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New (and Stricter) COVID-19 Rules Implemented By Cal/OSHA – Employers Should Act Now

On November 30, 2020, the California Division of Occupational Safety and Health’s (“Cal/OSHA”) Emergency COVID-19 Prevention Regulation went into effect. The regulations apply to all employers, employees, and to all places of employment with three exceptions: (1) workplaces where there is only one employee who does not have contact with other people; (2) employees who are working from home; and (3) employees who are covered by the Aerosol Transmissible Diseases regulation.

The emergency regulations provide additional requirements on employers in light of the COVID-19 pandemic in the following areas: COVID-19 prevention, the handling of COVID-19 infections and COVID-19 outbreaks (including major outbreaks), COVID-19 prevention in employer-provided housing, and COVID-19 prevention in employer-provided transportation to and from work. Employers should review the regulations in detail to understand how their own workplace might be affected. Among the issues addressed by the emergency regulations, are the following:

  1. Employers must adopt a written COVID-19 Prevention Program containing the following information:
  • Communication to employees about the employer’s COVID-19 prevention procedures
  • Identify, evaluate and correct COVID-19 hazards
  • Physical distancing of at least six feet unless it is not possible
  • Use of face coverings
  • Use engineering controls, administrative controls and personal protective equipment as required to reduce transmission risk
  • Procedures to investigate and respond to COVID-19 cases in the workplace
  • Provide COVID-19 training to employees
  • Provide testing to employees who are exposed to a COVID-19 case, and in the case of multiple infections or a major outbreak, implement regular workplace testing for employees in the exposed work areas
  • Exclusion of COVID-19 cases and exposed employees from the workplace until they are no longer an infection risk
  • Maintain records of COVID-19 cases and report serious illnesses and multiple cases to Cal/OSHA and the local health department, as required
  1. Guidance on dealing with employees who are COVID-19 positive, or who have been exposed to the illness. Specifically, employers are directed to exclude COVID-19-positive employees and those who have been exposed to COVID-19 from the workplace. If the employee is able and available to work, the employer must continue to provide the employee’s pay and benefits, unless the employer can establish the employee’s exposure was not work-related. The employer may require the employee to exhaust paid sick leave benefits before providing exclusion pay, and may offset payments by the amount an employee receives in other benefit payments.
  2. Specific guidance on what additional actions employers must take amidst a major COVID-19 outbreak, which is defined as a covered workplace that has 20 or more COVID-19 cases within a 30 day-period.

Employers can find more information on the Cal/OSHA COVID-19 Guidance and Resources website here, (link https://www.dir.ca.gov/DIRNews/2020/2020-99.html. In addition, FAQ’s on the emergency regulations can be found here (link https://www.dir.ca.gov/dosh/coronavirus/COVID19FAQs.html).

These emergency regulations are now in effect. Employers should immediately review their Cal/OSHA COVID-19 Prevention Plans to ensure compliance with the new regulation. In many cases, employers will need to revise and update their plans, and payroll procedures previously implemented, in order to comply with these new emergency regulations.

The Labor and Employment attorneys at Weintraub Tobin continue to wish you and your family good health during these challenging times.  If we can assist you in any of your employment law needs, feel free to reach out to us.

“Inspired By” Characters in Movies and TV – Defamation Lawsuit As a Spinoff

In the past few years there has been a number of libel claims based on an unfavorable portrayal of a real person in either a television program or motion picture that is based on real life events.  To name a few, there is the currently pending Mossack Fonseca & Co., S.A. et al v. Netflix Inc., which is based on the streamer’s portrayal of Panamanian lawyers in the feature The Laundromat which was about the “Panama Papers” leaked documents scandal, and there is also the currently pending  Fairstein v. Netflix, Ava Duvernay and Attica Lock involving a defamation claim over the portrayal of Linda Fairstein, a former NYC prosecutor, in the Netflix series, When They See Us which was about the trial of the Central Park Five.  There was also the now resolved Green v. Paramount Pictures that was discussed in a previous article, and there was the false light claim made in Olivia De Havilland v. FX Networks LLC over De Havilland’s portrayal in the FX docudrama Feud: Bette and Joan.

These cases are primarily based on a claim of defamation, usually liable which is a written defamation.  In California, libel is defined by Civil Code Section 45 as “a false and unprivileged publication by writing, printing, picture, effigy, or other fixed representation to the eye, which exposes any person to hatred, contempt, ridicule, or obloquy, or which causes him to be shunned or avoided, or which has a tendency to injure him in his occupation.”  In most states, libel is defined similarly.  In order to establish libel, a plaintiff will have to establish: that the statements were defamatory; that the statements were published to third parties; that the statements were false; and that it was reasonably understood by the third parties that the statements were about the plaintiff.

In Olivia De Havilland’s lawsuit against FX, she alleged that the producers of Feud portrayed her in a false light.  A false light claim is a type of invasion of privacy, based on publicity that places a person in the public eye in a false light that would be highly offensive to a reasonable person, and where the defendant knew or acted in reckless disregard as to the falsity of the publicized matter and the false light in which the aggrieved person would be placed.  A false light claim is equivalent to a libel claim, and its requirements are the same as a libel claim, including proof of malice.  In order to prevail on her claim, De Havilland had to demonstrate that FX broadcasted statements that were (1) assertions of fact, (2) actually false or create a false impression about her, (3) highly offensive to a reasonable person or defamatory, and because she was a public figure, that the statements, and (4) made with actual malice. In order to establish “actual malice” De Havilland had to prove by “clear and convincing evidence” that the producers of Feud knew the statements at issue were false, or that they had serious doubts about the truth of such statement.

In the opinion rendered by the California Court of Appeals in De Havilland, the court first questioned whether a reasonable viewer would interpret Feud as entirely factual. The court noted that “[v]iewers are generally familiar with dramatized, fact-based movies and miniseries in which scenes, conversations, and even characters are fictionalized and imagined.”  Next, the court concluded that Feud’s depiction of De Havilland is not defamatory nor would it highly offend a reasonable person.  Granting an interview at the Academy Awards, the court noted, is not conduct that would cause offense to reasonable persons.  Further, the court found the producer’s substitution of the word “bitch” for “dragon lady” in a statement actually made by De Havilland was an un-actionable substantial truth – a statement that would not have a different effect on the mind of the reader from that which the truth would have produced.

Lastly, because De Havilland is a public figure, she had to show that the statements made by FX were made with actual malice.  This means more than showing that the statements were not true.  Fiction is by definition untrue and “[p]ublishing a fictitious work about a real person cannot mean the author, by virtue of writing fiction, has acted with actual malice.”  Rather, the court said that “De Havilland must demonstrate that FX either deliberately cast her statements in an equivocal fashion in the hope of insinuating a defamatory import to the [viewer], or that [FX] knew or acted in reckless disregard of whether its words would be interpreted by the average [viewer] as defamatory statements of fact.”  The court concluded that De Havilland would be unable to meet this burden.

The court’s opinion in De Havilland will likely affect the way the court analyzes the claims in Fairstein v. Netflix, Ava Duvernay and Attica Lock, which was recently transferred to the Southern District of New York.  The plaintiff in that case is a former New York City prosecutor who ran the sex crimes unit and oversaw the prosecution of the Central Park Five, five African American men who were wrongly accused and imprisoned for a near fatal rape in Central Park.

Fairstein alleges that she was incorrectly portrayed by actress Felicity Huffman as having a larger role in the five’s fate than was factually accurate.  Fairstein claims she is portrayed “in a false and defamatory manner in nearly every scene in the three episodes in which she appears…” and that such portrayal “cannot be justified as the mere use of artistic license or dramatization.”  The complaint claims that the Series “depict Ms. Fairstein — using her true name — as a racist, unethical villain who is determined to jail innocent children of color at any cost.”

Netflix promoted the Series as being “based on the true story of the [Five],” and that the Series would show people “[t]he truth [they] haven’t heard.”  The producers touted that the Series essentially depicted the “real story,” and that it was based on exhaustive research and interviews.  Also, the producers also indicated that the negative treatment Fairstein in the Series was—like the rest of the narrative—based on fact.  During an interview with Oprah Winfrey, Ms. DuVernay stated that she wanted to hold Ms. Fairstein “accountable” for her actions in prosecuting the Five

Assuming the Southern District of New York adopts a similar approach as the California Court of Appeals in De Havilland, these are the issues they will confront:

  • Would viewers interpret the program as entirely factual? The Producers and Netflix held the Series out as being a truthful work.  As such, it would be difficult for the defendants to argue that the Series is a fictionalized dramatization and all viewers would understand that.
  • In determining actual malice, did the producers deliberately cast Fairstein’s character in an equivocal fashion in the hope of insinuating a defamatory import to the viewer? Did the Producers know or act in reckless disregard of whether its words would be interpreted by the average viewer as defamatory statements of fact?  If the statements made by the Producers end up being false, it would seem that Fairstein was deliberately portrayed in the hope of insinuating a defamatory import to the viewer.

It seems that the lawyers for Netflix are acutely aware that they may be facing these issues once the case recommences in New York.  In their motion to dismiss filed with the transferring court they argued both that the Series is an artistic dramatization of controversial historical events and that Fairstein’s claims run afoul of the First Amendment’s protection for dramatized, opinionative speech.  The lawyers also argue that Fairstein’s claim reflects revisionist history; basically, Netflix argued that Fairstein’s portrayal, while including some flourish, is basically truthful.

Trademark Protection for Your Brand Merchandise in the Age of Copycats, Counterfeits, and Fakes

With live events cancelled during the pandemic, content creators are increasingly dependent on merchandise sales.  Creators from podcasters to YouTubers to musicians are reliant on merch to bolster their revenue and their brands.  Subscribers stuck at home are watching more video and listening to more podcasts and music.  Apart from advertising and sponsorships, merch is the only way for creators to monetize their increased profile during the pandemic.

However, 2020 has seen an explosion of counterfeit products including branded merchandise by content creators.  An analysis from the New York Times in February 2020 found that the sale of counterfeit items represents more than 3 percent of global trade, corresponding to $1.4 billion in value in the U.S. alone.  Reviews on Amazon containing words like “fake” and “counterfeit” have doubled since 2015.

No Right to Appeal Even When IPR Institution Denied on Non-Substantive Grounds

One way to challenge the validity of a patent at the United States Patent and Trademark Office (“USPTO”) is through a petition for inter partes review (“IPR”).  The USPTO Director has delegated responsibility to the Patent Trial and Appeal Board (“PTAB”) to evaluate such petitions to determine whether to institute review of the challenged patent.  The PTAB will only institute review of petitions that show a reasonable likelihood of success on the merits.  However, even if the petition meets that threshold for review, the PTAB may still deny institution.  In fact, the PTAB did just that when denying Cisco Systems Inc.’s (“Cisco”) petitions for IPR challenging the validity of two U.S. Patents owned by Ramot at Tel Aviv University (“Ramot”).  Cisco appealed the denial to the Court of Appeals for the Federal Circuit.

In June 2019, Ramot sued Cisco in the Eastern District of Texas for allegedly infringing its patents.  The case is set to go to trial in December 2020.  Cisco filed petitions for IPR of the asserted patents in November 2019.

Trade Secrets and the Duty to Identify Them with Sufficient Particularity

One of the first elements that a plaintiff must prove to succeed on a trade secret claim is that it is the owner of a valid trade secret.  To do so, the law generally imposes a burden on plaintiffs to identify its trade secrets with sufficient particularity in order to succeed.  As the Ninth Circuit recently recognized, this burden allows courts and litigants to navigate “the line between the protection of unique, innovative technologies and vigorous competition.”  In InteliClear, LLC v. ETC Global Holdings, Inc. (decided October 15, 2020), the Ninth Circuit addressed the issue of whether a plaintiff had satisfied the “sufficient particularity” burden and whether the trial court erred in granting summary judgment to a defendant when its motion was filed after just one day of discovery.

In the early 2000s, InteliClear created an electronic system for managing various stock broker and securities services called “InteliClear Systems,”  which used a structured query language relational database to process millions of trades a day.  In 2008, ETC Global Holdings (through its predecessor and later a subsidiary) licensed the InteliClear System and signed a Software License Agreement.  Within the terms of that agreement was an acknowledgment that the InteliClear information that was being provided “was confidential, proprietary and copyrighted” and that ETC agreed to maintain that confidentiality.

DFEH Issues Frequently Asked Questions Regarding California’s New Pay Data Reporting Law Under the Equal Pay Act

On September 30, 2020 Governor Newsom signed Senate Bill 973 which requires large employers to report certain pay and other data to the Department of Fair Employment and Housing (DFEH) by March 31, 2021 and annually thereafter. On November 2, 2020, the DFEH issued certain FAQs regarding this new obligation and announced that it anticipates rolling out a secure online reporting system in advance of the 2021 filing deadline.

Below are a few of the DFEH’s FAQs.

Why does California require large employers to report pay data to DFEH?

(11/02/2020) In SB 973, the California Legislature required employers of 100 or more employees to report to DFEH pay and hours-worked data by job category and by sex, race, and ethnicity (hereinafter “pay data”). In enacting this legislation, the Legislature found that “[d]espite significant progress made in California in recent years to strengthen California’s equal pay laws, the gender pay gap persists, resulting in billions of dollars in lost wages for women each year in California. Pay discrimination is not just a women’s issue, but also harms families and the state’s economy. In California, in 2016, women working full time, year round made a median 88 cents to every dollar earned by men, and for women of color, that gap is far worse. Although there are legitimate and lawful reasons for paying some employees more than others, pay discrimination continues to exist, is often ‘hidden from sight,’ and can be the result of unconscious biases or historic inequities.”

By creating a system by which large employers report pay data annually to DFEH, the Legislature sought to encourage these employers to assess themselves pay disparities along gendered, racial, and ethnic lines in their workforce and promote voluntary compliance with equal pay and anti-discrimination laws. In addition, SB 973 authorized DFEH to enforce the Equal Pay Act (Labor Code section 1197.5), which prohibits unjustified pay disparities. The Fair Employment and Housing Act (Gov. Code § 12940 et seq.), already enforced by DFEH, prohibits pay discrimination. Employers’ pay data reports will allow DFEH to more efficiently identify wage patterns and allow for effective enforcement of equal pay or anti-discrimination laws, when appropriate. DFEH’s strategic vision is a California free of discrimination.

Will DFEH’s pay data reporting system be similar to the one used by the EEOC to collect EEO-1 Component 2 data?

(11/02/2020) To ease reporting by employers, DFEH is endeavoring to create a system that closely resembles the EEOC’s system to the extent permitted by state statute.

 What is the deadline for employers to submit their pay data report(s) to DFEH?

(11/02/2020) Under Government Code section 12999(a), employers must submit their pay data reports to DFEH on or before March 31, 2021, and then on or before March 31 each year thereafter.

 What are the penalties for employers who fail to file?

(11/02/2020) “If [DFEH] does not receive the required report from an employer, the department may seek an order requiring the employer to comply with these requirements and shall be entitled to recover the costs associated with seeking the order for compliance.” Gov. Code § 12999(h).

Will an employer’s pay data be publicly available?

(11/02/2020) Government Code 12999(i) prohibits DFEH, the Division of Labor Standards Enforcement (DLSE), and their staff from making “public in any manner whatever any individually identifiable information obtained pursuant to their authority under this section prior to the institution of an investigation or enforcement proceeding by [DFEH and/or DLSE] under Section 1197.5 of the Labor Code or Section 12940 involving that information, and only to the extent necessary for purposes of the enforcement proceeding. For the purposes of this section, ‘individually identifiable information’ means data submitted pursuant to this section that is associated with a specific person or business.”

The DFEH advises that further guidance is coming soon in updated FAQs on the following topics:

  • What information/content is required in an employer’s report.
  • Further information on the definition of “pay.”
  • Further information on the definition of “hours worked.”
  • Information regarding multi-establishment employers.
  • Information on reporting obligations in connection with acquisitions and mergers.

The DFEH advises that it will be regularly updating the FAQs and it invites employers to write to the DFEH at paydatareporting@dfeh.ca.gov to pose additional questions. The DFEH’s FAQs can be found at https://www.dfeh.ca.gov/paydatareporting/.

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The Labor and Employment attorneys at Weintraub Tobin assist employers in all aspects of their employment law compliance, including compliance with California’s Equal Pay Act.  Please feel free to reach out to any of the attorneys if we can be of assistance to you in your employment law compliance.  Stay healthy and stay safe.

District Court Finds Documents Related to Litigation Funding Protected by Work Product Doctrine

In Impact Engine, Inc. v. Google LLC, 3-19-cv-01301 (SDCA 2020-10-20, Order) (Cathy Ann Bencivengo), the District Court for the Southern District of California recently considered whether litigation funding documents could be withheld from production by plaintiff Impact Engine because the documents were work product protected.  In the case, defendant Google had propounded a request on Impact Engine for the production of “[all] Documents Regarding any contracts or agreements between Plaintiff and any Third Party concerning (1) This Litigation and/or (2) any Asserted Patent or Related Patent.”  Impact Engine indicated it would produce non-privileged responsive documents except for potential agreements related to litigation funding because Impact Engine asserted work product protection over the documents.

Generally speaking, when documents are protected by the work product doctrine, a party may not obtain discovery of “documents and tangible things that are prepared in anticipation of litigation or trial by and for another party or its representative (including the other party’s attorney, consultant, surety, indemnitor, insurer or agent).”  Fed.R.Civ.P. 26(b)(3)(A).  As the court explained, “[a] document should be deemed prepared ‘in anticipation of litigation’ and thus eligible for work product protection under Rule 26(b)(3) if ‘in light of the nature of the document and the factual situation in the particular case, the document can be fairly said to have been prepared or obtained because of the prospect of litigation.”  Further, the work product protection is not necessarily waived just because it was shared with another person or entity, such as a potential funder or investor.

PTAB May Decide Patentability Under Section 101 in Inter Partes Reviews

An inter partes review (IPR) is a procedure to challenge a patent in the U.S. Patent and Trademark Office (PTO). The IPR procedure was established by the American Invents Act, and was intended to be an improvement on the existing inter partes reexamination procedure. An IPR is brought before the PTO’s Patent Trial and Appeal Board (PTAB), which handles the proceeding and decides the outcome.

Any person can file a petition requesting an IPR of an issued patent. The petition must show that at least one claim of the patent is unpatentable on the grounds of anticipation (35 U.S.C. §102) or obviousness (35 U.S.C. §103). The petitioner must prove unpatentability by a preponderance of the evidence. The PTO decides whether to grant the petition.

If the petition is granted, an IPR is instituted. In response to an IPR, the patent owner may amend the challenged claims or cancel the challenged claims and file new, substitute claims. The new claims cannot be broader in scope than the challenged claims and cannot contain new matter.

In its written decision on the IPR, the PTAB must rule on the patentability of the challenged claims and of any new claims submitted by the patent owner.

Recently, the Federal Circuit Court of Appeals addressed the question of what grounds the PTAB could use to determine the patentability of new claims presented in an IPR. Is the PTAB limited to the grounds of anticipation or obviousness, as those are the only grounds that can be asserted by the challenger in an IPR? Or may the PTAB consider other grounds to determine patentability, specifically, whether the claims contain patent-ineligible (non-statutory) subject matter under §101? When a patent application is filed, the examiner must determine whether each claim satisfies §101 first, before anticipation and obviousness are considered, in order for the claim to be allowed. Likewise, shouldn’t the PTAB be permitted to determine whether the patent owner’s new claims, that have never been examined, satisfy §101 before the claims are allowed?

The Federal Circuit has answered this question. The court held that the PTAB is permitted to decide whether a new claim submitted by the patent owner is patent-eligible under §101, and, if it is not, may find the claim unpatentable on this grounds.

The case is Uniloc 2017 LLC v. Hulu, LLC, Netflix, Inc., et al. (Fed. Cir. July 22, 2020). Hulu and Netflix had filed a petition for an IPR of a Uniloc patent that covered a system to help consumers use one software license for multiple devices. The PTO initiated an IPR.

Uniloc sought to amend its patent and submitted new, substitute claims in place of the challenged claims. Hulu opposed the motion to amend, contending that the new claims were directed to patent-ineligible subject matter under §101. The PTAB denied Uniloc’s motion to amend on the grounds of §101, agreeing with Hulu. Uniloc appealed to the Federal Circuit, arguing that the PTAB is not permitted to consider §101 in an IPR.

The Federal Circuit analyzed the text and legislative history of the statues providing for IPRs. The court concluded that the statutes were intended to permit the PTAB to decide the patentability of any new claim, and that, because patentability includes a determination under §101 of whether the claim is directed to patent-eligible subject matter, the PTAB is entitled to analyze the new claims under §101. The petitioner in an IPR cannot challenge the existing claims of the patent on the grounds of §101, but the PTAB must be able to determine whether any new claims satisfy §101. If it cannot do so, those claims would never be examined under §101.

Dogs, Whiskey, and Intellectual Property: Need I Say More?

Jack Daniel’s Properties, Inc. has petitioned the Supreme Court of the United States for certiorari following an unfavorable ruling from the Ninth Circuit in the matter of VIP Products LLC v. Jack Daniel’s Properties, Inc. In that case, VIP Products sued Jack Daniel’s after receiving a cease-and-desist letter concerning its Bad Spaniels Silly Squeaker dog toy. The toy is intentionally similar to the famous Jack Daniel’s Old No. 7 whiskey bottle, but is clearly intended to be a joke.

Instead of saying Jack Daniels, the bottle says Bad Spaniels and includes a cartoonish cocker spaniel. Below that, where the Jack Daniel’s bottle usually says “Old No. 7,” the toy says “The Old No. 2” above “on your Tennessee Carpet” where the real bottle says Tennessee Whiskey. The squeaky toy is clearly intended as joke for dog owners, and I don’t believe it would confuse consumers into believing the product is actually associated with Jack Daniel’s. Jack Daniel’s apparently felt differently.

The district court agreed with Jack Daniel’s. While ruling on a motion for summary judgment, the district court held that the Rogers test, which is used to balance the interests between trademark law and the First Amendment, was inapplicable because the toy is not an expressive work. Later, after a four-day bench trial, the District Court ruled against VIP Products and found it had infringed Jack Daniel’s IP.

VIP Products promptly appealed the matter to the Ninth Circuit, arguing that the district court erred in finding that the toy wasn’t expressive. The Ninth Circuit agreed with VIP and held that a “work need not be the expressive equal of Anna Karenina or Citizen Kane” to be considered expressive. The Ninth Circuit recognized that the Bad Spaniels Toy is “not the equivalent of the Mona Lisa,” but found that it is still expressive. The Ninth Circuit therefore remanded the matter to the district court to apply the Rogers test, which requires the mark holder to show the putative infringer’s use of the mark either (1) is “not artistically relevant to the underlying work” or (2) “explicitly misleads consumers as to the sources or content of the work.”

Of course, Jack Daniel’s was displeased with the Ninth Circuit’s ruling and petitioned the Supreme Court for certiorari. In its petition, Jack Daniel’s framed the relevant question presented as follows:

Whether a commercial product using humor is subject to the same likelihood-of-confusion analysis applicable to other products under the Lanham Act, or must receive heightened First Amendment protection from trademark-infringement claims, where the brand owner must prove that the defendant’s use of the mark either is “not artistically relevant” or “explicitly misleads consumers.”

It’s clear from the question presented that Jack Daniel’s is upset that the Ninth Circuit directed the district court to apply the Rogers test instead of simply considering the humorous nature of the product as one of the Sleekcraft factors applied to determine likelihood of confusion. In fact, Jack Daniel’s said exactly that in the petition and stated that “[e]very court of appeals confronting a similar case has exercised common sense and applied the traditional likelihood-of-confusion test under the [Lanham Act].”

I hope the Supreme Court grants certiorari. It would be interesting to see the matter briefed again and argued before The Nine. Although, given the intersection between dogs, whiskey, and intellectual property, I may be biased.

DFEH Updates “Ban the Box” Regulations and Provides FAQ

Since its implementation on January 1, 2018, The Fair Chance Act has been a source of questions for California employers. Also referred to as “banning the box,” Government Code section 12952 makes it illegal for most employers in California to ask about the criminal record of job applicants before making a conditional job offer. You can refer to our previous blog on the subject here.

The Department of Fair Employment and Housing (“DFEH”) recently amended the regulations implementing the law, with an effective date of October 1, 2020. Among the updates are the following:

  • An expanded definition of  an “applicant” to include individuals who begin work before an employer’s review of their criminal history. Specifically, the regulations state that “[a]n employer cannot evade the requirements of [the FEHA] or this regulation by having an individual lose their status as an ‘applicant’ by working before undertaking a post-conditional offer review of the individual’s criminal history.”
  • A clarification that the Act must be complied with even when selecting workers supplied by labor contractors and union hiring halls.
  • An explanation that employers who are required by law to conduct criminal background checks, do not have a full exemption from the Fair Chance Act. The regulations specify that employers may not utilize records not permitted for disclosure by law, and that such employers must still be able to justify their policies. As the regulations state, “[c]ompliance with federal or state laws or regulations that mandate particular criminal history screening processes, or requiring that an employee or applicant possess or obtain any required occupational licenses constitute rebuttable defenses to an adverse impact claim under the Act.”
  • A direction that “[w]hile employers are prohibited from considering referral to or participation in a pretrial or post-trial diversion program, it is permissible to consider these programs as evidence of rehabilitation or mitigating circumstances after a conditional offer has been made if offered by the applicant as evidence of rehabilitation or mitigating circumstances.
  • A reminder that in addition to following the Fair Chance Act, employers must also ensure compliance with other local laws and ordinances.

In addition, the DFEH published a FAQ, which describes the law, explains how the law works, addresses what employers are covered by the law, and provides guidance as to when employers may inquire into an applicant’s criminal history and (where necessary), rescind a conditional job offer. That FAQ can be found here.

The FAQ and amended regulations demonstrate that the DFEH takes the Fair Chance Act seriously. Employers should take great care in understanding the procedures set forth in the Act to promote compliance, and also ensure those individuals within their organization that are charged with hiring are properly trained on intricacies of the Act and how to properly implement it.