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Browse below for news, legal insights, information on presentations and events, and other resources from the Weintraub Tobin legal team.


Recent Developments at the California Department of Fair Employment and Housing

The California Department of Fair Employment and Housing (“DFEH”) is the state agency charged with enforcing California’s laws against harassment, discrimination, and retaliation in employment, housing, and business establishments throughout the state. It proclaims on its website that it is “the institutional centerpiece of California’s broad anti-discrimination and hate crimes policy.” According to the DFEH, it is the largest state civil rights agency in the country.

Taking its charge seriously, the DFEH has been busy recently implementing new regulations, creating on-line training, and issuing guidance and FAQs in connection with the various laws it enforces.  Below is a summary of some of its most recent activity related to the workplace.

  1. Fair Chance Act: Criminal History and Employment FAQs. In September, 2020, the DFEH issued its FAQs regarding the California Fair Chance Act (CA Government Code section 12952) which is the “ban the box” law that went into effect on January 1, 2018.  The FAQs are written so as to respond to questions that would be posed by an applicant for employment who may have a criminal conviction record, and explains the process an employer must follow under the law before denying employment on the basis of a criminal conviction.  While written for applicants, the FAQs provide helpful information for employers.
  2. On-Line Sexual Harassment Prevention Training. On August 4, 2020, the DFEH announced that it has finally launched the free on-line anti-harassment training for both supervisors and non-supervisory employees pursuant to the mandates of CA Government Code section 12950.1.  California law requires all employers of 5 or more employees to provide 1 hour of sexual harassment and abusive conduct prevention training to non-supervisory employees, and 2 hours of sexual harassment and abusive conduct prevention training to supervisors and managers once every two years. The law requires the training to include practical examples of harassment based on gender identity, gender expression, and sexual orientation.
  3. FAQs Re: Employment and COVID-19. In July, 2020, the DFEH issued its FAQs to provide guidance to employers and employees about how to keep the workplace safe during the COVID-19 pandemic while at the same time upholding civil rights laws.  It reiterates that civil rights laws are still in place during the pandemic, but explains how employers may make various inquiries and/or conduct certain health screenings of employees in order to protect the workplace from the spread of the virus.
  4. LGBTQ Fact Sheet. In June, 2020, the DFEH issued its Fact Sheet concerning LGBTQ rights in employment, as well as in housing and business establishments.  The Fact Sheet explains that it is unlawful for employers, landlords, businesses of all kinds, health care providers and insurers, homeless shelters, state funded programs and services, and others to discriminate against anyone or treat them unequally because of their sexual orientation, gender identity, gender expression, or sex.
  5. Hearing on Hate Violence. Finally, on September 21, 2020, the DFEH’s Fair Employment and Housing Council held a virtual public hearing about hate violence in California.  The purpose was to discuss certain interventions to reduce violence motivated by bias against someone’s race, national origin, religion, sexual orientation, gender identity, sex, or other personal characteristic.  While the DFEH already has resources to address hate violence, it is likely that further information and resources will be forthcoming given the DFEH’s deeper dive into the subject.

More information on the above recent DFEH resources, as well as others, can be obtained from the DFEH website at: https://www.dfeh.ca.gov/

The Labor and Employment attorneys at Weintraub Tobin have years of experience counseling and defending employers in all areas of employment law, including the civil rights laws enforced by the DFEH.  If we can be of assistance to you in your compliance with the law, and/or defense of a claim, feel free to reach out to us.  Stay health and safe.

The Courts Step in to Protect TikTok from the Trump Administration

In a dramatic Sunday morning hearing (conducted remotely via telephone), lawyers for TikTok and the Trump Administration battled over whether the government’s order banning TikTok from the Apple and Google app stores would take effect that night.

The Trump Administration has argued for months that TikTok is a threat to national security because its corporate owner, ByteDance, is a Chinese company. Most recently, the Commerce Department issued rules, which were to take effect on September 27 at 11:59pm, banning the app from U.S. app stores and prevented any further software updates. TikTok filed a lawsuit earlier this month challenging the Trump Administration’s actions. On September 23, it filed a motion for preliminary injunction, essentially asking the Court to stop the Commerce Department’s ban from taking effect.

Judge Carl J. Nichols of the United States District Court for the District of Columbia issued an order granting TikTok’s injunction. The ban did not go into effect, and TikTok remains available in the Apple and Google app stores.

The most interesting part of the opinion granting the injunction is the Court’s analysis of the government’s claims that TikTok presents a threat to national security. The government’s ban is based on the International Emergency Economic Powers Act (the “IEEPA”), which gives the federal government the right to ban certain economic transactions which threaten national security. For example, the government has designated the Islamic Republic of Iran a state sponsor of terrorism, and has blocked all financial transactions with the Iranian state and members of the Iranian government. Millions of dollars per year are seized from Iranian officials who attempt to route transactions through U.S. banks.

However, the IEEPA contains express exceptions for the transfer of information and personal communications. The Court found that TikTok users were trading films, photographs, art, and news across international borders, which fall squarely within the informational and personal exceptions to the IEEPA. The Court drew a parallel to news services, which can contain information and even propaganda from blocked entities, but cannot be banned through the IEEPA.

In short, it was not sufficient for the federal government to argue that information shared through TikTok might be accessed by China, because the sharing of information and personal correspondence cannot, by itself, establish a threat to national security under the IEEPA.

Although the Court’s order is almost certainly going to be appealed and the issue will be litigated for some time, TikTok’s has overcome a major hurdle in winning this preliminary injunction. It seems, for the time being, that TikTok is here to stay.

Football, Beer, and Court Fights

When it comes to football, I am a huge fan and love watching games on TV.  However, I do not typically pay attention to the commercials during games, with one major exception:  the Super Bowl.  Like most everyone, I am always curious to see which company will have the best and the worst Super Bowl commercials.  We always expect Anheuser-Busch (maker of Bud Light) and Molson Coors (maker of Miller Lite and Coors Lite) to bring out big gun ads.  After all, for many football fans, a game day means grabbing a beer (or several), so companies spend a lot of money to convince fans to grab their brands over others.  The competition rose to a new level in Super Bowl LIII when Anheuser-Busch introduced its ad campaign mocking Molson Coors’ use of corn syrup in brewing Miller Lite and Coors Lite.  These ads not only triggered a social media battle but also a battle in the courtroom over whether the Bud Lite ads constituted false or misleading advertising.

During the 2019 Super Bowl, Anheuser-Busch started its “corn syrup” ad campaign with an ad featuring the Bud Light King and his subjects trying to return a barrel of corn syrup, which they had received by mistake, to the Miller Light and Coors Light castles.  The ad effectively told a story that Anheuser-Busch does not use corn syrup to make Bud Light, but Molson Coors uses it to make Miller Lite and Coors Lite.

New California Laws Create Presumption of Workers’ Compensation Coverage for COVID-19 Infections and Impose Additional COVID-19 Exposure Reporting and Notice Requirements on Employers

California Gov. Gavin Newsom signed Executive Order N-62-20—way back on May 6, 2020—which created a presumption that employees’ COVID-19-related illnesses were caused at work and therefore covered by workers’ compensation. That order covered COVID-19 infections from March 19, 2020 to July 5, 2020, at which time the order expired. To fill the void, on September 17, 2020, Gov. Newsom signed Senate Bill (“SB”) 1159 and Assembly Bill (“AB”) 685 into law.

SB 1159 resets the rebuttable presumption establishing workers’ compensation benefits for certain employees who contract COVID-19. At the same time, California passed AB 685, which allows the state to more closely track COVID-19 cases in the workplace by requiring employers to timely report COVID-19 related exposure information to the California Division of Occupational Safety and Health (“Cal/OSHA”). AB 685 also requires employers to provide notice to employees of workplace COVID-19 exposures.

To read the full article, please click here.

Recent Federal Decision Regarding Business Interruption Insurance Could Mark a Turning Point for COVID-Affected Businesses (Updated 9/29/2020)

Many businesses affected by COVID-19 and the related shelter-in-place orders are turning to their business interruption insurance policies in hope of finding relief. In general terms, a business interruption insurance policy replaces some or all of a business’s income when the business is forced to curtail or cease its operations as the result of a disaster. In the vast majority of cases, insurance companies have turned away COVID-related business interruption claims, claiming that these policies do not provide coverage for COVID-related claims. Rather than fight with insurance companies, many business owners elect to focus their efforts on other forms of relief, including PPP loans and other forms of public assistance. But some, like the owner of the world-renowned Napa Valley restaurant The French Laundry, have sued to enforce their business interruption insurance policies.

California Drastically Alters Obligations under the California Family Rights Act

On Thursday, Governor Newsom signed Senate Bill 1383, dramatically expanding the California Family Rights Act (“CFRA”), and the obligations it places on employers to provide leave to eligible employees. As a reminder, the CFRA is California’s leave statute, which authorizes eligible employees to take up a total of 12 weeks of unpaid job-protected leave during a 12-month period. While on leave, employees keep the same employer-paid health benefits they had while working.

Historically, the CFRA has applied to employers employing at least 50 employees. SB 1383 expands the CFRA to employers throughout the state who employ 5 or more employees.  In addition, SB 1383 expands the definition of a “family member” to include adult children, siblings, grandparents, grandchildren and domestic partners. The changes go into effect on January 1, 2021.

No Judicial Estoppel in the Case of the On-Again, Off-Again Patent Inventor

The case of Egenera, Inc. v. Cisco Systems, Inc. raised the question of whether inventors named on a patent can be repeatedly changed as litigation strategy changes. Because of judicial estoppel, the district court said no way.  But, on appeal, the Court of Appeals for the Federal Circuit said no problem—at least no problem in this case.

Mr. Shulter was listed as an inventor on Egenera, Inc.’s (“Egenera”) patent application and the resulting patent, U.S. Patent No. 7,231,430 (the “’430 Patent”).  The ‘430 patent relates to “a platform for automatically deploying a scalable and reconfigurable virtual network” of processors.  The claimed approach alleviates the need for physical reconfiguration of processors by allowing “processing resources [to] be deployed rapidly and easily through software.”

In 2016, Egenera sued Cisco Systems, Inc. (“Cisco) alleging Cisco’s enterprise server systems infringed the ‘430 patent.  In response, Cisco challenged the validity of the patent’s claims in a petition for inter partes review (“IPR”).   Cisco’s IPR petition included the “Grosner” prior art.   In an attempt to overcome “Grosner,” Egenera claimed an earlier conception date for invention in its response to the IPR.  However, that earlier conception date predated Egenera’s hiring of Mr. Shulter, who had been listed as an inventor.  Egenera attempted to reconcile this dilemma, explaining that after reviewing the IPR petition, it realized “all claims had been conceived before … Mr. Shulter, had started working there,” so he could not be an inventor. Then Egenera asked the United States Patent and Trademark Office (“USPTO”) to remove Mr. Shulter from the patent.  The USPTO granted the request.

After Mr. Shulter was removed as an inventor, the district court construed the ‘430 claims.  The district court “issued an order construing the patent’s ‘logic’ terms as means-plus-function elements.” Means-plus-function elements are limited to the structure disclosed in the specification.  In this case, that structure was a “tripartite structure.”  Cisco argued that Mr. Shulter invented the tripartite structure, and therefore, the patent was invalid because it did not correctly list all of the inventors. The district court agreed.  In response, Egenera changed its strategy and tried to add Mr. Shulter back as an inventor of the ‘430 Patent.  The district court ruled that judicial estoppel prevented “’resurrecting Mr. Shulter’s inventorship.”  Egenera appealed.

Under 35 U.S.C. § 256, errors in the list of inventors of a patent can be corrected either through a petition to the Director of the USPTO or by order of a court.  The Federal Circuit stated that “error” in this context “is simply an incorrect listing of inventors” irrespective of whether the list is incorrect due to honest or dishonest mistakes.  In other words, omitted inventors can be added and wrongly included inventors can be removed.  The statute further states that the error “shall not invalidate the patent in which such error occurred if it can be corrected.”  On appeal, the Federal Circuit determined that “Egenera’s assertion in its inventorship petition [to the USPTO] was incorrect:  Mr. Schulter was an inventor.  According, we conclude that Mr. Schulter’s omission was ‘error.’”

The Federal Circuit then turned to the question of whether judicial estoppel prevented correction of the inventorship error.  “Judicial estoppel prevents a party from taking a position in litigation that is inconsistent with a position successfully taken in a prior legal proceeding.  The purpose behind this doctrine is to preserve the integrity of legal proceedings.  The applicable standard here is that applied by the First Circuit, which evaluates three factors:

(1) whether a party’s earlier and later positions are “clearly inconsistent,” — that is, “mutually exclusive”;

(2) whether the party “succeeded in persuading a court to accept” the earlier position; and

(3) whether the party would “derive an unfair advantage or impose an unfair detriment” on the other side if not estopped.

While the district court found all three factors had been met, the Federal Circuit disagreed.

Addressing the first factor, the Federal Circuit stated that “[t]o be ‘clearly inconsistent,” positions must be ‘mutually exclusive’ and ‘directly inconsistent.”  Considering the present facts, the Federal Circuit stated “[w]e do not think that multiple corrections under § 256 are per se ‘mutually exclusive.’  In any event, the district court’s intervening claim-construction and inventorship determinations further justify any seeming inconsistency.” Egenera’s request to remove Mr. Shulter as an inventor was consistent with its preferred claim construction.  Once Egenera lost its claim construction position, “it was entirely consistent for Egenera to request an accompanying formal correction of inventorship” to add Mr. Shulter back as an inventor.  Therefore, because of the “intervening claim construction,” Egenera had not taken “clearly inconsistent” or “mutually exclusive” positions.

Evaluating the second factor, the Federal Circuit analyzed whether Egenera had “succeeded in persuading a court to accept” its earlier position.  Egenera’s petition to the USPTO to delete Mr. Shulter did not contain any statement of facts, but rather just a statements that it was an error to list Mr. Shulter and that all the other inventors agreed.  The USPTO does not perform a substantive examination of such petitions, but just checks “for the presence of supporting statements and the required fee.”  Therefore, the Federal Circuit stated that such a petition to the USPTO for change of inventorship is not sufficient to serve as “’persuasion’ of a ‘court’ for judicial estoppel purposes.”

As to the third judicial estoppel factor, the Federal Circuit determined Egenera did not gain unfair advantage nor would Cisco suffer unfair prejudice as the result of Egenera’s earlier position that Mr. Shulter was not an inventor.  Although Egenera had taken the position that Mr. Shulter was not an inventor to gain an advantage in the IPR, the IPR petition was denied before the change in inventorship was approved by the USPTO.  Further, the IPR petition was denied without addressing Egenera’s arguments relating to the priority date of the ‘430 patent.  Notably, the Federal Circuit stated that “[t]hings might be different had Egenera succeeded in swearing behind the prior art….But that is not this case.”

As a result, Federal Circuit found “the district court abused its discretion by applying judicial estoppel, vacated the invalidity judgement, and remanded the case for further proceedings.

DOL Revises COVID-19 Sick Leave and Family and Medical Leave Rules Following Court Ruling

On September 11, 2020, the United States Department of Labor issued revised regulations governing the Families First Coronavirus Response Act (FFCRA). The regulations implement the Emergency Paid Sick Leave Act (EPSLA) and Emergency Family and Medical Leave Expansion Act (EFMLEA) provisions of the FFCRA. The revised regulations were issued to address a decision from a federal court in New York that invalidated previous regulations concerning whether work must otherwise be available to employees seeking to use leave under EPSLA and EFMLEA and whether an employer must consent to intermittent leave. The revised regulations also clarify and narrow the definition of “health care provider” under the FFCRA and address medical documentation requirements employees must meet to be eligible to take leave.

Refresher on FFCRA

In March 2020, at the outset of the COVID-19 pandemic, Congress enacted the FFCRA. We initially blogged about the FFCRA here. In short, the FFCRA requires employers with 500 or fewer employees to offer up to 2 weeks of EPSLA leave to employees who miss work for qualifying reasons relating to the pandemic. Where the need to miss work results from the employee’s need to stay home with a child whose school or childcare facility is closed due to the pandemic, employees may take up to 12 weeks of paid and unpaid leave under EFMLEA. The first two weeks of EFMLEA leave are unpaid, but employees seeking pay could  choose to use EPSLA leave or any other paid leave otherwise available to the employee such as state law sick leave or any accrued paid vacation benefits. The last 10 weeks of EFMLEA leave are paid. Employers may receive a tax credit for any leave paid out under the FFCRA. Unless extended, the FFCRA is set to expire at the end of 2020.

New York Opinion Invalidates Certain FFCRA Regulations

Last month, in response to a challenge brought by the New York Attorney General, a federal court struck down four provisions of the FFCRA’s prior regulations.  Specifically, the court struck down regulations requiring work to be otherwise available to employees before they can qualify for EPSLA or EFMLEA, requiring employees to obtain employer approval before taking intermittent leave, and requiring employees to provide medical documentation regarding the reasons for leave “prior to” taking the leave. Finally, the court struck down as overbroad the FFCRA’s definition of “health care provider” as used to determine those health care providers who were ineligible for the leave.

The Revised Regulations

Following the New York ruling, the DOL was widely expected to issue revised regulations addressing the items the court raised. The September 11, 2020 DOL release does just that. According to the DOL’s news release, found here, the revisions do the following:

  • Reaffirm and provide additional explanation for the requirement that employees may take FFCRA leave only if work would otherwise be available to them.
  • Reaffirm and provide additional explanation for the requirement that an employee have employer approval to take FFCRA leave intermittently.
  • Revise the definition of “healthcare provider” to include only employees who meet the definition of that term under the Family and Medical Leave Act regulations or who are employed to provide diagnostic services, preventative services, treatment services or other services that are integrated with and necessary to the provision of patient care which, if not provided, would adversely impact patient care.
  • Clarify that employees must provide required documentation supporting their need for FFCRA leave to their employers as soon as practicable.
  • Correct an inconsistency regarding when employees may be required to provide notice of a need to take expanded family and medical leave to their employers.

Work Availability Requirement

The DOL’s position that work must be available to an employee seeking to take leave reflects a doubling down on their regulation that the court struck down. Recognizing the court’s opinion that the prior regulation lacked sufficient analysis of why work must be available to the employee, the DOL provided that analysis. The DOL clarified that when work is unavailable due to circumstances other than a FFCRA-qualifying reason, such as when an employee is furloughed or the business is temporarily shut down, there is no work available from which an employee can take leave.

The DOL further explained that “leave is most simply and clearly understood as an authorized absence from work; if an employee is not expected or required to work, he or she is not taking leave.” In those circumstances, an employee’s recourse may instead be to file for unemployment insurance benefits. The revised regulation does, however, make clear that employers cannot withhold work in order to avoid paying EFMLEA or EPSLA. Instead, work must be unavailable for legitimate business reasons.

Employer Consent to Intermittent Leave

Just as with the work availability requirement, the New York court struck down the requirement that employees taking intermittent EPSLA or EFMLEA leave must obtain employer consent because, according to the court, the DOL’s initial rule lacked sufficient analysis and explanation for the requirement. Again, the DOL doubled down on its prior rule while providing much more detailed reasoning for it. The DOL noted that the FMLA provides for intermittent leave only for qualifying reasons, such as medical necessity and employer/employee agreement. Because the FFCRA is silent on employees’ ability to take intermittent leave, and because the “medical necessity” basis for leave under the FMLA does not fit within the EFMLEA framework, the DOL concluded that it had discretion to balance employees’ need for leave with employers’ need to avoid business disruptions. It balanced those competing interests by requiring employees to obtain employer consent to take intermittent leave.

Narrowed Definition of Health Care Provider under Exemption

The FFCRA exempts employers from offering EFMLEA or EPSLA to certain health care providers. The previous definition, which the New York court struck down as too broad, included “anyone employed at” any location “where medical services are provided.” This could have included those workers at the facilities who did not even provide healthcare services, such as IT staff, human resources, or kitchen workers. Under the revised rule, “[a] person is not a health care provider merely because his or her employer provides health care services or because he or she provides a service that affects the provision of health care services.” Rather, the employee must meet the definition of healthcare provider under the FMLA (essentially, those workers who directly provide the healthcare services), or those who are “employed to provide diagnostic services, preventive services, treatment services or other services that are integrated with and necessary to the provision of patient care and, if not provided, would adversely impact patient care.”

Notice and Documentation Requirements

Under the prior rules, struck down by the New York court, employees were required to provide employers with notice of the need for FFCRA leave, and documentation supporting the need for leave, prior to being eligible. Under the revised regulation, employees are now only required to provide notice and documentation “as soon as practicable.”  The DOL did note, however, that in the cases of employees needing leave due to a child’s school closure, the leave will almost always be foreseeable in advance and should therefore be provided prior to the leave being taken.

Takeaway for Employers

For now, employers can follow the new DOL regulations in administering FFCRA leave. That means employers are not obligated to provide EFMLEA or EPSLA leave to employees who are furloughed or are otherwise unable to work for reasons that do not relate to the COVID-19 pandemic. Employers may also decide whether to allow employees intermittent leave under the FFCRA. Such decisions, however, should be made for legitimate business reasons and applied consistently to avoid the risk of discrimination claims. Employers in the healthcare industry may utilize the updated definitions of healthcare provider in assessing whether employees are eligible for FFCRA leave. Finally, employers should not require employees to provide notice and documentation supporting their need for FFCRA leave any earlier than is practicable under the circumstances.

Employers should also watch for future developments around these regulations. First, it is not yet known whether they will be subjected to any further court challenges and, if so, what the outcome of those challenges will be. Employers should also monitor whether Congress elects to extend the FFCRA, with or without modifications, beyond its current expiration date of December 31, 2020. Employers with any uncertainty in these areas should work with their legal counsel to assure their practices and policies are compliant.

Governor Newsom Signs AB 2257 – More Clarifications and Exceptions to the “ABC Test” for Independent Contractor Status

On September 4, 2020, Governor Newsom signed AB 2257, a bill that provides comprehensive clarifications and changes to the very controversial bill – AB 5 – that went into effect in January 2020 and requires the use of the “ABC Test” to determine independent contractor status for most employment laws in California.  AB 2257 brings some good news to businesses in various industries who utilize independent contractors, and provides needed clarification to a number of ambiguities in the text of AB 5.

To read the full white paper, please click here.