficient inference of bad faith to establish exceptionality under § 285, unless the circumstances as a whole show a lack of recklessness on the patentee’s part. [Citation omitted.] Thus, the retention of the subjective bad faith requirement may prove to have little effect on this case, as well as many that follow.” Id.

The court also considered, but chose not to alter, the moving party’s burden of proof from clear and convincing evidence to a preponderance of the evidence. Id. at *38. In addition, the court did not accept Sidense’s argument that the objectively baseless standard should be lowered.

The court remanded the case to the district court to determine whether Kilopass’ theories of infringement were objectively baseless, and, if so, whether the totality of the circumstances supported a finding of subjective bad faith. If both prongs were met, then the district court should determine, in its discretion, whether to award fees to Sidense.

This case is significant in that the standard for awarding attorneys’ fees to a successful defendant has been relaxed and the importance of the objective test of merit has been elevated. Subjective bad faith, although still required, has been loosened to allow inferences to be drawn from an objective analysis of the merits of the case. Patent infringement defendants should be encouraged, while plaintiffs should be careful in analyzing infringement and deciding to file suit.

Trusts & Estates Case Alert: Another California Appellate District Adopts Anderson v. Hunt Reasoning in Assessing Capacity to Execute a Trust Instrument

The California Court of Appeal for the Sixth Appellate District issued a ruling Tuesday in Lintz v. Lintz, 2014 Cal. App. LEXIS 27 (6th Dist. January 14, 2014) adopting the reasoning of the Second Appellate District regarding the standard for legal capacity to execute a trust instrument (as announced by the Second Appellate District in Anderson v. Hunt, 196 Cal. App. 4th 722 (2d Dist. 2011)).

In Lintz, the Court concluded that the probate court erred by applying the testamentary capacity standard (i.e., Probate Code section 6100.5) to the trusts and trust amendments in question instead of the “sliding-scale contractual standard” outlined in Probate Code sections 810 through 812. In this case, as the Court noted, the trust instruments were “unquestionably more complex than a will or codicil. They addressed community property concerns, provided for income distribution during the life of the surviving spouse, and provided for the creation of multiple trusts, one contemplating estate tax consequences, upon the death of the surviving spouse.”

Trade Secret Theft Gets One Year in Prison

An employee of a Bay Areas executive recruiting firm who left to start his own firm was sentenced to one year in prison after being found guilty of trade secret theft and unauthorized computer access crimes.  David Nosal was a former managing director at Korn/Ferry International and left in 2004 to start his own firm.  He was accused of having his former coworkers download customer lists and other secret information that he used in his new business venture.

A jury found Mr. Nosal guilty of computer fraud and unauthorized downloading of trade secrets last April.  In addition to the sentence of one year in prison, Mr. Nosal was ordered to pay a $60,000 fine and perform 400 hours of community service after his release.  A future hearing will be held to determine the amount of restitution he must pay to his former employer as a result of these crimes.

The Nosal case is an important reminder of the severity of trade secret misappropriation and the potential for criminal liabilities in addition to those remedies sought by a victim of trade secret theft in a civil court.  For more on the sentencing of Mr. Nosal, click here.

IRS Ruling On Automatic Gratuity Begins January 2014

New laws for the new year. Labor & Employment attorneys discusses the recent change to automatic gratuity charges, typically for parties eight or larger dining in a restaurant. Labor and Employment group members appeared on CNBC early this year. For more information please visit our Labor & Employment Law Blog.

Think You Are Leaving a Tip After a Nice Meal, Think Again; You May Be Leaving Someone’s Wages – IRS Ruling On Automatic Gratuity Begins January 2014

Effective Jan. 1, 2014, the Internal Revenue Service (IRS) will recognize automatic gratuities, a percentage automatically added to a restaurant bill, as a service charge, rather than a tip. The IRS ruling on automatic gratuities isn’t new. This was the result of a June 2012 tax ruling that was delayed to give restaurants and related businesses more time to comply.

The IRS regards service charges as regular wages which must be reported for payroll tax withholding under the Federal Insurance Contributions Act. Additionally, any portion of a service charge that is distributed to an employee is considered part of the wage for FICA tax purposes. Therefore, where automatic gratuities are now considered service charges and service charges are considered wages, the money left automatically for restaurant employees will now be considered part of the employee’s wages.

The following shows how the ruling defines a payment as a tip, rather than a service charge:

  • Payment must be made free from compulsion.
  • The customer has the unrestricted right to determine the amount.
  • Payment should not be subject to negotiation or dictated by employer policy.
  • Generally, the customer has the right to determine who receives payment.

The IRS urges employers to remind their workers that “all cash tips received by an employee are wages for FICA tax purposes and, therefore, must be reported to the employer.” Cash tips specifically include the tips servers receive from customers, tips charged on credit cards, “and tips received from other employees under any tip-sharing arrangement.”

Why does it matter whether a payment is a tip versus a service charge?

  • Service charges are considered wages, and, therefore, not eligible for the FICA Tip Credit (The 45B Credit). For many years, restaurants have benefited from being allowed to apply a general business credit toward a portion of the employer’s social security and Medicare taxes paid on tips in excess of the federal minimum wage as of Jan. 1, 2007 (i.e., $5.15 per hour).
  • As the ruling makes clear that service charges are not tips, they cannot be included in the tip amount that social security and Medicare taxes are paid on, which takes some tax credit off the table for restaurants. This credit is claimed on Form(s) 8846 and 3800.
  • Tips and wages are reported on separate lines of the quarterly payroll tax return (Form 941). Incorrectly characterized service charges should be recharacterized and an adjustment made to Form 941 via tax report Form(s) 4666 and 4668.
  • When completing Form 8027 (Employer’s Annual Information Return of Tip Income and Allocated Tips), service charges distributed to employees and the respective sale should not be included on the form.
  • Some businesses may have to change their automated or manual reporting systems to comply with this distinction.
  • Employers who pay out a portion of the automatic gratuities or service charges to employees may have to recalculate its employees’ overtime rates. The ruling considers these payouts to be wages, rather than tips, so that money counts toward the employee’s regular rate of pay and should be factored into the overtime calculation.

So how does this work in practice?

Let’s say an employee works nine hours in one day, and is thus entitled to one hour of overtime pay. If you have paid him/her a portion of the automatic gratuities he/she earned that day, that amount counts toward the overall wages he/she earned that day and must be factored into the calculation of his/her regular rate of pay (i.e., total wages ÷ 8 hours). In turn, this is the regular rate of pay that would need to be used to determine his/her overtime pay rate (one-and-a-half times his/her regular rate of pay) for the one hour of overtime.

If the same employee works more than 40 hours in a week and is paid a portion of the automatic gratuities he/she earned that week, the amount of automatic gratuities he/she was paid is considered part of his/her wages. Accordingly, his/her total wages for that week, including the automatic gratuity amount, should be divided by 40 hours in order to determine his/her regular rate of pay. Again, this is the regular rate of pay that must be used to determine his/her overtime pay for time worked in excess of 40 hours during the week.

Finally, although a service charge on a restaurant bill will most frequently be encountered, restaurants should be cautioned that auto-gratuities paid for catering, banquets, weddings and other amounts mandated by employer policy would likely be covered as well.

Employers that fail to calculate overtime using a regular rate that includes any portion of service charges paid out to the employees risk future class action litigation for unpaid overtime.

Employers are NOT Required to Post the NLRB Notice Advising Employees of Their Rights to Organize

On January 6, 2014, the National Labor Relations Board (NLRB) announced that it has decided not to seek Supreme Court review of two U.S. Court of Appeals decisions invalidating the NLRB’s Notice Posting Rule, which would have required most private sector employers to post a notice of employee rights in the workplace.

However, in its announcement the NLRB stated that it remains committed to “ensuring that workers, businesses and labor organizations are informed of their rights and obligations under the National Labor Relations Act” and noted that the now-invalidated workplace poster is still available on its web site if employers wish to “voluntarily” disseminate it to their workforce.

New Statutes and Regulations for California Employers to Look Out for in 2014

As has become a pattern each year, there are a number of new laws enacted in 2013 that will undoubtedly affect California employers in 2014. The attached is a brief description of the major new legislation and regulations that employers should look out for. Please do not hesitate to contact any one of Weintraub Tobin’s Labor and Employment attorneys for more information or assistance in determining which new laws apply to you.

Click here to read the full article.

We Invite You To Attend: Employment Law Update

Join Weintraub Tobin’s Labor and Employment Group as they discuss important legal developments from 2013 and review the complexities of a number of new laws facing employers in 2014. Seminar(s) held in both Sacramento and San Francisco. See dates below.

Employment Law Update:

2013 – A Year In Review

2014 – An Interesting Year Ahead

*Approved for 3 hours MCLE credit; HRCI credits available upon request

*There is no charge for this seminar

*Parking validation provided in the Wells Fargo parking garage (Sacramento)

*This seminar is also available via Webinar. Please indicate in your RSVP if you will be attending this way

When:

January 16, 2014 (Sacramento)

January 23, 2014 (San Francisco)

Time:

8:30 a.m. – Registration and breakfast

9:00 a.m. – 12:00 p.m. – Seminar

Where:

400 Capitol Mall, 11th Floor

Sacramento, CA 95814

475 Sansome Street, Suite 1800

San Francisco, CA 94111

RSVP:

Ramona Carrillo

916.558.6046

rcarrillo@weintraub.com