Welcome to the Weintraub Tobin Resources Page

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


OSHA Penalties For Health & Safety Violations Are Going Way Up Starting August 1, 2016

In November 2015, Congress enacted legislation requiring federal agencies to adjust their civil penalties to account for inflation. The Department of Labor (DOL) adjusted penalties for its agencies, including the Occupational Safety and Health Administration (OSHA).

OSHA’s maximum penalties, which were last adjusted in 1990, will increase by 78%. Going forward, the agency will continue to adjust its penalties for inflation each year based on the Consumer Price Index.

The new penalties will take effect after August 1, 2016.  Any citations issued by OSHA after that date will be subject to the new penalties if the related violations occurred after November 2, 2015.  Below is a table of the current and new penalty amounts depending on the type of violation.

Type of Violation Current Maximum PenaltyNew Maximum Penalty
Serious
Other-Than-Serious
Posting Requirements
$7,000 per violation$12,471 per violation
Failure to Abate$7,000 per day beyond the abatement date$12,471 per day beyond the abatement date
Willful or Repeated$70,000 per violation$124,709 per violation

While these are federal penalties that will be imposed by OSHA, states that operate their own OSHA plans are required to also adopt maximum penalty levels that are at least as effective as Federal OSHA’s.  This means that in California, employers found to be in violation of CalOSHA’s health and safety standards are also at risk of increased penalties.

Takeaway:  Employers should take this opportunity to review the effectiveness of their Injury and Illness Prevention Plan (IIPP), including, but not limited to, evaluating whether they are meeting certain safety training and safety equipment standards. IIPPs should be living, breathing documents that are regularly reviewed and updated as circumstances change in the workplace that could impact employee health and safety.  Failure to do so can result in significant penalties from CalOSHA.  If you find yourself being investigated by CalOSHA, contact the attorneys in Weintraub Tobin’s Labor and Employment Department.  They have years of experience representing employers during CalOSHA investigations and in appealing CalOSHA citations.

Oh Sh–! The Government is Knocking at Your Door

  • When: Aug 18, 2016
  • Where: Weintraub Tobin Office

Summary of Program

There is no universal way to prepare for a governmental audit, investigation or inspection.  The employment laws governing your workplace have different compliance requirements and governmental agencies have different agendas and degrees of power. This seminar will include tips on whether, and how to, conduct a self audit; understanding the do’s and don’ts of  compliance; and best practices.

Program Highlights

  • Labor Commissioner Claims and Audits — Conduct Regular Self Audits to Avoid and/or Be Prepared for Claims and Agency Audits
  • EEOC/DFEH Investigations—Responding to Claims
  • EDD Audits — Misclassification Issues
  • USCIS/ICE Investigations—Complying with I-9 Requirements
  • CalOSHA—Steps to Take to Be Prepared for an Audit
  • Tips re: Government Audits and Physical Site Inspections
  • Policy Compliance Audit
  • HR Legal Compliance Audit

Date:  August 18, 2016
Time:  9:30 a.m. – 11:30 a.m.

Seminar

9:00 am – 9:30 am  – Registration & Breakfast

9:30 am – 11:30am  – Seminar

Webinar: This seminar is also available via webinar. Please indicate in your RSVP if you will be attending via webinar.

Location

Weintraub Tobin Office

400 Capitol Mall, 11th Floor | Sacramento, CA 95814

Parking Validation provided. Please park in the Wells Fargo parking garage, entrances on 4th and 5th Street. Please bring your ticket with you for validation.

Approved for two (2) hours MCLE.   This program will be submitted to the HR Certification Institute for review. Certificates will be provided upon verification of attendance for the entirety of the webcast.

There will be no cost for this seminar. 
*This seminar will be limited to 75 in-person attendees.  

Federal Judge Blocks The Department Of Labor

Capitol building in Sacramento California

Persuader Rule Fails To Persuade Federal Judge In Texas   

Last week a federal court in Texas issued a nationwide ban preventing the Department of Labor (“DOL”) from enforcing its recently proposed Persuader Rule.  That rule would have greatly expanded reporting requirements for both employers and their outside consultants, including attorneys, whenever any advice is given on unionizing or collective bargaining.  For now, employers and their advisors have a reprieve that allows them to continue reporting as they have been for the last 50-plus years.

Prior to the DOL’s attempted implementation of the new Persuader Rule, employers and their advisors were required to report only “direct persuader activities” under the Labor-Management Reporting and Disclosure Act of 1959 (“LMRDA”), 29 USC § 433.  Those direct activities existed if the advisors had direct contact with employees that might persuade them to exercise, or not exercise, their collective-bargaining rights.

This meant that an attorney could freely advise an employer on what to tell its employees about unionizing without having to report such activities to the DOL; only if the attorney actually had face-to-face contact with employees would the reporting requirement be triggered.  The law also had a specific “advice exemption” that excluded from reporting any advice given to employers (even if it would be used to persuade employees) – so long as the advisor had no direct contact with employees.

In March 2016, the DOL published the Persuader Rule, which expanded the reporting requirement to include “indirect persuader activities.”  81 Fed. Reg. 15924 (March 24, 2016).  Such indirect activities could include an attorney advising management on what it should say to employees about unionizing or what policies should be implemented that might discourage employees from unionizing.  Along with the new rule, the DOL revised reporting forms that specifically list the following activities as subject to reporting under the Persuader Rule:

  • Drafting, revising, or providing written materials for presentation, dissemination, or distribution to employees;
  • Drafting, revising, or providing a speech for presentation to employees;
  • Drafting, revising, or providing audiovisual or multi-media presentations for presentation, dissemination, or distribution to employees;
  • Drafting, revising, or providing website content for employees;
  • Planning or conducting individual or group employee meetings;
  • Training supervisors or employer representatives to conduct individual or group employee meetings;
  • Coordinating or directing the activities of supervisors or employer representatives;
  • Establishing or facilitating employee committees;
  • Developing personnel policies or practices;
  • Identifying employees for disciplinary action, reward, or other targeting action;
  • Speaking with or otherwise communicating directly with employees;
  • Conducting seminars;

It is unclear what “other” activities might be subject to the Persuader Rule.  Either way, in practical terms, if an attorney were to host a seminar for employers that included any discussion regarding an employer’s response to unionizing activities, the attorney would be required to notify the attendees that their names would be publicly reported to the DOL and then report the same.  If an attorney sent a letter to its employer-client advising, “You should implement this policy to dissuade your employees from unionizing,” that, too, would have to be reported.

In National Federation of Independent Business v. Perez, Case No. 5:16-cv-00066-C, the U.S. District Court for the Northern District of Texas found that the DOL’s new rule exceeds the DOL’s authority under the LMRDA.  On June 27, 2016, that court ruled that the Persuader Rule is “arbitrary and capricious” and violates the First Amendment protections of free speech and association.   Several experts testified against the rule in that case, explaining that the reporting requirements would be so burdensome that employers would find it difficult to obtain legal advice.

One lesser-known aspect of the new rule requires attorneys to report fees earned anytime labor-relations advice is given regardless of its purpose; i.e., whether or not persuasive.  Several firms that focus on employment law had already announced that, in light of the new rule, they would stop advising employers – not only because of the hassle and expense of reporting, but because disclosing their clients’ identities and the nature of their advice would violate an attorney’s ethical duty of confidentiality and the attorney-client privilege.  The federal court noted that the DOL did not provide any studies or cost-benefit analysis to justify such a drastic cutback of their own long-standing “advice exemption.”

At least two other federal lawsuits have been brought challenging the Persuader Rule.  One was recently decided by the U.S. District Court for the District of Minnesota in Labnet, Inc. v. United States Department of Labor, Case No. 0:16-CV-00844. In that case, several law firms that advised employers on unionizing challenged the Persuader Rule as violating the plain language of the advice exemption contained in LMRDA.

In determining whether advice qualifies for the exemption, the DOL has historically used a bright line test.  Under that test, if the employer were free to accept or reject the advice provided, then it qualified for the exemption.  The district court in Minnesota found that the Persuader Rule rejects this bright line test and now requires reporting of any advice that can also be classified as persuader activity.  The court concluded that the rule contradicts the plain language of the LMRDA advice exemption and is likely unenforceable.

The third case, Associated Builders and Contractors of Arkansas v. Perez, Case No. 4:16-CV-169, is being litigated in the U.S. District Court for the Eastern District of Arkansas.  That matter is still awaiting decision. The U.S. Chamber of Commerce has filed an amicus brief in that case urging the court to invalidate the Persuader Rule because, since 1962 and across administrations of both parties, the DOL has applied a clear and consistent interpretation of the advice exemption.

The two takeaways from these cases are that 1) the Persuader Rule presents real problems for employers and their advisors, and 2) the new rule may not be enforced anywhere in the country – at least not for the time being.  It remains to be seen whether the DOL will appeal the ruling of the district court in Texas and ask the appellate court to allow the new rule to be enforced pending the outcome of the appeal.  For now, employers and their advisors need not comply with the reporting requirements of the Persuader Rule – but they should be prepared to do so quickly in the event that an appeal ensues and the appellate court disagrees with the lower court’s conclusions.

Fair Use and Youtube – A Creator’s Take

6/25/16-  At the 7th Annual  VidCon in Anaheim, CA , Weintraub Tobin Shareholder Scott M. Hervey and Rian Bosak, Head of Network Operations Full Screen, presented  “Fair Use and Youtube- A Creator’s Take” to a standing room only audience of digital media creators and industry professionals.  Check out their presentation below:

WATCH OUT! SUPREME COURT OPENS DOOR TO TREBLE DAMAGES IN PATENT CASES!

Up until now, it has been nearly impossible for a plaintiff to recover enhanced (up to treble) damages in patent infringement cases.  The current test for enhanced damages, set forth by the Federal Circuit Court of Appeals in 2007 in In Re Seagate Technology, LLC, 497 F.3d 1360 (2007), was so rigid that it essentially slammed the door on plaintiffs seeking enhanced damages.  On June 13, 2016, however, the Supreme Court decision changed all that, in a unanimous decision in Halo Electronics v. Pulse Electronics, 2016 U.S. LEXIS 3776 (June 13, 2016).  The Court opened the door for plaintiffs to recover enhanced damages – no one is sure yet how far – but it is clear that plaintiffs have been given a boost and would-be infringers a cause for anxiety.

In Halo, the Court made three rulings that affect patent infringement suits.  First, the Court changed the test for recovery of enhanced damages from a rigid test to a flexible one.  Second, the Court lowered the plaintiff’s burden of proof for enhanced damages.  Third, the Court eased the standard of appellate review of district courts’ decisions on enhanced damages, leaving the district courts with more discretion and making it more difficult for defendants to overturn awards of enhanced damages.

The patent laws permit a trial court, in its discretion, to award enhanced damages to a plaintiff who prevails in a patent infringement suit.  35 U.S.C. § 284.  In Seagate, the Federal Circuit held that in order to obtain enhanced damages under § 284, a plaintiff had to prove willful infringement.  The court established a two-part test for willfulness.  The first part is objective – the plaintiff must show that there was an objectively high likelihood that the defendant’s actions were infringing.  This part of the test, referred to as “objective recklessness,” is determined by the judge based on the record, and cannot be found if the defendant raises a substantial question during the litigation as to noninfringement or invalidity.  The second part of the Seagate test is subjective – the plaintiff must show that the defendant knew or should have known that its actions were risking infringement.  The Seagate court held that a plaintiff must prove both parts of the test by clear and convincing evidence.  In Seagate, the court also established three different standards for appellate review: de novo for objective recklessness, substantial evidence for subjective knowledge, and abuse of discretion for the decision to award enhanced damages.

The Supreme Court’s Halo decision is a single decision issued in two cases:  Halo Electronics v. Pulse Electronics and Stryker Corp v. Zimmer, Inc.  In the Halo case, plaintiff Halo and defendant Pulse competed in electronic components.  Halo owned patents for electronic packages with transformers used to attach to circuit boards.  Halo offered Pulse the opportunity to license the patents.  Pulse declined and continued to sell the accused products, after deciding that the patents were not valid.  Halo sued Pulse.  The jury found that Pulse had infringed the patents and that the infringement was likely willful.  Halo sought enhanced damages, but the district court denied the request on the grounds that Pulse had asserted a defense at trial that was not baseless, such that the first part of the Seagate test could not be met.  On appeal, the Federal Circuit affirmed.

In Stryker, Stryker and Zimmer competed in the sale of an orthopedic surgical device.  Stryker sued Zimmer for patent infringement, and won a jury verdict of $70 million for willful infringement.  The willfulness was based on evidence that Zimmer had flagrantly decided to copy Stryker’s products.  The district court awarded an additional $6.1 million in damages and trebled the award, for a total of over $228 million.  On appeal, the Federal Circuit affirmed the finding of infringement, but reversed the award of treble damages, relying on the same rationale as in the Halo case, that the defendant had presented reasonable defenses at trial, such that the first part of the Seagate test could not be met.

The Supreme Court explained that § 284 provides a district court with discretion to award enhanced damages and does not specifically limit that discretion.  Halo, at *14.  However, the Court emphasized that the district court’s discretion should only be exercised in “egregious” cases.  Id. at *15.  Egregious cases are those in which the defendant’s conduct is “wanton, malicious, bad-faith, deliberate, consciously wrongful, flagrant, or . . . characteristic of a pirate.”  Id. 

In tossing out the Seagate test, the Court said that the first part of the Seagate test – objective recklessness – is wrong because it excludes defendants who wantonly infringe a patent, but later, during litigation, assert a defense that they may not even have known existed at the time of the infringement.  Id. at *16-17.  According to the Court, “someone who plunders a patent – infringing it without any reason to suppose his conduct is arguably defensible – can nevertheless escape any comeuppance under §284 solely on the strength of his attorney’s ingenuity.”  Id. at *17.  The Court found no basis under §284 for a threshold requirement of objective recklessness, holding that a defendant’s culpability should be “measured against the knowledge of the actor at the time of the challenged conduct.”  Id.  The Court further found that the high burden of proof of clear and convincing evidence was inappropriate and not consistent with § 284.  Id. at *20.

The Court set forth the proper test for enhanced damages, at *19:

“[C]ourts should continue to take into account the particular circumstances of each case in deciding whether to award damages, and in what amount.  Section 284 permits district courts to exercise their discretion in a manner free from the inelastic constraints of the Seagate test.  Consistent with nearly two centuries of enhanced damages under patent law, however, such punishment should generally be reserved for egregious cases typified by willful misconduct.”

Thus, in discarding the Seagate test, the Court did not replace it with a new test.  Instead, the Court simply held that the Seagate test is “unduly confining” and that district courts should “be guided by sound legal principles developed over nearly two centuries of application and interpretation of the Patent Act . . . [and limit] the award of enhanced damages to egregious cases of misconduct beyond typical infringement.”  Id. at *24.

Lastly, the Court changed the standard of review of a district court’s decision on enhanced damages.  The Court held that because the district court has full discretion to award enhanced damages, its discretion should be subject to a single standard of review, abuse of discretion.

Halo has significant ramifications for patent owners and potential infringers, and for patent litigation itself.  Among them are:

  • Because the test is now more flexible and because the plaintiff’s burden of proof is lower, there may be more patent infringement cases filed.
  • Because the accused infringer may face allegations of willfulness that will likely survive to trial, cease and desist letters from patent owners to accused infringers may carry more weight.
  • Because the test is now determined by the defendant’s conduct at the time of the infringing acts, plaintiffs may conduct more extensive discovery into the defendant’s knowledge and when the defendant had that knowledge.
  • Without the benefit of the objective recklessness part of the Seagate test, defendants will have a more difficult time obtaining summary judgment of no willfulness; thus, the issue of willfulness and the plaintiff’s supporting evidence of the defendants willfulness will be presented at trial.
  • Because defendants will not want to risk evidence of willfulness at trial and an award of enhanced damages, settlement discussions will become more important, and more cases may settle before trial.
  • Because the “new” test is more flexible and because the burden of proof on the plaintiff is lower than under Seagate, plaintiffs may be more likely to recover enhanced damages at trial.
  • Because the test is now determined by the defendant’s conduct at the time of the infringing acts, companies developing new technology may become more diligent in conducting early infringement and invalidity analyses of key patents in their industry.
  • For the same reason, defendants may become more cautious in how they conduct themselves during the development of new technology, and in the written records of their conduct.

While most view Halo as very favorable to patent owners, its effect will not be known until the district courts start applying the test and the Federal Circuit rules on their decisions.  Until that time, potential infringers may not really know what type of conduct will result in enhanced damages, and should act accordingly.

Congratulations to Darrell White!

Congratulations to Darrell White for receiving both the City of Santa Ana Beautiful Yard Award and Neighborhood Hero Award! The awards were presented at Bower’s Museum on Thursday, June 23, 2016, and included recognition from the City Council of Santa Ana, Rep. Lorretta Sanchez (46th Dist.), Sen. Janet Nguyen (34th Dist.), Asmbly. Tom Daly (69th Dist.), Diane L. Harkey (State Board of Eq.), and Supervisor Andrew Do (1st Dist., Orange County).

Seventh Circuit Finds Class Action Waivers Unlawful

On May 26, 2016, the U.S. Court of Appeals for the Seventh Circuit in Lewis v. Epic Systems Corporation, held that when an employer conditions continued employment upon the signing of a class or collective action waiver in an arbitration agreement, the agreement violates the National Labor Relations Act (NLRA) and is unenforceable under the Federal Arbitration Act (FAA). The decision creates a split with other circuit courts, including the Second, Fifth and Eighth circuits.

Employers in the Seventh Circuit will have to re-evaluate how to minimize the risk of class and collective action liability.  The ruling arose out of an arbitration agreement seeking to prevent class and collective actions on wage and hour claims.  Increasingly, employers are being hit with class and collective action wage and hour lawsuits trying to force settlements, despite having named plaintiffs who worked at one location and are often unfamiliar with the employer’s actual policies and practices on a class-wide basis. The Seventh Circuit’s decision makes it more difficult for employers to curb these abuses.

The employer in Lewis provided employees with an arbitration agreement via email that stated any wage and hour claims could only be brought through individual arbitration and that the employees waived the right to participate in, or receive money from, any class, collective or representative proceeding.  The agreement further provided that employees were deemed to have accepted the terms of the arbitration agreement through their continued employment with the company, but also requested that employees acknowledge their receipt of the agreement.

Although the plaintiff in Lewis had acknowledged his receipt of the arbitration agreement, he later filed an action in federal court on behalf of himself and other similarly situated employees contending that the employer had misclassified employees and failed to pay overtime in violation of the Fair Labor Standards Act.  The district court denied the employer’s motion to compel arbitration, finding that the arbitration clause violated the NLRA because it interfered with employee’s rights to engage in concerted activities for mutual aid and protection.

In affirming the district court’s denial of the motion to compel arbitration, the Seventh Circuit first determined that the employer’s arbitration provision violated Section 7 of the NLRA, providing that “[e]mployees shall have the right to self-organization, to form, join, or assist labor organizations, to bargain collectively through representatives of their own choosing, and to engage in other concerted activities for the purpose of collective bargaining or  other mutual aid and protection.”  Although not specifically including class and collective actions, the Seventh Circuit interpreted “concerted activities” to include such proceedings, reasoning that “[g]iven Section 7’s intentionally broad sweep, there is no reason to think that Congress meant to exclude collective remedies from its compass.”  In support of its ruling, the Court relied on the much-criticized National Labor Relations Board’s decision in D.R. Horton, holding that arbitration agreements prohibiting class or collective actions violate Sections 7 and 8 of the NLRA.

In finding that the employer’s arbitration violated the NLRA, the Seventh Circuit made a significant distinction worth considering for employers.  The Seventh Circuit specifically distinguished rulings from other circuits, including the Ninth Circuit, finding that provisions mandating individual arbitration may be enforceable, where the employees had the right to opt out of the agreement without penalty.  However, because the agreement specifically provided that the employees were “deemed” to have consented to the agreement by continuing with their employment, the court avoided addressing whether an agreement with an opt out provision would be enforceable.

The Seventh Circuit also independently held that the arbitration agreement was unenforceable under the FAA.  In doing so, the Seventh Circuit noted that it was creating a split among circuit courts, on whether the FAA mandates enforcement of individual arbitration provisions over any conflict with the NLRA.

The Seventh Circuit found no conflict with the FAA as the NLRA generally favors arbitration and a violation of Section 7 would not have occurred if the arbitration agreement had permitted class or collective arbitration.  The Court also relied on the FAA’s savings clause in finding no conflict. While the FAA generally favors arbitration, its saving clause provides that arbitration agreements are “enforceable save upon such grounds as exist at law or in equity for the revocation of any contract.”  The Seventh Circuit reasoned that because the arbitration provision violated the NLRA, that illegality rendered it unenforceable under the savings clause.

Notably, the Fifth Circuit, in D.R. Horton, Inc. v. NLRB, has previously rejected the claim that the FAA savings clause could be used to invalidate a class action waiver, as it results in disfavoring arbitration, by eliminating its streamlined convenience and cost savings.  The Fifth Circuit also rejected the argument that that NLRA was exempted from application of the FAA.

Takeaway for Employers:

It remains to be seen when the United States Supreme Court will address the split among circuits on whether class action waivers in arbitration agreement are enforceable under the FAA or violate the NLRA.  However, employers in the Seventh Circuit should now review their arbitration agreements to see if they comply with Lewis.  A class action waiver entered into as a condition of employment will be found invalid by district courts in that circuit.

However, it does not necessarily follow that all class arbitration waivers will be deemed to be per se invalid.  The Seventh Circuit left open the question of whether a class action waiver in an arbitration agreement would comply with the NLRA if the employee were given the choice of opting out in connection with their continued employment.

EEOC Issues Proposed Guidance On National Origin Discrimination

By: Vida L. Thomas

On June 2, 2016, the Equal Employment Opportunity Commission (“EEOC”) released a proposed guidance on national origin discrimination under Title VII, and is seeking public input.  Title VII prohibits employment discrimination against applicants and employees because of their national origin, because they are from a particular country or part of the world, or because of actual or apparent ethnicity.  The EEOC publishes guidance documents to explain its enforcement position to employers and employees, and to explain how the law pertains to specific workplace scenarios.

The agency last published guidance on this topic in 2002.  Since that time, it has received a steady stream of national origin complaints.  In fiscal year 2015, approximately 11 percent of the 89,385 private sector charges filed with EEOC alleged national origin discrimination. These charges alleged a wide variety of Title VII violations, including unlawful failure to hire, termination, language-related issues, and harassment. On top of that, the legal landscape in this area has evolved, including new developments in the areas of human trafficking, job segregation and intersectional discrimination. All of these factors led the EEOC to conclude that a revised guidance on national origin discrimination was necessary. The following are some of the key provisions of the proposed guidance.

Human Trafficking

The proposed guidance also points out that employers that use the labor of human trafficking victims may violate not only criminal laws, but Title VII as well.  Employers may subject these workers to harassment, job segregation, unequal pay, or unreasonable paycheck deductions, all of which are discriminatory if motivated by the workers’ national origin or ethnicity. Also, because victims of human trafficking are engaging in compelled labor, the work environment may reasonably be perceived as hostile, leading to liability for unlawful harassment.

Customer Preferences

The proposed guidance also provides that employers may not rely on the discriminatory customer preferences of coworkers, customers, or clients to justify discriminatory employment practices.  Employers who demand that their workers have a specific “corporate look” or “all-American image” are cautioned that these standards cannot serve as a proxy for discriminatory customer preference or prejudice.  So, for example, an employer cannot refuse to hire an Arab American individual because it believes the individual looks “foreign,” and fears negative customer perceptions.  Similarly, an employer may not force all Filipino employees into jobs away from the public because of an actual or assumed customer preference for non-Filipino employees.

English-Only Rules

The EEOC cautions that while employers may have legitimate reasons for basing employment decisions on linguistic characteristics, because linguistic characteristics are closely associated with national origin, employers should tread carefully in this area. The proposed guidance explains that Title VII also may restrict employment decisions that are based on accent and English fluency.  It explains that an employment decision may legitimately be based on an individual’s accent if the accent “interferes materially with job performance.”  An English fluency will be permissible under Title VII only if it is necessary for the effective performance of the position.

Citizenship

Title VII applies regardless of an individual’s immigration status, and regardless of whether the individual is legally authorized to work in the United States.  Generally speaking, refusing to hire someone merely because he or she is not a U.S. citizen constitutes unlawful national origin discrimination under Title VII.  However, the proposed guidance recognizes that employers are permitted to ensure that they do not hire individuals who are not authorized to work in the U.S.  Moreover, when U.S. citizenship is required by federal law, it is not a violation of Title VII to refuse to hire an individual because he or she is not a U.S. citizen.

Other Issues

The proposed guidance addresses the types of adverse action that could support a claim of retaliation.  It also discusses Title VII’s application to foreign employers and American employers in foreign countries. To better assist employers, it contains examples of “promising practices” employers can adopt to reduce risk in the areas of recruitment; hiring, promotion and assignment; discipline, demotion, and discharge; and harassment.

The 30-day input period ends on July 1, 2016.  You can find the draft guidance at https://www.regulations.gov/#!documentDetail;D=EEOC-2016-0004-0001 After considering the public input it receives, the EEOC will publish a final guidance, which will replace the existing EEOC Compliance Manual, Volume II, Section 13: National Origin Discrimination.

The Supreme Court Rules the PTAB and District Courts Can Continue to Apply Different Standards for Interpreting Patent Claims

Patent litigators and prosecutors have been waiting to hear whether the U.S. Supreme Court would require the United States Patent and Trademark Office (“USPTO”) to apply the same claim construction standard as the district courts.  The answer is “No.”

For over 100 years, the USPTO has used the “broadest reasonable construction” standard to interpret patent claims.  But the district courts apply a different standard, which gives claims their ordinary meaning as understood by a person of skill in the art.  Questions have arisen as to whether it makes sense for these standards to be different.  In its ruling on June 20, 2016, the U.S. Supreme Court addressed this question as it relates to an inter partes review (“IPR”), which is a procedure created by the America Invents Act, 35 U.S.C. §100 et seq.   The IPR procedure allows someone other than the patent owner to petition the USPTO to review claims of an issued patent and cancel claims that are found to be unpatentable in light of prior art.  The Patent Trial and Appeal Board (“PTAB”) handles IPR petitions and reviews at the USPTO.

In 2012, Garmin International, Inc., and Garmin USA, Inc., filed an IPR petition seeking to invalidate the claims of Cuozzo Speed Technologies, LLC’s patent relating to speedometers that alert drivers when they exceed the speed limit.  Among other requests, Garmin asked the USPTO to review claim 17 in light of three prior art patents.  Claim 17 depended from claims 10 and 14.  While Garmin had not expressly challenged claims 10 and 14, the USPTO granted the petition as to all three claims explaining that claims 10 and 14 were implicitly challenged.  The PTAB concluded that these claims were obvious in light of the prior art, denied Cuozzo’s motion to amend the claims as futile, and cancelled the claims.  Cuozzo appealed to the Court of Appeals for the Federal Circuit arguing 1) the PTAB improperly applied the “broadest reasonable construction” standard instead of the district courts’ standard, and 2) the USPTO improperly instituted review of claims 10 and 14 because Garmin had not challenged those claims “with particularity.”  The Federal Circuit rejected both arguments.  The Supreme Court granted certiorari and affirmed.  The Court found that the USPTO has the authority to issue a reasonable rule specifying the standard for claim construction and that the broadest reasonable construction standard is a reasonable rule.  Further, the Court found that 35 U.S.C. §314(d) precludes appeal of the USPTO’s decision to institute review of claims 10 and 14.

In considering the claim construction standard, the Court considered Cuozzo’s argument that the USPTO did not have the authority to issue a regulation instructing that in inter partes review, the PTAB “shall [construe a patent claim according to] its broad­est reasonable construction in light of the specification of the patent in which it appears” 37 CFR §42.100(b)(2015).  Cuozzo argued that the PTAB should be required to apply the same claim construction standard used by the district courts.  The Supreme Court, however, disagreed citing §316(a)(4) of the statute, which grants the USPTO authority to issue “regulations … establish­ing and governing inter partes review.”  The Court explained that the statute contains a gap because it does not unambiguously tell the USPTO what claim construction standard to use.  Where a statute is ambiguous or leaves a gap, the Court pointed out that it typ­ically interprets the statute “as giv­ing the agency leeway to enact rules that are reasonable in light of the text, nature, and purpose of the statute.”

The Court was not persuaded by Cuozzo’s argument that Congress must have designed IPR proceedings as a “surrogate for court proceedings,” and thus must have intended the USPTO to use the same standard as the district courts.  The Court reasoned that in other ways IPR proceedings are more like a specialized agency proceeding than a judicial proceeding.  For example, parties initiating the proceedings do not have to have a stake in the outcome, petitioners may lack constitutional standing and need not remain in the proceeding, and the Patent Office may intervene in a later judicial proceeding to defend its decision.  In addition, the burden of proof to cancel claims in an IPR is preponderance of the evidence, whereas in district court, a challenger must prove invalidity by clear and convincing evidence, which is a higher standard.  Further, “neither the statutory language, its purpose, or its history suggest that Congress considered what standard the [USPTO] should apply … in inter partes review.”  Therefore, the Court found that the USPTO has the authority to enact reasonable rules specifying the claim construction standard to fill this gap in the statute.

The Court then turned to the question of whether the rule is a reasonable exercise of that authority.  The Court noted that “the broadest reasonable construction helps to protect the public.”  It encourages patent applicants to draft claims narrowly, which promotes “precision while avoiding overly broad claims” and “helps prevent a patent from tying up too much knowledge” while helping the public “draw useful information from the disclosed invention and better understand the lawful limits of the claim.”  The Court also noted that past practice at the USPTO supports use of the broadest reasonable construction.

Cuozzo argued that there is a critical difference between the initial examination of a patent and the examination during an IPR that supports use of the district courts’ standard.  In an initial examination, the examiner applies the broadest reasonable construction, and if claims are rejected, the applicant can amend them as a matter of right.  In contrast, there is no absolute right to amend claims during an IPR.  Instead, amendment requires a motion, which has rarely been granted.  But the Court did not find this argument persuasive.  Instead, the Court found that use of the broadest reasonable construction was not unfair in any obvious way because there is an opportunity to amend during an IPR, albeit rarely granted, and the “original application process may have presented several additional opportunities to amend” the patent claims.

Cuozzo also argued that the use of one standard in IPR proceedings before the PTAB and a different standard in district courts “may produce inconsistent results and cause added confusion.” A district court could find a patent claim valid, and then the USPTO could later cancel the claim in its review.  The Court noted that that possibility “has long been present in our patent system, which provides different tracks … for the review and adjudication of patent claims.”  Given that inter partes review imposes a different burden of proof than that of the district courts, “the possibility of inconsistent results is inherent to Congress’ regulatory design.”  Further, the USPTO uses the broadest reasonable construction in other proceedings, which may be consolidated with inter partes review.  Thus, the Court could not find it unreasonable that the patent office prefers “a degree of inconsistency between the courts and the [USPTO] rather than among [USPTO] proceedings.”

Therefore, according to the Supreme Court, the PTAB and district courts can continue to apply different standards for interpreting patent claims.  Thus, when seeking to invalidate claims, patent challengers will likely continue to favor IPRs because of the broadest reasonable construction standard and the lower burden of proof.