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LAW ALERT: The COBRA Subsidy Will End November 30, 2009 For Some Beneficiaries

The sixty-five percent (65%) COBRA premium subsidy provided for in the American Recovery and Reinvestment Act of 2009 (ARRA) will come to an end on November 30, 2009 for some qualified beneficiaries.

By way of background, the ARRA created the COBRA subsidy for those qualified beneficiaries who were “involuntarily” terminated (including not just layoffs but also poor performance terminations) from their employment between September 1, 2008 and December 31, 2009, and provided for a 65% premium subsidy for up to nine (9) months. The first date of the subsidy under the ARRA was March 1, 2009. Therefore, for those qualified beneficiaries who received the subsidy as of March 1, 2009, their nine months expires November 30, 2009. Qualified beneficiaries who became eligible subsequent to March 1, 2009 will have the applicable nine month period following the beginning date of their subsidy payments.

What Should Employers and/or Plan Administrators Do?

Provide beneficiaries with sufficient notice prior to the expiration of their COBRA subsidy. The notice should advise them of the date the subsidy will expire and also provide them with the amount of COBRA premiums they will be responsible for during the remainder of the COBRA period in order for COBRA coverage to continue.

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Lizbeth “Beth” West is a shareholder in the Labor and Employment Law Section and Disputes, Trials & Appeals Section at Weintraub Genshlea Chediak. Beth’s practice focuses on counseling employers in all areas of employment law, and defending employers in state and federal court, as well as before administrative agencies. She has extensive experience in defending wage and hour claims, and complex whistle-blowing and retaliation claims. She also provides training services on various employment issues, such as sexual harassment and violence in the workplace. If you have any questions about this Legal Alert or other employment law related questions, please feel free to contact Beth West at (916) 558-6082. For additional articles on employment law issues, please visit Weintraub’s law blog at www.thelelawblog.com.

LAW ALERT: Is Your Company Ready for the November 21, 2009 Deadline under GINA?

Download: EEOC Notice (including GINA).PDF

The Genetic Information Nondiscrimination Act (GINA) takes effect November 21, 2009. Among other things, GINA requires that employers post a notice informing employees that the employer does not discriminate on the basis of genetic information.

The following EEOC notices can be used to meet the posting obligation:

1. “Equal Employment Opportunity is THE LAW” (EEOC 9/02 and OFCCP 8/08 – EEOC-P/E-1 (Revised 11/09). A copy of the notice is attached or you can obtain a copy at the EEOC’s website: www.eeoc.gov/posterform.html.

2. “EEO is the Law Poster Supplement” (Mandatory Supplement to EEOC 9/02 and OFCCP 8/08). A copy of the notice is attached or you can obtain a copy at the EEOC’s website: www.eeoc.gov/posterform.html.

In addition to posting the notices by November 21st, employers should also do the following:

1. Update their EEO and anti-discrimination policies to include genetic information as another protected class.

2. Make sure their interview and hiring documentation (e.g. applications, questionnaires, testing materials) do not request information about an applicant’s genetic medical history.

3. Review all policies and procedures that involve medical information (e.g. pre-hire screening, worker’s compensation, FMLA and other medical leaves of absence) to be sure they properly provide for the security and confidentiality of an applicant’s or employee’s (or employee’s family member’s) medical information including any genetic information.

4. Make sure all supervisory or management-level employees who have the responsibility of working with applicants or employees in connection with any of the policies referred to in number 3 immediately above, have been properly trained: a) not to improperly inquire about genetic medical history of an applicant or employee (or employee’s family member); and b) if they become aware of such information, to keep it confidential.

The employment lawyers at Weintraub Genshlea Chediak regularly draft effective employment policies and provide management training on a variety of employment law subjects. They would be happy to assist employers in the review and update of their policies to comply with GINA.

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Lizbeth “Beth” West is a shareholder in the Labor and Employment Law Section and Disputes, Trials & Appeals Section at Weintraub Genshlea Chediak. Beth’s practice focuses on counseling employers in all areas of employment law, and defending employers in state and federal court, as well as before administrative agencies. She has extensive experience in defending wage and hour claims, and complex whistle-blowing and retaliation claims. She also provides training services on various employment issues, such as sexual harassment and violence in the workplace. If you have any questions about this Legal Alert or other employment law related questions, please feel free to contact Beth West at (916) 558-6082. For additional articles on employment law issues, please visit Weintraub’s law blog at www.thelelawblog.com.

LAW ALERT: The “2010 National Defense Authorization Act” Expands FMLA Military Leave Entitlements

Download: Law Alert.pdf

On October 28, 2009, President Obama signed into law the National Defense Authorization Act for Fiscal Year 2010 (H.R. 2647). The new law is expansive with over 500 pages of text. Section 565 of the Act makes significant changes to the military leave entitlements under the Family and Medical Leave Act (FMLA) which went into effect earlier this year. Below is a summary of some of the changes made:

Qualifying Exigency Leave.
Currently, if an employee has a family member (e.g. spouse, son, daughter, step-son, or step-daughter) serving in the National Guard or Reserves (not active duty military) and such family member is called to active duty, the employee may be eligible for up to 12 weeks of “qualifying exigency” leave if time off is needed to address qualifying exigencies arising out of the fact that the family member has been called to active duty. Examples of qualifying exigencies for which an eligible employee may take leave to attend to include: military events and related activities, childcare and related activities, financial and legal activities, counseling, rest and recuperation (up to 5 days of leave to spend time with a military family member on short term leave from deployment), post-deployment activities for a period of 90 days following termination of military family members active duty status, and other events agreed upon by the employer and employee.

New Law: Under HR 2647, those employees with a family member in any regular component of the Armed Forces (not just the National Guard or Reserves) are eligible for Qualified Exigency leave. The new law also removes the requirement that this sort of leave can only be taken to support a contingency operation. Rather, it is available “because of any qualifying exigency arising out of the fact that the spouse, or a son, daughter, or parent of the employee is on covered active duty (or has been notified of an impending call or order to covered activity duty) in the Armed Forces.”

Military Caregiver Leave.
Currently, if an employee has a covered family member in the armed services (e.g. spouse, son, daughter, step-son, step-daughter, parent, step-parent, or “next of kin” which is defined by the regulations as either the person designated by the service member or the nearest blood relative) who is undergoing medical treatment, recuperation, or therapy or is otherwise in outpatient status, or on the temporary disability list for a serious injury or illness incurred in the line of duty on active duty, the employee may be eligible for up to 26 weeks of military “service member care” leave if time off is needed to care for the covered family member.

New Law: Under HR 2647, the definition of “covered servicemember” does not just apply to active members of the Armed Forces (including National Guard and Reserves), but has been extended to veterans who were members of the Armed Forces (including the National Guard or Reserves) at any point in time within five (5) years preceding the date on which the veteran undergoes medical treatment, recuperation, or therapy. The new law also extends the definition of “serious health condition” for active duty covered servicemembers to include any injury or illness that “existed before the beginning of the member’s active duty and was aggravated by service in line of duty on active duty in the Armed Forces.” In the case of veteran covered servicemembers, a “serious health condition” includes any injury or illness that “was incurred by the member in the line of duty on active duty in the Armed Forces (or existed before the beginning of the member’s active duty and was aggravated by service in line of duty on active duty in the Armed Forces) and that manifested itself before or after the member became a veteran.”

What Should Employers Do?
1. Review and update FMLA policies and administration documents to be sure that they accurately reflect the new HR 2647 definitions and requirements.
2. Train those charged with administering FMLA leave requests and leaves with the new HR 2647 requirements.
3. Keep an eye out for new guidelines and publications from the Department of Labor on the new HR 2647 requirements.

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Lizbeth “Beth” West is a shareholder in the Labor and Employment Law Section and Disputes, Trials & Appeals Section at Weintraub Genshlea Chediak. Beth’s practice focuses on counseling employers in all areas of employment law, and defending employers in state and federal court, as well as before administrative agencies. She has extensive experience in defending wage and hour claims, and complex whistle-blowing and retaliation claims. She also provides training services on various employment issues, such as sexual harassment and violence in the workplace. If you have any questions about this Legal Alert or other employment law related questions, please feel free to contact Beth West at (916) 558-6082. For additional articles on employment law issues, please visit Weintraub’s law blog at www.thelelawblog.com.

LAW ALERT: FTC Extends Enforcement Deadline for the “Red Flags” (Identity Theft) Rule Again

The FTC issued a news release on October 30, 2009 advising that at the request of Members of Congress, the Federal Trade Commission is delaying enforcement of the “Red Flags” Rule until June 1, 2010, for financial institutions and creditors subject to enforcement by the FTC.

The Rule was promulgated under the Fair and Accurate Credit Transactions Act, in which Congress directed the Commission and other agencies to develop regulations requiring “creditors” and “financial institutions” to address the risk of identity theft. The resulting Red Flags Rule requires all such entities that have “covered accounts” to develop and implement written identity theft prevention programs to help identify, detect, and respond to patterns, practices, or specific activities – known as “red flags” – that could indicate identity theft.

A copy of the news release is available at http://www.ftc.gov/opa/2009/10/redflags.shtm

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Lizbeth “Beth” West is a shareholder in the Labor and Employment Law Section and Disputes, Trials & Appeals Section at Weintraub Genshlea Chediak. Beth’s practice focuses on counseling employers in all areas of employment law, and defending employers in state and federal court, as well as before administrative agencies. She has extensive experience in defending wage and hour claims, and complex whistle-blowing and retaliation claims. She also provides training services on various employment issues, such as sexual harassment and violence in the workplace. If you have any questions about this Legal Alert or other employment law related questions, please feel free to contact Beth West at (916) 558-6082. For additional articles on employment law issues, please visit Weintraub’s law blog at www.thelelawblog.com.

LAW ALERT: 9th Circuit Said Federal Computer Fraud and Abuse Act Not Violated

Download: 1055962.pdf

In LVRC Holdings, LLC v. Brekka, et. al. (9/15/09), the Ninth Circuit Court of Appeals upheld the trial court’s summary judgment for defendants finding that defendant, Brekka, was “authorized” to use LVRC’s computers while he was employed, and that he did not access the computers “without authorization” under the Federal Computer Fraud and Abuse Act (CFAA) when he emailed documents to himself and his wife prior to leaving LVRC.

Factual Background.

Brekka was hired by LVRC in April 2003 to oversee a number of aspects of its residential treatment facility in Nevada. His duties included internet marketing programs and interacting with LVRC’s website consultant, LOAD, Inc. At the time he was hired, he owned and operated two other consulting businesses himself which were also in the addiction rehabilitation services. While he worked for LVRC, Brekka commuted between Florida where he resided and one of his businesses was located, and Nevada. He was assigned a computer at LVRC but while commuting back and forth between Florida and Nevada, he would email documents he obtained or created at LVRC to his personal computer. There was no written policy at LVRC regarding the emailing of LVRC documents to personal computers.

In June 2003, Brekka asked a LOAD administrator, Nick Jones, for a log-in for LVRC’s website and it was provided. With this log-in, Brekka could gain access to information about LVRC’s website. In August 2003, Brekka and LVRC entered into discussions regarding the possibility of Brekka purchasing an ownership interest in the company. He emailed a number of LVRC documents to his personal email account and his wife’s personal email account. They included a LVRC financial statement, its marketing budget, admissions reports for patients at the facility, among other things. After discussions between LVRC and Brekka broke down in mid-September 2003, Brekka quit. He left his LVRC computer at the company and it still contained the email in which LOAD had sent him the log-in information. After he left, another employee or consultant of LVRC deleted that email with the log-in information. During a routine monitor of the website on November 19, 2004, a LOAD administrator noticed that someone was logged into the LVRC website using the log-in and password given to Brekka back in June 2003. The log-in and password were then deactivated and LVRC filed a report with the FBI alleging that Brekka had been unlawfully logging into LVRC’s website.

The Case.

LVRC filed a civil lawsuit claiming that Brekka committed two of the crimes established by the CFAA: 1) that he intentionally accessed a computer without authorization or exceeded his authorized access; and 2) that he obtained information from a protected computer (and the conduct involved an interstate or foreign communication). (18 U.S.C. §§ 1030(a)(2) and (a)(4).) LVRC alleged that Brekka violated these sections of the CFAA when he emailed LVRC documents to himself in September 2003 and when he continued to access the website after he left LVRC.

The CFAA prohibits a number of different computer crimes, the majority of which involve accessing computers without authorization or in excess of authorization, and then taking specified forbidden actions, ranging from obtaining information to damaging a computer or computer data. (18 U.S.C. § 1030(a)(1)-(7).) While violation of the CFAA carries with it criminal penalties, section 1030(g) of the statute provides for a civil private right of action by persons injured by the crimes.[1]

The trial court granted Brekka’s summary judgment motion holding that LVRC had failed to establish a violation of section 1030(a)(2) or (a)(4). The trial court found that “It is undisputed that when Brekka was employed by Plaintiff that he had authority and authorization to access the documents and emails that were found on his home computer and laptop.” There was no evidence that Bekka accessed an LVRC computer or any of the documents on the computer “without authorization.” Brekka had “authorization” to access the LVRC computers for purposes of sections 1030(a)(2) and (a)(4) because he was employed by LVRC at the time he emailed documents to himself and his wife, and there was no evidence that he had agreed to keep the emailed documents confidential or to return or destroy those documents upon the conclusion of his employment. Also, the trial court found that LVRC had failed to put forth any evidence that Brekka logged into the LVRC website after leaving LVRC’s employ.

The Ninth Circuit found that while the CFAA does not define “authorization,” based on the fundamental canon of statutory construction, the word is to be given its ordinary and common meaning. Therefore, it held that “an employer gives an employee ‘authorization’ to access a company computer when the employer gives the employee permission to use it.” According to the court, because LVRC permitted Brekka to use the company computer, he did not act “without authorization.” Further, the court found that Brekka did not “exceed authorized access.” This phrase was defined by Congress to mean “access a computer with authorization and to use such access to obtain or alter information in the computer that the accesser is not entitled so to obtain or alter.” (18 U.S.C. § 1030(e)(6).) According to the Court, based on this definition, an individual who is authorized to use a computer for certain purposes but goes beyond those limitations is considered by the CFAA as someone who has “exceeded authorized access.” On the other hand, a person who uses a computer “without authorization” has no rights, limited or otherwise, to access the computer in question. In this case, the court found that there was no dispute that Brekka had permission to access the computer without limitation and he was still employed by LVRC when he emailed the documents to himself and his wife. The Court affirmed the trial court’s summary judgment finding that Brekka did not access LVRC’s computer without authorization.

The Court also affirmed the trial court’s summary judgment that Brekka did not violate CFAA by logging onto the website after he left LVRC because LVRC did not meet its burden of producing evidence that a genuine issue of material fact existed in this regard.

Note to Employers.

This case review addresses solely the CFAA. LVRC and other employers often have other legal remedies available if a departing employee misappropriates its confidential and proprietary information or fails to return its property.

However, it is important that employers have clear and concise Electronic Use Policies and Confidentiality & Proprietary Information Policies in place. These policies can help to protect against an employee’s improper use of the company’s electronic media (e.g. computers, telephones, and remote communication devices) and the improper access to, and disclosure of, the company’s confidential and proprietary information. The employment lawyers at WGC regularly draft such policies and would be happy to assist employers in the review and/or drafting of such policies.

Lizbeth “Beth” West is a shareholder in the Labor and Employment Law Section and Disputes, Trials & Appeals Section at Weintraub Genshlea Chediak. Beth’s practice focuses on counseling employers in all areas of employment law, and defending employers in state and federal court, as well as before administrative agencies. She has extensive experience in defending wage and hour claims, and complex whistle-blowing and retaliation claims. She also provides training services on various employment issues, such as sexual harassment and violence in the workplace. If you have any questions about this Legal Alert or other employment law related questions, please feel free to contact Beth West at (916) 558-6082. For additional articles on employment law issues, please visit Weintraub’s law blog at www.thelelawblog.com.

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[1] Section 1030(g) provides in part that “Any person who suffers damages or loss by reason of a violation of this section may maintain a civil action against the violator to obtain compensatory damages and injunctive relief or other equitable relief.”

Trademark Basics: Dilution

Not all trademark law is aimed at protecting consumers. The Federal Trademark Dilution Act (“Act”) is aimed at protecting a company’s property right in its trademark. Dilution is defined as “the lessening of the capacity of a famous mark to identify and distinguish goods or services, regardless of the presence or absence of competition between the parties or the likelihood of confusion, mistake or deception.” In essence, dilution forbids the use of a famous trademark by others in any manner that lessens the uniqueness of the mark. Again, the purpose of the dilution doctrine is not to protect the consumer, but to protect the property right and goodwill that a company has developed in a mark.

Dilution can be separated into two related concepts: blurring and tarnishment. Blurring occurs when a defendant uses or modifies the plaintiff’s trademark to identify the defendant’s goods and services, raising the possibility that the plaintiff’s mark will lose its ability to serve as a unique identifier of the plaintiff’s product. In these cases, consumers are not confused as to the source of the mark. The original trademark, however, is lessened. For example, if a car company decided to sell cars under the trademark McDonalds, the link and image between the word “McDonald’s” and fast food is weakened.

Besides blurring, dilution can be caused by tarnishment. Tarnishment occurs when the trademark is used in an unsavory or unflattering manner. In a case last year, Hershey, the chocolate maker, claimed that an individual sold marijuana in packages that resembled Hershey products, the Hershey trademark was degraded by such use.

In order for a trademark owner to succeed on a trademark dilution claim, it must satisfy the elements of the claim. The first and most important aspect of a dilution claim is that the mark must qualify as a distinctive and famous mark. The Act states that courts should consider, but are not limited to, eight factors. These are:

  1. The degree of inherent or acquired distinctiveness of the mark
  2. Duration and extent of the use of the mark in connection with the goods and services
  3. Duration and extent of advertising and publicity of the mark
  4. Geographical extent of the trading area in which the mark is used
  5. Channels of trade for the goods or services for which the mark is used
  6. Degree of recognition of the mark in the trading areas and channels of trade used by the mark’s owner and the person against whom the injunction is sought
  7. Nature and extent of use of the same or similar marks by third parties; and
  8. When and how the mark was registered.

From these eight factors, it is clear that Hershey’s, in the above case, would constitute a famous mark based on its duration of use of its mark along with its advertising and publicity.

The traditional remedy in dilution cases is an injunction against the trademark violator. In addition, monetary damages may be rewarded if the defendant is found to have willfully intended to trade on the trademark owner’s reputation or to cause dilution of the famous mark.

Patent Enablement Requires More Than a Guess

One of the requirements for obtaining a patent is enablement. As set forth in 35 U.S.C. §112, ¶1, the specification of the patent must teach a person skilled in the art how to make and use the invention without undue experimentation. The enablement requirement must be satisfied at the time the patent application is filed for each claim. If a claim in a patent is not enabled, it is invalid.

In In re ‘318 Patent Infringement Litigation (Janssen Pharmaceutica N.V. v. Teva Pharmaceuticals USA, Inc. and related cases) (2009 U.S. App. LEXIS 21166, September 25, 2009), the Federal Circuit Court of Appeals addressed the issue of enablement. Janssen’s patent covered a method to treat Alzheimer’s disease with a chemical compound called galanthamine. Claim 1 of the patent was:

“A method of treating Alzheimer’s disease and related dementias which comprises administering to a patient suffering from such a disease a therapeutically effective amount of galanthamine or a pharmaceutically-acceptable acid addition salt thereof.”

The patent application was filed on 1986. The specification was slightly longer than one page and contained brief summaries of six scientific articles which discussed the use of galanthamine on humans or animals for various purposes. None of the six articles addressed the treatment of Alzheimer’s or dementia or the potential of galanthamine to treat those diseases.

The PTO examiner rejected the original claims on the grounds of indefiniteness and obviousness. The claims were found to be indefinite because they covered a method of “treating and diagnosing” Alzheimer’s and the examiner stated that diagnosis was not related to treatment. The obviousness rejection was based on several of the scientific articles disclosed in the specification which addressed the treatment of memory loss in animals.

In response to the office action, the inventor deleted the word “diagnosis” so that the claims covered only the treatment of Alzheimer’s, which overcame the indefiniteness rejection. The inventor overcame the obviousness rejection by asserting that the scientific studies on memory loss had no relevance to Alzheimer’s because they were conducted under unrelated circumstances. The inventor also stated that experiments on animal models related to Alzheimer’s had begun.

The patent was allowed and issued in 1987. The research on the animal models was not completed by the time the patent issued and was not provided to the PTO.

The inventor later licensed the patent to Janssen. Janssen then obtained FDA approval to treat Alzheimer’s with galanthamine. Shortly thereafter, several drug companies filed abbreviated new drug applications for generic versions of galanthamine. Janssen sued these companies for patent infringement.

At a bench trial, the defendants admitted infringement, but asserted that the patent was invalid as anticipated, obvious, and not enabled. The district court found that the patent was not anticipated or obvious but was invalid on the grounds that it was not enabled. The court held that the specification lacked utility, as the animal tests were not done, and that it was not enabled because it did not describe the dosage to be used.

Janssen appealed. The Federal Circuit Court of Appeals affirmed the trial court’s decision.

The Court of Appeals discussed both the enablement and utility requirements:

“The utility requirement prevents mere ideas from being patented. As we noted in Genentech, Inc. v. Novo Nordisk A/S, 108 F.3d 1361, 1366 (Fed. Cir. 1997), ‘patent protection is granted in return for an enabling disclosure of an invention, not for vague intimations of general ideas that may or may not be workable…Tossing out the mere germ of an idea does not constitute enabling disclosure.’”

The court further stated:

“The utility requirement also prevents the patenting of a mere research proposal or an invention that is simply an object of research. Again as the Supreme Court stated in Brenner ‘a patent is not a hunting license. It is not a reward for the search, for compensation for its successful conclusion.’ [Citation omitted.] A process or product ‘which either has no known use or is useful only in the sense that it may be an object of scientific research’ is not patentable. [Citation omitted.] As we observed in Fisher, inventions do not meet the utility requirement if they are ‘objects upon which scientific research could be performed with no assurance that anything useful will be discovered in the end.’”

The court explained that patent applications for methods of treating diseases usually include test results to satisfy the utility requirement. The test results need not be Phase II (human trials), but rather may be from animal tests or in vitro research.

The court found that the patent application, however, did not include any test results. The six scientific articles clearly did not provide evidence of utility because the inventor had stated during the prosecution of the patent that those references did not relate to the method of the invention and did not render it obvious.

Janssen argued that utility was demonstrated by analytic reasoning and that test results were not necessary. The court noted that Janssen’s suggested reasoning was not included in the specification and was therefore irrelevant.

The court concluded:

“Thus, at the end of the day, the specification, even read in the light of the knowledge of those skilled in the art, does no more than state a hypothesis and propose testing to determine the accuracy of that hypothesis. That is not sufficient. [Citation omitted.] ‘If mere plausibility were the test for enablement under §112, applicants could obtain patent rights to “inventions” consisting of little more than respectable guesses as to the likelihood of their success. When one of the guesses later proved true, the “inventor” would be rewarded the spoils instead of the party who demonstrated that the method actually worked.’”

The First Circuit Takes a Novel View of the Attorney Work Product Privilege

Is the work product of an attorney always protected? No, according to the First Circuit in a decision which may draw the attention of the U. S. Supreme Court. The First Circuit, sitting en banc (the “Court”) ruled that the attorney work product doctrine did not protect tax accrual work papers prepared by in-house attorneys to support defendant Textron Inc.’s (“Textron”) calculation of tax reserves. United States v. Textron Inc., 577 F.3d 21 (1st Cir. 2009). Practitioners, especially in-house counsel, need to be aware of this decision and determine whether it influences how they practice.

The work product doctrine, initially pronounced by the Supreme Court in Hickman v. Taylor, 329 U.S. 495 (1947), and later codified in Rule 26(b)(3) of the Federal Rules of Civil Procedure, provides, in pertinent part:

“[A] party may obtain discovery of documents and tangible things otherwise discoverable under [Rule 26(b)(1) of the Federal Rules of Civil Procedure] and prepared in anticipation of litigation or for trial by or for another party or by or for that other party’s representative . . . only upon a showing that the party seeking discovery has substantial need of the materials in the preparation of the party’s case and that the party is unable without undue hardship to obtain the substantial equivalent of the materials by other means.”

Fed. R. Civ. P. 26(b)(3)(emphasis added). Among other things, the purpose of this doctrine is “to preserve a zone of privacy in which a lawyer can prepare and develop legal theories and strategy ‘with an eye toward litigation’ free from unnecessary intrusion by his adversaries.” United States v. Adlman, 134 F.3d 1194, 1196 (2d Cir. 1998) (citing Hickman v. Taylor, 329 U.S. 295, 510-11 (1947)). Unlike the attorney-client privilege, which protects all confidential communication between a client and his or her attorney in connection with legal advice sought by the client, the attorney work product doctrine’s protections are far narrower. The latter’s protections apply only to documents prepared by attorneys for their clients in anticipation of litigation or for trial. Textron, 577 F.3d at 30-31.

In determining whether a document was prepared “in anticipation of litigation,” courts have utilized two different tests: (1) the Fifth Circuit’s “primary purpose” test, under which documents are deemed to be prepared in anticipation of litigation when the “primary motivating purpose behind the creation of the document was to aid in possible future litigation.” United States v. El Paso Co., 682 F.2d 530, 542 (5th Cir. 1982); and (2) the “because of” test, where the “relevant inquiry is whether the document was prepared or obtained ‘because of’ the prospect of litigation.” United States v. Textron Inc. and Subsidiaries, 507 F.Supp.2d 138, 149 (D.R.I. 2009) (citing Adlman, 134 F.3d at 1205). The First Circuit has adopted the “because of” test. Maine v. Dept. of the Interior, 298 F.3d 60, 68 (1st Cir. 2002).

Other circuits, including the Ninth, have also adopted the “because of“ standard, which, rather than considering “whether litigation was a primary or secondary motive behind the creation of a document,” considers “the totality of the circumstances and affords protection when it can fairly be said that the ‘document was created because of anticipated litigation, and would not have been created in substantially similar form but for the prospect of that litigation.’” In re Grand Jury Subpoena, 357 F.3d 900, 907-08 (9th Cir. 2004) (citations omitted); see, also, Logan v. Commercial Union Ins. Co., 96 F.3d 971, 976-77 (7th Cir. 1996) (adopting “because of” test); PepsiCo, Inc. v. Baird, Kurtz & Dobson LLP, 305 F.3d 813, 817 (8th Cir. 2002) (adopting the “because of” test). Given that the “because of” standard does not consider whether the primary motive behind the document creation was litigation, it is arguably a more protective standard than the “primary purpose” one, especially with respect to dual purpose documents.

Publicly traded companies like Textron must prepare audited financial statements to comply with federal securities laws. Textron, 577 F.3d at 22 (citing 15 U.S.C. §§ 78l, 78m (2006)). In doing so, the company “must calculate reserves to be entered on the company books to account for contingent tax liabilities.” The possibility and amount of the company’s potential future tax liabilities is often the subject of both legal and financial analysis. Textron, 577 F.3d at 22-23. After the Enron debacle, the IRS began obtaining companies’ tax accrual work papers if the IRS suspected the company had engaged in transactions that the IRS considered to be tax avoidance transactions. Id., citing 26 C.F.R. § 1.6011-4(b)(2)(2009)). In Textron, the IRS determined that Textron had engaged in a number of sale-in, lease-out (“SILO”) transactions – transactions deemed by the IRS to be tax avoidance transactions. Textron, 577 F.3d at 23-24.

The IRS sought accounting work papers, but also sought copies of memoranda prepared by Textron’s in-house expressing their judgments regarding Textron’s chances, in percentage terms, of prevailing in any possible litigation and calculating a tax reserve amount in the event Textron did not prevail in such litigation. Textron and Subsidiaries, 507 F.Supp.2d at 142-43. The IRS also sought work papers “consisting of the previous year’s spreadsheet and earlier drafts of the spreadsheet together with notes and memoranda written by Textron’s in-house tax attorneys, reflecting their opinions as to which items should be included in the spreadsheet and the hazard of litigation percentage that should apply to each item.” Id. at 143. Textron refused to produce the documents, claiming, among other things, that the documents were privileged attorney work product. Textron, 577 F.3d at 25. The IRS brought an enforcement action in federal court to obtain the work papers. Id. The district court denied the IRS’ petition, concluding that the papers were protected by the work product doctrine. Id. On appeal, a divided 1st Circuit court upheld the district court’s decision. Id.

The IRS sought, and was granted, a rehearing en banc. The Court found that, based on the evidence presented in the trial court, that the purpose of the work papers was to make financial entries, to file quarterly and annual financial statements with the SEC, and to obtain a clean audit. Id. at 27. Textron’s director of tax reporting also testified that Textron, as a publicly traded company, was required to file its financial statements with the SEC, including any tax reserves. Id. at 28. The Court rejected the claim of privilege finding that “only work done in anticipation of or for trial . . . is protected.” Id. at 30. The Court even ordered the attorney memorandum evaluating the chances of prevailing in any future litigation.

The Court observed that, in adopting FRCP 26, the advisory committee noted that “materials assembled in the ordinary course of business, or pursuant to public requirements unrelated to litigation, or for other nonlitigation purposes,” even if prepared by attorneys or representing legal thinking, are not protected by the work product doctrine. Id., quoting Fed. R. Civ. P. 26 advisory committee’s note (1970). The Court stated that Textron’s tax audit work papers were prepared in the ordinary course of business, and “would have been created in essentially similar form irrespective of the litigation.” Textron, 577 F.3d at 30, citing Maine, 298 F.3d at 70. The Court further determined that the “only purpose of Textron’s papers was to prepare financial statements” and that there was no evidence in this case that the work papers were prepared for potential use in litigation. Id. The Court concluded that the work product doctrine is not “designed to help the lawyer prepare corporate documents or other materials prepared in the ordinary course of business,” especially when there is “a legal obligation to prepare such papers.” Id. at 31. In Textron’s case, the tax audit papers had to be prepared to comply with the securities laws and accounting principles for certified financial statements. Id. In short, the court concluded that the work product doctrine protects “work done for litigation, not in preparing financial statements.” Id. at 31.

In its most liberal construction, it is possible that the ruling could make all documents created by attorneys in the normal course of business discoverable. Alternatively, the ruling can be narrowly read as limited to the tax context. The Court noted that its decision, at least in part, rested on public policy grounds – “[u]nderpaying taxes threatens the essential public interest in revenue collection.” Id. Further, the opinion notes that “[o]ther circuits have not passed on tax audit work papers and some might take a different view.” Id. at 30 (emphasis added). The opinion also discusses that the “work product protection for tax audit work papers has been squarely addressed only in two circuits,” the First and the Fifth. Id. (emphasis added). Thus, while other circuits have ruled on the applicability of the attorney work product doctrine as it applies to dual documents in general, only the First and Fifth circuits have ruled on the doctrine’s applicability to tax audit work papers, which arguably makes the Court’s opinion more narrow. Given the First and the Fifth Circuit split, the decision could possibly be reviewed by the Supreme Court. In the interim, this ruling makes tax accrual work papers prepared by in-house attorneys potentially discoverable in litigation.

To safeguard both attorney-client privilege and work product, in-house and outside counsel should use caution in preparing memoranda or letters to be placed within accounting records to support management positions and judgments, and should not communicate with outside auditors with respect to interpretations and judgments or conclusions. These judgments are to be made by management of a company (with or without consulting counsel). Counsel’s written memoranda and letters to the client should always be framed in anticipation of a challenge in positions where questions on treatment or judgment may be challenged, and circulation of such guidance should be limited. Still, regardless of how the courts apply the attorney work product doctrine, it is important to note that the decision does not alter other confidential communications between clients and attorneys under the more traditional attorney client privilege.

The Parody Defense to Trademark Infringement: The North Face vs. The South Butt

Missouri teenager Jimmy Winkelmann grew weary of his high school classmates’ blind and materialistic infatuation with The North Face products, and decided something had to be done. Mr. Winkelmann’s answer was to come up with his own competing apparel line to mock the ubiquitous North Face fleece jackets found on his high school campus. He called his line “The South Butt” and designed a suspiciously similar logo to that of The North Face.

According to ABC news, Winkelmann said the idea for The South Butt was born a few years ago when he and his high school pals were poking fun at the kids at their private high school who satisfied their need to belong by buying the exact same jackets and vests. “People thought it was so cool to wear The North Face fleeces,” he said. “Everybody had to have them.” The term “South Butt” started as a joke, he said, and “then it just, like, escalated.” Winkelmann turned to his uncle, who owned a business printing marketing items like T-shirts and pens, for help in manufacturing the first South Butt T-shirts. Ultimately, The South Butt clothing line expanded to include T-shirts, ladies’ track shorts, both $19.99 each, and fleeces, which retail for $75.29. Winkelmann claims the entire company was founded not to rip-off The North Face, but to get people thinking about the alternatives.

The North Face apparently does not want people thinking about alternatives. In August, lawyers for The North Face sent Winkelmann a cease and desist letter requesting that Winkelmann stop using The South Butt name, and The South Butt logo. There are undoubtedly similarities between the two logos. Both logos are red squares with white lettering and design. The North Face logo features a half-dome with three ridges. The South Butt logo uses a similar design, but upside down, and with two ridges that Winkelmann confirmed are meant to infer “butt cheeks.”

The North Face’s counsel wrote to Winkelmann that the companies’ logos are similar enough to possibly cause “consumer confusion as to the source, sponsorship or affiliation of particular promotions and services that could dilute or tarnish the distinctive quality of the famous and distinctive [The North Face] marks.” The North Face requested that Winkelmann stop sales, production and promotion of his product, and also asked him to drop his trademark application for The South Butt LLC and its logo.

To respond to The North Face’s missive, Winkelmann enlisted attorney Albert Watkins, who is a friend of Winkelmann’s father and reportedly traded his services for a good bottle of red wine. Mr. Watkins wrote to The North Face: “I am compelled to respectfully disagree with the posture or assertion that ‘The South Butt’ would in any way give rise to confusion on the part of any person. In fact, the sense of parody employed by Jimmy within the context of his South Butt undertakings clearly demonstrate a respectful, if not flattering ‘anti-North Face’ posture designed in all respects to distinguish itself from any and all North Face products.”

Mr. Watkins’ letter invokes a primary affirmative defense raised by defendants in response to trademark infringement claims. Winkelmann’s defense rests on his claim that The South Butt represents a protected parody of The North Face’s trademark rights. Trademark parody involves the appropriation of another’s mark as a well known element of popular culture, and then building on it to contribute something new for humorous effect or social commentary. The Fourth Circuit’s decision in Louis Vuitton Malletier, S.A. v. Haute Diggity Dog, LLC, 507 F.3d 252 (“Louis Vuitton”) is an important trademark parody decision because it provides a detailed analysis of the parody defense to trademark infringement claims.

Haute Diggity Dog, LLC was a company that sold a number of parody pet products including products named Chewnel No. 5, Jimmy Chew, Dog Perignonn, Sniffany & Co., and Dogior. The product which was the subject of the Louis Vuitton lawsuit was Haute Diggity Dog’s parody pet toy called CHEWY VUITON. The toy mimicked the shape, design and color of a Louis Vuitton handbag, but was intended as a chew toy for dogs. Unfortunately for Haute Diggity Dog, Louis Vuitton was not amused by such haute couture for dogs. In fact, Louis Vuitton was so doggone incensed, it filed a lawsuit against Haute Diggity Dog alleging trademark infringement of its Louis Vuitton mark.

The first question facing the Court was whether or not CHEWY VUITON was a trademark parody. As stated by the Court, a trademark parody is a simple form of entertainment conveyed by juxtaposing the irreverent representation of the trademark with the idealized image created by the mark’s owner. It must convey two simultaneous and contradictory messages: that it is the original, but also that it is not the original and is instead a parody. This latter message not only differentiates the parody from the original but must also communicate some articulable element of satire, ridicule, joking or amusement.

The Fourth Circuit found Haute Diggity Dog’s use of CHEWY VUITON was a parody. The CHEWY VUITON toy was found to be similar in its name, monogram, design and coloring, which clearly indicated to the Court that the toy was an imitation. The Court also noted that all of the design and name elements were different. (e.g., Chewy/Louis, Vuiton/Vuitton). Each of the design elements Haute Diggity Dog selected to create the parody was close, but not identical to the design elements of the Louis Vuitton handbags

The Court then turned to the question of whether Haute Diggity Dog’s parody infringed upon Louis Vuitton’s trademark rights. The Court found that the strength of the Louis Vuitton mark was a factor that weighed in favor of Haute Diggity Dog. Normally, a strong mark favors the senior trademark owner, but, in the case of a parody, the fame of the mark allows consumers to readily perceive the target of the parody. Similarity of the marks themselves also favored Haute Diggity Dog. The Court found that the parody was sufficiently blatant so as to easily invoke the famous Louis Vuitton trademark in the mind of consumers, yet still distinguish the products. The similarity, or in this case dissimilarity, of the products also was in Haute Diggity Dog’s favor as one product was a $20 dog chew toy and the other was an expensive designer purse. With respect to similarity of facilities and advertising channels, the Court found it relevant that Haute Diggity Dog’s products generally were sold at pet stores with other pet products, including other parody products, while Louis Vuitton handbags generally were sold in Louis Vuitton boutiques or department stores and advertised in high-end fashion magazines. Based upon these circumstances, the Court found that Haute Diggity Dog did not infringe upon Louis Vuitton’s trademark.

Will Mr. Winkelmann’s “The South Butt” brand prevail against The North Face’s infringement claim? The question is difficult to answer with certainty. Undoubtedly, The South Butt was intended by Winkelmann to invoke The North Face brand in the minds of consumers for the purposes of mocking blind consumer allegiance to The North Face brand. However, unlike the facts in Haute Diggity Dog, Winkelman’s products do not seem to be readily distinguishable from The North Face products. Winkelmann sells a South Butt fleece jacket, just like the North Face does. Winkelmann apparently markets his South Butt apparel to the same consumers that the North Face does. These facts tend to support The North Face’s position, and may cause trouble for Winkelmann.

What can be said with certainty is if you intend to use a trademark parody in your business, you must be prepared to be sued, or at minimum, harassed by a larger and more well-known company. By definition, the more famous a trademark, the more likely a parody will be effective. Is your trademark important enough to be on the other side of a large and presumably well-funded adversary like Louis Vuitton? Unless you are lucky enough to have counsel like that of Mr. Winkelmann who will conduct your defense for a good bottle of wine, you must be prepared to expend a considerable sum in legal fees to prove that your mark is a parody and does not infringe upon the rights of another company

Hallmark Cards Raises Unique Defense to Paris Hilton’s Right of Publicity Claim – That’s Hot

This is about a birthday card. Not just any birthday card mind you. This birthday card, produced by Hallmark Cards, depicts a cartoon waitress, dressed in an apron, serving food to a restaurant customer. However, not just any waitress could create such a controversy requiring an appeal to the 9th Circuit. This waitress has, for her head, an oversized photograph of Paris Hilton’s head, and is engaged in witty banter with the customer wherein the cartoon waitress with the oversized Paris Hilton head states Paris’ trademarked (yes, she did file for Federal trademark protection) phrase, “That’s Hot.” What’s all the fuss about? Apparently Hallmark forgot to ask the young heiress if they could use her picture on their card.

Hilton sued Hallmark for misappropriation of publicity under California common law as well as other causes of action. Hallmark defended against Hilton’s right of publicity claim based on the First Amendment. Hallmark also brought a unique defense to the table, one that isn’t usually seen in standard right of publicity cases. Hallmark moved to strike Hilton’s right of publicity claim under California’s anti-SLAPP (“Strategic Lawsuit Against Public Participation”) statute.

California’s anti-SLAPP statute is designed to discourage lawsuits that are brought to deter common citizens from exercising their political or legal rights. The language of the statute explains that “it is in the public interest to encourage continued participation in matters of public significance, and…participation should not be chilled through abuse of the judicial process.” Usually the anti-SLAPP statute arises in connection with litigation relating to the defendant speaking out about an important public issue. In past cases, such matters have included union elections (Macias v. Hartwell, 55 Cal. App. 4th 669); political campaign statements (Conroy v. Spitzer, 70 Cal. App. 4th 1446); homeowner protests (Foothills Townhome Ass’n v. Christiansen, 65 Cal. App. 4th 688); and investigations into the use of charitable funds (Dove Audio, Inc. v. Rosenfeld, Mayer & Susman, 47 Cal. App. 4th 777). My research did not uncover any anti-SLAPP litigation involving a birthday card – until now.

California’s anti-SLAPP statute provides that a complaint which arises from the defendant’s right of petition or free speech under the United States or California Constitution in connection with a public issue shall be subject to a special motion to strike, unless the court determines that the plaintiff has established that there is a probability that the plaintiff will prevail on the claim. The terms, “act in furtherance of a person’s right of petition or free speech under the United States or California Constitution in connection with a public issue,” include:

  1. any written or oral statement or writing made before a legislative, executive, or judicial proceeding, or any other official proceeding authorized by law;
  2. any written or oral statement or writing made in connection with an issue under consideration or review by a legislative, executive, or judicial body, or any other official proceeding authorized by law;
  3. any written or oral statement or writing made in a place open to the public or a public forum in connection with an issue of public interest;
  4. or any other conduct in furtherance of the exercise of the constitutional right of petition or the constitutional right of free speech in connection with a public issue or an issue of public interest.

Hallmark’s unique defense focused on the fourth element. The court recognized the birthday card qualified as free speech, and Hallmark claimed that because the card was a parody of Hilton, it was in connection with an issue of public interest. Hilton argued that the birthday card was commercial speech and that such speech cannot, as a matter of law, raise a public issue under the anti-SLAPP statute.

The court disagreed with Hilton’s position and found that the card itself was not commercial speech. Commercial speech is speech that merely advertises a product or service, and the card is not advertising for a product – it is the product. The court stated that although the card is sold for profit, that does not make it commercial speech for First Amendment purposes.

Concerning whether or not the Paris Hilton card is in connection with an issue of public interest, the court agreed with Hallmark. Paris Hilton is a person in the public eye and a topic of widespread public interest. Arguably not the same as a union voting controversy, but the court stated that the statute is to be interpreted broadly.

Although Hallmark made a threshold showing that Hilton’s suit falls under the anti-SLAPP rubric, that did not prevent Hilton from litigating her right of publicity claim. Even though Hilton’s claim arises out of Hallmark’s free speech, as long as Hilton can substantiate a legally sufficient claim, the anti-SLAPP statute would not prevent her bringing such claim.

Addressing Hallmark’s First Amendment defense, the court cited to Comedy III Prods., Inc. v. Saderup and noted that “when an artist is faced with a right of publicity challenge to his or her work, the artist may raise as an affirmative defense that the work is protected by the First Amendment inasmuch as it contains significant transformative elements or that the value of the work does not derive primarily from the celebrity’s fame.” If the celebrity likeness is the “very sum and substance” of the work in question, then it is not transformative – it has not become primarily the defendant’s own expression rather then the celebrity’s likeness.

Ultimately the 9th Circuit did state that Hallmark’s card is not transformative as a matter of law. The court also clearly identify the two ends of the spectrum: “literal, conventional depictions of the Three Stooges drawn in charcoal and sold on t-shirts” – not transformative as a matter of law; half human/half worm cartoon characters incorporated into a larger story – transformative as a matter of law. The oversized head of a blond “celebra-heiress” superimposed on a cartoon body on the front of a greeting card – for the trial court to decide.