E-Scooter and E-Bike Injuries Soar

Injuries caused by e-scooters and e-bikes increased steeply from 2021 to 2022, highlighting the serious risks associated with these transportation devices (officially known as “micromobility products”).

According to a new report from the U.S. Consumer Product Safety Commission (CPSC), titled “Micromobility Products-Related Deaths, Injuries, and Hazard Patterns,” these kinds of injuries increased by almost 21 percent from 2021 to 2022.

This marks the continuation of an alarming upward trend, illustrating that the 2023 increase is much more than a fluke: these types of injuries have increased by an average of 23 percent each year since 2017.

Digging into the data on e-bike injuries

To help you better understand the new data on micromobility devices, here are some of the most notable revelations from the latest CPSC report:

  • 46% of all e-bike injuries from 2017 to 2022 occurred in 2022.
  • Although children under the age of 15 constitute only 18 percent of the U.S. population, they made up 36 % of those injured by micromobility devices from 2017 to 2022.
  • There were 360,800 micromobility product-related emergency department visits from 2017 to 2022.
  • From January 2021 to November 2022, there were 19 deaths associated with micromobility device fires.

In light of the dangers of e-bikes and related devices—now backed up by this extensive and detailed data—CPSC called for “more than 2,000 manufacturers, importers, distributors and retailers of [micromobility devices] to review their product lines and ensure they comply with established voluntary safety standards to reduce the serious risk of dangerous fires with these products or face possible enforcement action.”

E-bike and e-scooter safety tips

While using an electric bike or scooter can be dangerous, there are numerous ways to protect yourself so you can enjoy these devices’ physical and mental health benefits while minimizing their overall risks:

Micromobility device-specific safety tips

  • According to CPSC, you should only use micromobility devices that you are certain were “designed, manufactured, and certified for compliance with the applicable consensus safety standards.”
  • Only use the supplied charger to charge your e-bike or related device, and only charge it when you’re present (in case of a dangerous malfunction). Always make sure to unplug it when you’re done charging.
  • Only use an approved replacement battery pack; likewise, never use a micromobility device with a battery pack that was modified with used cells or by unqualified individuals.
  • Do not dispose of lithium batteries in the trash. Bring used batteries to a hazardous waste collection center or specialized battery recycler.

General bike and scooter safety tips

  • Always wear a helmet in case of a fall.
  • Every time you take out your bike/scooter, check the following parts for damage:
    • Handlebars
    • Brakes
    • Throttle
    • Bell
    • Lights
    • Tires
    • Cables
    • Frame
  • To ensure vehicles and pedestrians can see you, slow down, remain aware of your surroundings, and use your bell or horn to let others know you’re there.
  • Do not ride your bike or scooter after consuming alcohol or other drugs.
  • Don’t share your scooter with another person. Only one person should ride it at a time.
  • Avoid bumps and other obstacles

If you’ve been injured by an e-bike or another lithium battery-powered device, you have options for asserting your rights and may be entitled to compensation. With the support of a legal team that understands micromobility-related injuries, your case will have the best possible chance of succeeding.

How to Grow Your Law Firm Blog & Attract More Clients

Despite what many marketers might have you believe, blogging is not dead – not even close. Blogging is still one of the best tools a business has for generating organic traffic, drumming up engagement, and improving customer retention.

And blogging works for law firms as well. Law firms can use blogging to share business updates, grow an email list, demonstrate thought leadership, and – yes – even attract new clients.

In this guide, we’re talking all about how to grow your law firm blog. We’ll share loads of tips for how to improve your blog’s SEO and draw in more clients!

What is a Blog, Really?

A blog is more than just a medium for sharing your thoughts with the online world – a common misconception. No, a blog is really a digital tool that people and businesses can use to generate traffic, grow an online community, attract customers, and so much more.

A blog is usually a scrolling feed of posts on your website. And while you may post on your blog once in a while, many law firms aren’t taking full advantage of the benefits a blog can bring for their business.

The (Many) Perks of Blogging for Law Firms

There are many benefits to keeping up with your law firm blog. It’s not just for optics! Having an active blog is a great way to increase traffic and capture the attention of potential clients.

Here are just a few of the (many) benefits of blogging for law firms:

  • Client education: Many people are confused about (or unaware) of their legal rights, or the intricacies of the legal process. You can use your blog to educate new and potential clients, helping them make informed decisions regarding their case.
  • Thought leadership: Blogging gives you a platform for showcasing your knowledge, sharing expertise, and demonstrating thought leadership. This can set you apart from your competitors and build trust with potential clients.
  • Organic traffic: Updating your blog with relevant content can boost your website’s search engine rankings, making it easier for potential clients to find you online.
  • Build loyalty: Foster a sense of loyalty with existing clients by sharing valuable, easy-to-understand insights regarding legal issues, processes, and solutions.
  • Lead generation: A well-written blog can act as a magnet for attracting potential clients. When readers find the content useful, they’re more likely to reach out to work with you.
  • Networking opportunities: Great blog content can get picked up by other publications and legal professionals, landing you speaking engagements, networking opportunities, referrals, and more.
  • Social media content: Blog articles can be repurposed and shared on social media, driving even more traffic back to your law firm’s website.
  • Brand identity: Blogging allows you to control your brand narrative, showcase your firm’s values, and talk about the topics that matter most to your audience.
  • Ethical fulfillment: Many jurisdictions encourage attorneys to provide public education. Blogging can be a way to fulfill this legal ethical obligation.

6 Tips for Growing Your Law Firm Blog

Ready to grow your law firm blog? If so, you’ll want to incorporate these tips. Learn more about SEO, audience engagement, copywriting, and more to see better results from your blog.

1. SET YOUR BLOGGING GOALS

Don’t skip this step! Many business owners jump into blogging without setting specific goals, which is a surefire way to end up burning out or getting frustrated that you aren’t seeing “results”.

You have to define what “results” means for you. Do you want more organic traffic? More form fills on your website? More shares on social media? Setting your goals matters!

There are other types of goals you can set as well. For example, you might set a goal to:

  • Post on your blog once per week
  • Land a guest posting opportunity on another legal blog
  • Generate 10 new backlinks to your website
  • Feature an industry leader on your blog
  • Learn how to create engaging blog graphics
  • Establish a social media sharing strategy for your blog

No matter the objective, it can be helpful to set goals because it will help you 1) determine the next steps you need to take, 2) recognize your wins along the way, 3) set a clear measure of success, and 4) stay motivated to keep blogging.

So, think about why blogging is important for your law firm and what you want to accomplish with your blogging strategy.

Brad Koffel had this to say about his law firm’s blogging strategy:

“At the top of the funnel are potential consumers of legal services who are doing their own research or they are simply interested in a topic. At the bottom of the funnel are prospective clients who are ready to retain a lawyer. Part of my firm’s DNA is offering valuable, timely experience-based information to these folks. At the very minimum we’ve helped someone without investing any additional labor or overhead. At the maximum, it generates a lead to our intake specialists while reinforcing our firm as a statewide leader in criminal defense.”

2. FIND YOUR BRAND VOICE

Don’t be like every other law firm blog out there. Instead, figure out what makes your law firm unique and how to incorporate that identity into your blog content.

For example, your law firm may be “small town” status and family-owned. Your blog should likely convey, then, a sense of familiarity, trust, and support.

Alternatively, your law firm may be high-charged, corporate, and ambitious. With that, your blog content might sound more direct and energetic.

Revisit your law firm’s mission statement (if you have one) or otherwise think about what makes your firm different from your competitors. Then, determine what you want your brand voice to sound like: corporate, friendly, professional, funny, animated, compassionate, etc.

Once you’ve established your brand voice, this will be the guidepost for crafting blog content that’s on-brand and suited for your target audience. It will help you stand out from other firms and build trust with potential clients, who come to know what makes your brand unique.

If you’re not great at writing, consider having someone on your team write the content or work with an experienced copywriter who can capture your brand’s voice in your blog.

Attorney Digger Earles has seen blogging pay off for his law firm in terms of SEO and conversions:

“We feature a combination of firm news and blog posts about specific issues people might experience after they have been injured. The blog posts targeting specific queries draw people to the website, and our firm news converts them when they are doing research on us, deciding between us and other law firms. Also, our domain ranking has consistently been higher than ever over the past month or so, at 36. We were averaging 31/32 in 2022.”

3. CREATE A BLOGGING PLAN

“Winging it” when it comes to your blog can lead to you wasting time (or money) creating content that doesn’t generate any results. While sometimes you get lucky, the best way to create consistent, traffic-generating content is to make a plan.

This starts with conducting keyword research to determine what topics your audience is searching for, relevant to your areas of expertise.

Tools like Semrush.com and Ahrefs.com allow you to search for topics, find relevant keywords, and see the search volume and competition level for each. For most firms, going after low competition, mid-to-high volume keywords is a safe bet.

Then, once you have a few select topics, you can line them up to create your blogging schedule.

For example, say you determine that you want to target the keywords “how to contest a will”, “file for child custody California”, “calculate child support payments”, and “legal rights of grandparents”. These keywords could be used for the following blog topics:

  • “How to Contest a Will and Testament – 5 Steps”
  • “4 Steps to Filing for Child Custody in California”
  • “How to Calculate Child Support Payments”
  • “Legal Rights of Grandparents in California: What You Need to Know”

Once you’ve established your target keywords and the associated blog titles, you can create a blogging schedule. This will vary depending on your bandwidth to create new content.

Here’s how one law firm is growing their blog by keeping up with a consistent schedule:

“To make DiBella Law Office’s blog a powerful lead generation tool we try to maintain a consistent posting schedule, promote it through various channels, and incorporate lead generation forms to capture visitor information. We try to showcase our firm’s expertise and engage with readers. We use our blog to try to establish trust, credibility, and a strong online presence, ultimately generating valuable leads in the legal industry.” – Chris DiBella, DiBella Law Office

Conducting keyword research before writing new posts will allow you to target topics that potential clients are actively searching for in Google. Then, with blogging SEO, you can attract these users and drive more potential clients to your website.

4. IMPLEMENT BLOGGING SEO BEST PRACTICES

You don’t have to be a law firm SEO expert to drive more traffic to your blog. All you need to do is implement the basics to ensure your blog posts are capable of being crawled and indexed by search engines.

When writing and optimizing a blog posts, here are the steps you should follow:

  • Craft a compelling title that includes your target keyword (or a close variation) to improve rankings and entice clicks
  • Write high-quality content that thoroughly covers your target topic and provides value to your audience
  • Organize your content with headings (H1, H2s, H3s, and H4s) to make your content easy to “scan” and “read” by search engines and users
  • Include relevant images, graphics, and/or videos to increase engagement
  • Add internal links to related content (blog posts or pages) on your website
  • Add external links to related (authoritative) sources, publications, or articles
  • Include a concise yet descriptive meta description that explains what your blog post is about
  • Add social sharing buttons to encourage readers to share your content on X, Facebook, Instagram, LinkedIn, etc.
  • Proofread and edit your content for grammar, spelling, and tone of voice
  • Use a succinct but descriptive URL, ideally without “stop” words (e.g. “of”, “and”, “the”)

Of course, there are many more strategies for improving your law firm’s SEO, such as mobile optimization, Featured Snippets, and local optimization, so be sure to check out additional resources to support your overall strategy.

Here’s what these attorneys had to share about how blogging has benefited their businesses:

“At Vaughan & Vaughan we believe the answer to this question is pretty simple. As we approach every interaction, whether online, during a free consultation, or as we work on a case, we focus on providing real value in our services.” – Charles Vaughan, Vaughan & Vaughan

“Our blog emphasizes educational content tailored to Personal Injury cases, particularly for Georgia, empowering our audience with the knowledge needed for informed decisions. By addressing concerns and offering localized insights, we build trust and confidence, increasing conversion rates as potential clients feel better prepared to engage with our firm.” – Jody David, John Foy

“Blogging has helped enhance our firm’s online presence and credibility by providing valuable legal insights and information to our potential clients. It also helped establish our firm as an authority in our field, helping to attract and retain clients seeking our legal services.” – Michael Simmrin, Simmrin Law Group

“Blogging has been instrumental in helping my law firm reach a wider audience and connect with potential clients. By sharing informative articles and legal expertise, we’ve not only established ourselves as trusted authorities in our field but also fostered meaningful relationships with individuals seeking our legal services.” – Bob Goldwater, Birth Injury Lawyers Group

5. PROMOTE YOUR CONTENT ON OTHER PLATFORMS

While your goal may be to drive more organic traffic from search engines, why wait for this traffic when you could get traffic from other platforms as well? It’s best to have a social media sharing strategy so you can also get traffic from X, LinkedIn, Instagram, Pinterest, and Facebook.

You can use graphic design tools like Canva.com to create custom graphics to share alongside your blog post on social media. You can even write your social media captions in advance, or use AI tools like ChatGPT to write social media copy for you!

When sharing your blog posts on social media, be sure to include an attention-grabbing caption and relevant hashtags.

Here’s an example of a social media caption for a law firm blog post:

“Navigating child custody laws can be complex and emotional. Dive into our latest blog post to demystify the process and know your rights as a parent. ✒️📖 #ChildCustody #FamilyLawInsights Click the link in our bio to read more about it!”

6. PUSH YOUR BLOG POSTS OUT TO YOUR EMAIL LIST

Another way to promote your blog is to share your latest posts out to your email list.

If you don’t already have an email list – don’t worry. You can also use your blog to GROW your email list by embedding an email signup form within your blog posts.

If you do have an email list, then you can use an email marketing tool like MailerLite to design email templates, write your email copy, schedule your emails, and check subscribes/unsubscribes. You can add links to your most recent blog posts, directing more users to your website.

You can also generate blog post ideas directly from your audience. Simply send out an email to your list asking subscribers what topics they care about or what questions they have. You can then turn these ideas into new blog posts!

Attorney Tom Anelli at DWI Tom uses his blog to speak to the interests of his target audience:

“I use blog posts to generate leads by knowing my audience and addressing their specific concerns with helpful content. I also select blog topics that are likely to engage comments and respond quickly, and in the past, I’ve offered free resources (like eBooks or guides) which require my readers to provide their contact information.”

Feel free to use this email template to generate more blog post ideas:

“Subject: We Want to Hear From You!

Dear [Recipient’s Name],

I hope this email finds you well. At [Law Firm’s Name], we’re constantly looking for ways to better serve our community and valued clients like you.

Our blog has always been a platform where we aim to provide insights, answer pressing questions, and shed light on the many facets of the legal world. As we plan our content for the upcoming months, we want to ensure it’s not only informative but also relevant to your needs.

And that’s where you come in!

We would love to hear from you about the topics, questions, or legal issues you’re most curious about. Whether it’s a deep dive into a specific law, tips for navigating certain legal processes, or just general legal advice, your input will be invaluable in guiding our content creation.

Kindly reply to this email with any suggestions or topics you’d like us to cover. Your feedback is the cornerstone of our commitment to continuous learning and sharing.

Thank you for being an essential part of the [Law Firm’s Name] community. We eagerly await your insights!

[Your Name]

[Law Firm’s Name]”

Make Your Law Firm Blog Work for You

Your law firm’s blog is a powerful tool for generating more organic traffic and leads. With SEO, you can capture the attention of people who are already searching for services like yours. With social media and email, you can drive more users to your blog and even attract new clients.

If you’re not keeping up with your blog, you may be missing out on more traffic and potential clients. By implementing a blogging plan, you can focus on creating better content (quality over quantity) and start seeing better results from your efforts.

It’s time to use your blog to grow your business. Implement the tips above to get more traffic, boost engagement, increase your authority, and draw in more clients!

Article by Jason Hennessey of Hennessey Digital

Is ‘Freedom-Washing’ the New Greenwashing, and What Are Its Legal Consequences?

Companies will often make representations about modern slavery as part of their environmental, social and governance (ESG) measures.

In this article, we consider whether potentially false or misleading claims about modern slavery (i.e., freedom-washing) may be further called out by Australian regulatory bodies.

‘Freedom-washing’ is a term that can be used to describe a false or misleading claim by an organisation about the positive work being done to identify, assess and combat its modern slavery risks.

Even an understatement or nonstatement of an organisation’s modern slavery risks in its supply chains and operations may be considered ‘freedom-washing’ if it has the intent or effect to mislead the reader (for example, if the organisation’s responses appear overall to be more positive than they would otherwise appear in that light).

‘Freedom-washing’ will not necessarily involve an overtly false action. In some circumstances, a claim may not be entirely accurate despite being partly accurate.

An organisation required to report under the Modern Slavery Act 2018 (Cth) (Modern Slavery Act) needs to carefully consider the information it releases about its modern slavery risks and responses and whether it is potentially engaging in ‘freedom-washing.’

Importantly for all current and future reporting organisations, the scrutiny continues to mount around the legislative framework combatting modern slavery (including in terms of reporting, offences and penalties).

This scrutiny is highlighted by the release of the following recent important reports and studies:

  • The statutory report of the Modern Slavery Act (see here);
  • The targeted review of Divisions 270 and 271 of the Criminal Code 1995 (Cth) (see here); and
  • The Modern Slavery Index (see here).

AUSTRALIAN COMPETITION AND CONSUMER COMMISSION (ACCC) / AUSTRALIAN CONSUMER LAW

As previously reported by K&L Gates, the ACCC has released long-anticipated guidance on environmental and sustainability claims (Guidance—see here), which sets out eight principles that businesses should follow when making environmental and sustainability claims and to comply with the Australian Consumer Law (ACL).

Although the Guidance was issued in the context of making environmental and sustainability claims, in our view, its eight principles can be applied equally to guide businesses in making ‘modern slavery’ claims without breaching the ACL. The Guidance encourages businesses to:

  • Make accurate and truthful claims.
  • Have evidence to back up claims.
  • Not leave out or hide important information.
  • Explain any conditions or qualifications on claims.
  • Avoid broad and unqualified claims.
  • Use clear and easy to understand language.
  • Remember visual elements should not give a wrong impression.
  • Be direct and open.

The ACL contains a broad prohibition against businesses engaging in misleading or deceptive conduct and prohibits the making of false or misleading representations about specific aspects of goods or services. As a result, claims that overstate an organisation’s modern slavery commitments generally, or inaccurately portray the working conditions within certain supply chains, may contravene the ACL.

We therefore recommend that organisations should also reflect on the Guidance when preparing a modern slavery statement or releasing information on modern slavery practices.

Breaches of the ACL incur very significant penalties. For corporations, the maximum pecuniary penalty per breach is the greater of:

  • AU$50 million;
  • Three times the value of the ‘reasonably attributable’ benefit obtained from the conduct; or
  • If this benefit cannot be determined, 30% of the corporation’s adjusted turnover during the breach turnover period (being a minimum of 12 months).

The ACCC will consider whether the following factors apply when determining whether to take enforcement action for a breach of the ACL:

  • The conduct is of significant public interest or concern;
  • The conduct results in substantial harm to consumers and detriment to business competitors;
  • Large businesses are making claims on a national scale;
  • The conduct involves a significant new or emerging market issue, or compliance or enforcement action is likely to have an educative or deterrent effect; or
  • ACCC action will help clarify aspects of the law, especially newer provisions of the ACL.

Furthermore, the ACCC will take into account the genuine efforts and appropriate steps that were taken by the business to verify the accuracy of any information they relied on.

But is there actually any appetite in the ACCC to seek to enforce the ACL with respect to ‘modern slavery’ claims?

To date, it has not given any indication that ‘modern slavery’ claims will be an enforcement priority. However, the ACCC has demonstrated a willingness to crack down on businesses that have sought to take advantage of increasingly environmentally and socially conscious consumers (e.g. greenwashing). Combined with growing scrutiny and broadening calls for tougher responses to be taken by government and business in combatting modern slavery, the possibility of ACCC action does appear to exist, if not now, then in the not too distant future.

AUSTRALIAN SECURITIES AND INVESTMENTS COMMISSION (ASIC) / FINANCIAL PRODUCTS AND DISCLOSURE OBLIGATIONS

General Provisions

The Corporations Act 2001 (Cth) (Corporations Act) and the Australian Securities and Investments Commission Act 2001 (Cth) both contain general prohibitions against companies:

  • Making statements or circulating information that is false or misleading; or
  • Engaging in dishonest, misleading or deceptive conduct in relation to a financial product or financial service.1

ASIC released Report 763 earlier in the year (read it here), which expanded on its approach to ‘greenwashing’ outlined in Information Sheet 271 (read it here). It detailed ASIC’s recent interventions in response to growing claims from companies, managed funds and superannuation funds about their ESG credentials.

ASIC has expanded both its surveillance and enforcement activities in regards to ‘greenwashing.’ ASIC has pursued civil penalty proceedings and issued infringement notices to companies that are making statements that are false or misleading about ESG ‘greenwashing’ claims.

In light of these actions in the ESG space, we recommend companies be vigilant about the information they include in their modern slavery statements and be careful about the modern slavery disclosures they make in relation to a financial product or service.

Product Disclosure Statements

Under section 1013D(1)(l) of the Corporations Act, if a financial product has an investment component, its issuer must include in the product disclosure statement the extent to which labour standards or environmental, social or ethical considerations are taken into account in selecting, retaining or realising an investment. This is relevant in the modern slavery context where companies are releasing product disclosure statements that refer to modern slavery ESG considerations or make reference to previous market disclosures on modern slavery practices.

ASIC has undertaken reactive and proactive surveillance of product disclosure statements, advertisements, website and other market disclosures. ASIC is also progressing surveillance of the superannuation fund sector on ESG claims.

International Sustainability Standards Board (ISSB) Standards for Disclosure

In addition to ASIC’s enforcement powers, the ISSB has introduced two new standards, IFRS S1 and S2. The standards are likely to be substantially aligned to the mandatory climate-related disclosures in Australia being prepared by the Australian Accounting Standards Board and the Treasury.

Relevant to modern slavery, the new standard IFRS S1 General Requirements for Disclosure of Sustainability-related Financial Information requires an entity to disclose information about its sustainability-related risks and opportunities in its general purpose financial reports (read it here).

To achieve the required fair presentation of sustainability-related financial information, an entity is required to provide a complete, neutral and accurate depiction of those sustainability-related risks and opportunities. Additionally, any material information must be disclosed. Information can be material where it omits, misstates or obscures information that could reasonably be expected to influence the decision making of readers of such reports.

‘Sustainability-related risks and opportunities’ are broadly defined as risks and opportunities that could reasonably be expected to affect an entity’s cash flows or access to finance. Anything that impacts an entity’s value chain will be an opportunity or risk to its cash flows. The entity’s work force is an example of a sustainability-related risk and opportunity. Therefore, reporting entities may have to report modern slavery in their supply chains as a material risk to their value chain, particularly if they are operating in a sector where the risk of modern slavery is heightened (for example, renewable energy projects or garment manufacturing).

While compliance with the ISSB standards remains voluntary until codified under Australian law, it is expected that the standards will be widely adopted by companies internationally.

OTHER CONSEQUENCES OF FREEDOM-WASHING

There are many other potential legal consequences of freedom-washing. These include:

  • Criminal liability under section 137.1 of the Criminal Code Act 1995 (Cth): This offence applies where a person knowingly gives information that is false or misleading or omits any matter or thing without which the information is misleading, and the information is given to a Commonwealth entity;
  • Breach of directors duties: If directors are not appropriately managing and disclosing the company’s modern slavery risks, then they could be in breach of the duty to exercise skill, care and diligence;
  • Requisition resolutions: Shareholders may requisition a resolution at the company’s annual general meeting in regards to modern slavery and the company’s supply chain practices; and
  • Shareholder class action: Shareholders may start a class action if the company has breached continuous disclosure laws by not reporting a modern slavery issue correctly or accurately.

INTRODUCTION OF PENALTIES UNDER THE MODERN SLAVERY ACT

The report on the statutory review of the Modern Slavery Act was released on 25 May 2023.

Its recommendations included that the Modern Slavery Act be amended to provide that it is an offence for a reporting entity to:

  • Fail, without reasonable excuse, to give the minister a modern slavery statement within a reporting period for that entity;
  • Give the minister a modern slavery statement that knowingly includes materially false information;
  • Fail to comply with a request given by the minister to the entity to take specified remedial action to comply with the reporting requirements of the Modern Slavery Act; and
  • Fail to have a due diligence system in place that meets the requirements set out in rules made under section 25 of the Modern Slavery Act.

The Australian Government has signaled it will now consider Professor John McMillan’s review and will consult across government and with stakeholders in formulating its response to the recommendations. Companies operating business in Australia should watch this space carefully.

We acknowledge the contributions to this publication from our graduate Harrison Langsford.

FOOTNOTES

See sections 1041E, 1041G and 1041H of the Corporations Act 2001 (Cth), and sections 12DA and 12DB of the Australian Securities and Investments Commission Act 2001 (Cth).

For more articles on ESG, visit the NLR Environmental, Energy & Resources section.

Cybersecurity Awareness Dos and Donts Refresher

As we have adjusted to a combination of hybrid, in-person and remote work conditions, bad actors continue to exploit the vulnerabilities associated with our work and home environments. Below are a few tips to help employers and employees address the security threats and challenges of our new normal:

  • Monitoring and awareness of cybersecurity threats as well as risk mitigation;
  • Use of secure Wi-Fi networks, strong passwords, secure VPNs, network infrastructure devices and other remote working devices;
  • Use of company-issued or approved laptops and sandboxed virtual systems instead of personal computers and accounts, as well as careful handling of sensitive and confidential materials; and
  • Preparing to handle security incidents while remote.

Be on the lookout for phishing and other hacking attempts.

Be on high alert for cybersecurity attacks, as cybercriminals are always searching for security vulnerabilities to exploit. A malicious hacker could target employees working remotely by creating a fake coronavirus notice, phony request for charitable contributions or even go so far as impersonating someone from the company’s Information Technology (IT) department. Employers should educate employees on the red flags of phishing emails and continuously remind employees to remain vigilant of potential scams, exercise caution when handling emails and report any suspicious communications.

Maintain a secure Wi-Fi connection.

Information transmitted over public and unsecured networks (such as a free café, store or building Wi-Fi) can be viewed or accessed by others. Employers should configure VPN for telework and enable multi-factor authentication for remote access. To increase security at home, employers should advise employees to take additional precautions, such as using secure Wi-Fi settings and changing default Wi-Fi passwords.

Change and create strong passwords.

Passwords that use pet or children names, birthdays or any other information that can be found on social media can be easily guessed by hackers. Employers should require account and device passwords to be sufficiently long and complex and include capital and lower case letters, numbers and special characters. As an additional precaution, employees should consider changing their passwords before transitioning to remote work.

Update and secure devices. 

To reduce system flaws and vulnerabilities, employers should regularly update VPNs, network infrastructure devices and devices being used to for remote work environments, as well as advise employees to promptly accept updates to operating systems, software and applications on personal devices. When feasible, employers should consider implementing additional safeguards, such as keystroke encryption and mobile-device-management (MDM) on employee personal devices.

Use of personal devices and deletion of electronic files.

Home computers may not have deployed critical security updates, may not be password protected and may not have an encrypted hard drive. To the extent possible, employers should urge employees to use company-issued laptops or sandboxed virtual systems. Where this is not possible, employees should use secure personal computers and employers should advise employees to create a separate user account on personal computers designated for work purposes and to empty trash or recycle bins and download folders.

Prohibit use of personal email for work purposes.

To avoid unauthorized access, personal email accounts should not be used for work purposes. Employers should remind employees to avoid forwarding work emails to personal accounts and to promptly delete emails in personal accounts as they may contain sensitive information.

Secure collaboration tools.

Employees and teams working from home need to stay connected and often rely on instant-messaging and web-conferencing tools (e.g., Slack and Zoom). Employers should ensure company-provided collaboration tools, if any, are secure and should restrict employees from downloading any non-company approved tools. If new collaboration tools are required, IT personnel should review the settings of such tools (as they may not be secure or may record conversations by default), and employers should consider training employees on appropriate use of such tools.

Handle physical documents with care.

Remote work arrangements may require employees to take sensitive or confidential materials offsite that they would not otherwise. Employees should be advised to handle these documents with the appropriate levels of care and avoid printing sensitive or confidential materials on public printers. These documents should be securely shredded or returned to the office for proper disposal.

Develop clear guidelines and train employees on cyberhygiene.

To ensure employees are aware of remote work responsibilities and obligations, employers should prepare clear telework guidelines (and incorporate any standards required by applicable regulatory schemes) and post the guidelines on the organization’s intranet and/or circulate the guidelines to employees via email. A list of key company contacts, including Human Resources and IT security personnel, should be distributed to employees in the event of an actual or suspected security incident.

Prepare for remote activation of incident response and crisis management plans.

Employers should review existing incident response, crisis management and business continuity plans, as well as ensure relevant stakeholders are prepared for remote activation of these plans, such as having hard copies of relevant plans and contact information at home.

DO DON’T
 

  • DO create complex passphrases
  • DO change home Wi-Fi passwords
  • DO create a separate Wi-Fi network for guests
  • DO install anti-malware and anti-virus software for internet-enabled devices
  • DO keep software (including anti-virus/anti-malware software), web browsers, and operating systems up-to-date
  • DO delete files from download folders and trash bins
  • DO immediately report lost or stolen devices
  • DO log off accounts and close windows and browsers on shared devices
  • DO review mobile app settings on shared devices
  • DO handle physical documents with sensitive and/or confidential information in a secure manner

 

 

  • Do NOT use public or unsecure Wi-Fi networks without using VPN
  • Do NOT access or send confidential information over unsecured Wi-Fi networks
  • Do NOT leave electronic or paper documents out in the open
  • Do NOT allow family or friends to use company-provided devices
  • Do NOT leave devices logged-in
  • Do NOT select “remember me” on shared devices
  • Do NOT share passwords with family members
  • Do NOT use names or birthdays in passwords
  • Do NOT save work documents locally on shared devices
  • Do NOT store confidential information on portable storage devices, such as USB or hard drives

 

Navigating the Updated Federal Trade Commission Guidelines for Social Media Influencer Marketing

The Federal Trade Commission (FTC) recently updated its Guides Concerning Use of Endorsements and Testimonials in Advertising (Guidelines). There has not been an update to the Guidelines since 2009, before TikTok even existed and Facebook was still the hip new kid on the block.

Clearly, a lot has changed since then, and being aware of and understanding the updates to these Guidelines is crucial for companies, influencers, brand ambassadors, and marketing professionals who engage in influencer marketing campaigns. The Guidelines take into account the evolving nature of influencer marketing and provide more specific guidance on how influencers can make clear and conspicuous disclosures to their followers. This summary provides a basic overview of the key changes and important points to consider in the wake of the updated Guidelines.

Background:

Anyone who has access to the internet is aware that social media influencer marketing has been a rapidly growing industry over the past decade, and the FTC recognizes the need for adequate transparency concerning this area of marketing to protect consumers from deceptive advertising practices.

The general aim of the updated Guidelines is to ensure consumers can clearly identify when a social media post, blog post, video, or other similar media is sponsored or contains affiliate links. The updated Guidelines seek to develop or make clear guidance concerning specifically: (1) who is considered an endorser; (2) what is considered an “endorsement”; (3) who can be liable for a deceptive endorsement; (4) what is considered “clear and conspicuous” for purposes of disclosure; (5) practices of consumer reviews; and (6) when and how paid or material connections need to be disclosed.

Key Changes and Considerations:

  1. Clear and Conspicuous Disclosure: Influencers must make disclosures clear and conspicuous. This means disclosures should be easily noticed, not buried within a long caption or hidden among a sea of hashtags. The Guidelines require that disclosure be “unavoidable” when posts are made through electronic mediums. The FTC suggests placing disclosures at the beginning of a post, especially on platforms where the full content can be cut off (i.e., Instagram). In broad terms, a disclosure will be deemed “clear and conspicuous” when “it is difficult to miss (i.e. easily noticeable) and easily understandable by ordinary consumers.”
  • Updated Definition of “endorsements”: The FTC has broadened its definition of “endorsements” and what it deems to be deceptive endorsement practices to include fake positive or negative reviews, tags on social media platforms, and virtual (AI) influencers.
  • Use of Hashtags: The Guidelines still hold that commonly used disclosure hashtags such as #ad, #sponsored, and #paidpartnership are acceptable, but those must be displayed in a manner that is easily perceptible by consumers. Influencers should avoid using vague or ambiguous hashtags that may not clearly indicate a paid relationship. Keep in mind, however, whether a specific social media tag counts as an endorsement disclosure is subject to fact-specific review.
  • In-Platform Tools: Social media platforms increasingly provide built-in tools for influencers to mark their posts as sponsored. However, be aware, the Guidelines emphasize that these tools can be helpful in disclosing partnerships, but they are not always sufficient to ensure that disclosures are clear and conspicuous. Parties using these tools should carefully evaluate whether they are clearly and conspicuously disclosing material connections.
  • Affiliate Marketing: If an influencer includes affiliate links in their content, they must disclose this relationship. Simply using affiliate links is considered a material connection and requires disclosure. Phrases such as “affiliate link” or “commission earned” can be used to disclose affiliate relationships.
  • Endorsements and Testimonials: The FTC guidelines apply not only to sponsored content, but also to endorsements and testimonials. Influencers must disclose material connections with endorsing products, whether they received compensation or discounted/free products. Beyond financial relationships as described above, influencers will need to disclose non-financial relationships, such as being friends with a brand’s owners or employees.
  • Ongoing Relationships: Disclosures should be made in every post or video if a material connection for benefit exists, even in cases of ongoing or long-term partnerships.
  • Endorsements Directed at Children: The updated Guidelines added a new section specifically addressing advertising which is focused on reaching children. The FTC states that such advertising “may be of special concern because of the character of audience”. While the Guidelines do not offer specific guidance on how to address advertisements intended for children, those who intend to engage in targeting children as the intended audience should pay special attention to the “clear and conspicuous” requirements espoused by the FTC.

Enforcement and Penalties:

The FTC takes non-compliance with these guidelines seriously and can impose significant fines and penalties on brands, marketers, and influencers who fail to make proper disclosures. Significantly, the updated Guidelines make it clear that influencers who fail to make proper disclosures may be personally liable to consumers who are misled by their endorsements. Furthermore, brands and marketers may also be held responsible for ensuring that influencers with whom they have paid relationships adhere to these guidelines.

Conclusion:

Bear in mind, the Guidelines themselves are not the law, but they serve as a vital guide to avoid breaking it. Overall, the updated Guidelines on influencer disclosures emphasize transparency and consumer protection. To stay compliant and maintain consumer trust, it is imperative that all parties involved in influencer marketing familiarize themselves with these Guidelines and ensure that disclosures are clear, conspicuous, and consistently made in every relevant post or video. Furthermore, as this marketing industry continues to develop and evolve, it will be increasingly important to monitor ongoing developments and changes in the FTC guidelines to stay current with best practices.

Do Federal Civil Rights Laws Prohibit Discrimination Based on Sex and Age?

Harvard Business Review’s recent survey, “Women in Leadership Face Ageism at Every Age,” shines a bright light on the bleak reality of age discrimination against women in the workplace.  The survey of 913 women leaders from across the United States in the higher education, faith-based nonprofit, legal, and health care industries found that supervisors and colleagues find women of every age unfit for leadership roles based on their age.  Young women leaders are subjected to head pats and pet names and are often mistaken for students, interns, or support staff.  Middle aged women leaders are discounted as having too many family responsibilities or being on the runway to menopause.  Older women are largely erased from the work environment, facing assumptions that they are on their way out.  This stands in stark contrast to older men, whom employers tend to regard as “wells of wisdom.”  In short, when it comes to the workplace, age-related bias perpetually stands between women and recognition as leaders.

Title VII of the Civil Rights Act of 1964 (“Title VII”), which prohibits discrimination in employment, identifies certain “protected classes” upon which bases employers may not discriminate: race, color, religion, sex, and national origin.  A separate statute, the Age Discrimination in Employment Act (“the ADEA”), outlaws age discrimination in the workplace.  Plaintiffs filing a lawsuit challenging employment discrimination typically must articulate a specific statute their employer has violated.  In the case of sex-plus-age discrimination—that is, mistreatment based on the intersection of sex and age—neither statute standing alone captures the plaintiff’s experience.[1]  This raises the question of how women facing uniquely gendered age bias in the workplace—like that outlined in the Harvard Business Review survey—can state legal claims a court will consider viable.

For the most part, federal courts have been skeptical of such claims.

A recent case, however, brought a new perspective to the question of sex-plus-age discrimination under federal law.  On July 21, 2020, the United States Court of Appeals for the Tenth Circuit, the appellate court that covers Colorado, Kansas, New Mexico, Oklahoma, Utah, and Wyoming, addressed the question “whether sex-plus-age claims are cognizable under Title VII.”[2]  In Frappied v. Affinity Gaming Black Hawk LLC, nine female plaintiffs brought (among other claims) sex-plus-age claims for disparate impact and disparate treatment under Title VII, alleging they were terminated because Affinity discriminated against women over forty.[3]  The older women, who had worked at the Golden Mardi Gras Casino, were laid off after the defendant purchased the casino in 2012.  The terminations were largely unexplained.  After the lower court dismissed their claims, the plaintiffs appealed.

The Tenth Circuit ruled in the plaintiffs’ favor, affirming the validity of sex-plus-age claims under Title VII alone.  The court noted that it had allowed claims based on a combination of race and sex discrimination in Hicks v. Gates Rubber Co.[4]In Hicks, the court considered the combined effect of racial slurs and sexual harassment in a hostile work environment case.  In Frappied, however, the court had to decide a novel question—whether an intersectional discrimination claim could be based on a second characteristic that is not protected by Title VII: age.  Most courts that have considered such claims have refused to decide whether a plaintiff can challenge discrimination under an intersectional theory that the combination of the two protected characteristics led to the adverse action, or they have decided the plaintiff can prevail under one statute so the court does not have to decide whether the intersectional claim is viable. For instance, both the Second and Sixth Circuits have sidestepped the issue, making dispositive rulings based on other claims in plaintiffs’ complaints.[5]

In Frappied, the Tenth Circuit noted that the Supreme Court had long held that Title VII prohibits “sex-plus” discrimination where the “plus” factor is not protected under the statute.[6]  In Phillips v. Martin Marietta Corp.[7]the Supreme Court held that a policy against hiring women with preschool-age children violated Title VII, because men with preschool-age children were not subject to that policy.  Even though “people with preschool-age children” is not a protected class, the Supreme Court recognized this to be a form of sex discrimination.  The Tenth Circuit used the same reasoning to hold that if sex—which is protected under Title VII—“play[ed] a role in the employment action,” then the termination was impermissible even though the “plus” factor, age, is in another statute.[8]  Borrowing from the Supreme Court’s analysis in Bostock,[9] which held that Title VII’s sex discrimination provision prohibits sexual orientation and gender identity discrimination in employment, the Tenth Circuit held that “if a female plaintiff shows that she would not have been terminated if she had been a man—in other words, if she would not have been terminated but for her sex—this showing is sufficient to establish liability under Title VII.[10]

While the outcome in Frappied is a positive development for civil rights in employment, in most jurisdictions there is no clear protection under federal law against sex-plus-age discrimination.  The EEOC has long acknowledged the availability of such intersectional claims, but as mentioned, other sex-plus-age claims have made their way through the courts on occasion without success.  The Tenth Circuit is the first and only federal appellate court to formally recognize these claims as viable under federal law.

However, there are state laws that prohibit sex and age discrimination in the same provision,[11] so the federal courts’ unwillingness to combine the effects of discrimination prohibited by two separate statutes is not always a concern.  Given the Harvard Business Review’s exposure of the dire state of workplace age bias against women, and the Tenth Circuit’s groundbreaking decision in Frappied, more women experiencing workplace age discrimination may want to consider challenging their employers’ decisions.  Because of the variations in protections in different jurisdictions, employees should consider seeking legal advice.  If you or someone you know has experienced sex-plus-age bias, contact the experienced lawyers at Katz Banks Kumin today.


[1] The legal standards, particularly the causation standards, also differ under the two statutes.  Under Title VII, it is sufficient to prove that sex was a “motivating factor” in an employment decision.  Under the ADEA, however, age must be the but-for cause, Gross v. FBL Fin. Serv., Inc., 557 U.S. 167 (2009).  Many courts have interpreted this but-for causation standard to mean that if any other reason—even sex, which is a protected class under Title VII—played a role in the employment decision, then the age claims fail.  The Supreme Court recently clarified that “but-for cause” does not mean “sole cause,” Bostock v. Clayton County, 140 S. Ct. 1731 (2020), but the idea has yet to trickle down through the federal courts—and into ADEA claims.

[2] Frappied v. Affinity Gaming Black Hawk, LLC, 966 F.3d 1038, 1045 (10th Cir. 2020).

[3] Id.

[4] 833 F.2d 1406, 1416-17 (10th Cir. 1987)

[5] Gorzynski v. JetBlue Airways Corp., 596 F.3d 93, 110 (2d Cir. 2010) (“Having determined that Gorzynski has provided sufficient evidence of age discrimination to reach a jury, there is no need for us to create an age-plus-sex claim independent from Gorzynski’s viable ADEA claim.”); Schatzman v. Cty. Of Clermont, Ohio, No. 99-4066, 2000 WL 1562819, at *9 (6th Cir. 2000) (“[W]e decline the invitation to decide the ‘sex plus [age]’ charge partly because it is unnecessary for us to do so.”).

[6] 966 F.3d at 1046.

[7] 400 U.S. 542 (1971).

[8] Id. at 1046.

[9] 140 S. Ct. 1731.

[10] Id. at 1047.

[11] See, e.g., D.C. Code Ann. § 2-1401.1.

Internal Investigations Are a Poe Substitute for Compliance

Happy Halloween! In honor of the holiday, we are taking our compliance message in a bit of a . . . spooky direction. But our message remains the same: International transactions are inherently high-risk; they require constant attention and oversight for your compliance to be effective; and it is always better to put your resources into compliance than to spend them on investigations.

Speaking of Halloween, here are some interesting facts about Edgar Allan Poe:

  • Poe ruined a promising start to an army career at West Point by spending his time writing mocking poems about his instructors rather than finishing his assigned work.
  • Poe often wrote only after placing a Siamese cat on his shoulder.
  • The Baltimore Ravens are the only major sports team to be named after a poem, Poe’s “The Raven.”
  • And most importantly, Poe turned down a promising career as a chief compliance officer. Don’t believe me? Check out this recently unearthed initial draft of “The Raven,” and decide for yourself!

Internal Investigations Are a Poe Substitute for Compliance

Once upon a midnight dreary, this Compliance Officer pondered, weak and weary,
Over a list of quaint and curious compliance chores —
While I nodded, nearly napping, suddenly there came a tapping,
As of someone gently rapping, rapping at my chamber door.
“Tis some auditor,” I muttered, “tapping at my chamber door —
Only this and nothing more.”

Ah, distinctly I remember, it was in the bleak December;
When fiscal-year matters come to the fore.
And compliance matters, are quite forgotten,
And talks of investigations, are verboten,
And as welcome as a lingering bedsore,

And yet the knocking — the knocking! — it was far from fleeting.
It thrilled me — it called to me — this was no account-busting lunch meeting!
It filled me with fantastic terrors never felt before.
So that now, to still the beating of my heart, I stood repeating,
“Tis some auditor entreating entrance at my chamber door —
Perhaps some senior officer pleading entrance at my chamber door —
This it is and nothing more.”

Presently my soul grew stronger; had I not mastered SOX? And regs much longer?
“Sir,” said I, “or Madam, truly your forgiveness I implore.
But the fact is I was dreaming, of internal controls, and ethics training,
And so faintly you came tapping, tapping at my chamber door,
That I scarce was sure I heard you” — here I opened wide the door —
Darkness there and nothing more.

Back into the chamber turning, all my soul within me burning,
Soon again I heard a tapping somewhat louder than before.
“Surely,” said I, “surely that is something at my window lattice;
Let me see, then, what threat there is, and this mystery explore —
Let my heart be still a moment and this mystery explore —
’Tis a mistaken Whistleblower and nothing more!”

Open here I flung the shutter, when, with many a flirt and flutter,
In there stepped a stately Raven, a Whistleblower like those of the days of yore.
Not the least obeisance made he; not a minute stopped or stayed he;
But, with mien of lord or lady, perched above my chamber door —
Perched upon a bust of Pallas just above my chamber door —
Perched, and sat, and nothing more.

Then this ebony bird beguiling my sad fancy into smiling,
By the grave and stern decorum of the countenance it wore.
“Though thy crest be shorn and shaven, thou,” I said, “art sure no craven,
Ghastly grim and ancient Whistleblower wandering from the Nightly shore —
Tell me what thy lordly report is from our subsidiaries far off-shore!”
Quoth the Whistleblower Raven: “Your Compliance is Nevermore.”

“Prophet!” said I, “thing of evil! — prophet still, if bird or devil!
By that Heaven that bends above us — by that God we both adore —
Tell this Compliance Officer with sorrow laden if, within our affiliates far offshore,
There are accounting violations or kickback given to dozens or more!
Or payments made to get our products to leave those foreign shores!
Quoth the Whistleblower Raven: “Your Compliance is Nevermore.”

And thus I realized that compliance is toughest when you operate in lands of many scores.
And the Raven, never flitting, still is sitting, still is sitting,
A Whistleblower whose incriminating red flags I ignored,
And his eyes have all the seeming, of an enforcer who is dreaming, of throwing subpoenas on our corporate floor;
And my wretched soul, like our poor compliance, from out that shadow that lies floating on the floor.
Shall be lifted — nevermore!

EPA Issues SNPRM Modifying and Supplementing 2021 Proposed TSCA Fees Rule

On November 16, 2022, the U.S. Environmental Protection Agency (EPA) published a much-anticipated supplemental notice of proposed rulemaking (SNPRM) to modify and supplement its 2021 proposed rule that would amend the 2018 Toxic Substances Control Act (TSCA) fees rule. 87 Fed. Reg. 68647. EPA states that “[w]ith over five years of experience administering the TSCA amendments of 2016, EPA is publishing this document to ensure that the fees charged accurately reflect the level of effort and resources needed to implement TSCA in the manner envisioned by Congress when it reformed the law.”

What Action Is EPA Taking?

After establishing fees under TSCA Section 26(b), TSCA requires EPA to review and, if necessary, adjust the fees every three years, after consultation with parties potentially subject to fees. The SNPRM describes proposed changes to 40 C.F.R. Part 700, Subpart C as promulgated in the 2018 Fee Rule (83 Fed. Reg. 52694) and explains the methodology by which EPA determined the proposed changes to TSCA fees. The SNPRM adds to and modifies the proposed rulemaking issued on January 11, 2021 (2021 Proposal) (86 Fed. Reg. 1890). EPA proposes to narrow certain proposed exemptions for entities subject to the EPA-initiated risk evaluation fees and proposes exemptions for test rule fee activities; to modify the self-identification and reporting requirements for EPA-initiated risk evaluation and test rule fees; to institute a partial refund of fees for premanufacture notices (PMN) withdrawn at any time after the first ten business days during the assessment period of the chemical; to modify EPA’s proposed methodology for the production volume-based fee allocation for EPA-initiated risk evaluation fees in any scenario where a consortium is not formed; to expand the fee requirements to companies required to submit information for test orders; to modify the fee payment obligations to require payment by processors subject to test orders and enforceable consent agreements (ECA); to extend the timeframe for test order and test rule payments; and to change the fee amounts and the estimate of EPA’s total costs for administering TSCA Sections 4, 5, 6, and 14. More information on the 2018 Fee Rule is available in our September 28, 2018, memorandum, and more information on the 2021 Proposal is available in our December 30, 2020, memorandum.

The SNPRM includes the following summary of proposed changes to TSCA fee amounts:

Fee Category 2018 Fee Rule Current Fees1 2022 SNPRM
Test order $9,8002 $11,650 $25,000
Test rule $29,500 $35,080 $50,000
ECA $22,800 $27,110 $50,000
PMN and consolidated PMN, significant new use notice (SNUN), microbial commercial activity notice (MCAN) and consolidated MCAN $16,000 $19,020 $45,000
Low exposure/low release exemption (LoREX), low volume exemption (LVE), test-marketing exemption (TME), Tier II exemption, TSCA experimental release application (TERA), film article $4,700 $5,590 $13,200
EPA-initiated risk evaluation $1,350,000 Two payments resulting in $2,560,000 Two payments resulting in $5,081,000
Manufacturer-requested risk evaluation on a chemical included in the 2014 TSCA Work Plan Initial payment of $1.25M, with final invoice to recover 50 percent of actual costs Two payments of $945,000, with final invoice to recover 50 percent of actual costs Two payments of $1,497,000, with final invoice to recover 50 percent of actual costs
Manufacturer-requested risk evaluation on a chemical not included in the 2014 TSCA Work Plan Initial payment of $2.5M, with final invoice to recover 100 percent of actual costs Two payments of $1.89M, with final invoice to recover 100 percent of actual costs Two payments of $2,993,000, with final invoice to recover 100 percent of actual costs
1 The current fees reflect an adjustment for inflation required by TSCA. The adjustment went into effect on January 1, 2022.
2 In the 2018 final rule, the fees for TSCA Section 4 test orders and test rules were incorrectly listed as $29,500 for test orders and $9,800 for test rules. The 2021 Proposal proposes to correct this error by changing the fees for TSCA Section 4 test orders to $9,800 and TSCA Section 4 test rules to $29,500.

Why EPA Is Taking the Action

EPA states that the fees collected under TSCA are intended to achieve the goals articulated by Congress by providing a sustainable source of funds for EPA to fulfill its legal obligations under TSCA Sections 4, 5, and 6 and with respect to information management under TSCA Section 14. According to EPA, information management includes collecting, processing, reviewing, and providing access to and protecting from disclosure as appropriate under Section 14 information on chemical substances under TSCA. In 2021, EPA proposed changes to the TSCA fee requirements established in the 2018 Fee Rule based upon TSCA fee implementation experience and proposed to adjust the fee amounts based on changes to program costs and inflation and to address certain issues related to implementation of the fee requirements. According to the SNPRM, EPA consulted and met with stakeholders that were potentially subject to fees, including several meetings with individual stakeholders and a public webinar in February 2021. EPA is hosting a December 6, 2022, webinar to hear from stakeholders on the proposed TSCA fees. This engagement and the previous stakeholder outreach will inform EPA’s final rule.

According to EPA, based on comments received in response to the 2021 Proposal, adjustments to EPA’s cost estimates, and experience implementing the 2018 Fee Rule, EPA is issuing this SNPRM and is requesting comments on the proposed provisions and primary alternative provisions described that would add to or modify the 2021 Proposal. EPA notes that TSCA allows it to collect approximately but not more than 25 percent of its costs for eligible TSCA activities via fees. EPA states that fee revenue has been roughly half of the estimated costs for eligible activities than EPA estimated in the 2018 Fee Rule, however. According to EPA, the shortfall was, in part, due to EPA’s use of cost estimates based on what it had historically spent on implementing TSCA prior to the 2016 amendments, not what it would cost to implement the Frank R. Lautenberg Chemical Safety for the 21st Century Act (Lautenberg Act). In the first four years following the 2016 Lautenberg Act’s enactment, EPA also did not conduct a comprehensive budget analysis designed to estimate the actual costs of implementing the amended law until spring 2021. In the SNPRM, EPA proposes to revise its cost estimate to account adequately for the anticipated costs of meeting its statutory mandates, which are based on the comprehensive analysis conducted in 2021. EPA states that these proposed revisions are designed to ensure fee amounts capture approximately but not more than 25 percent of the costs of administering certain TSCA activities, fees are distributed equitably among fee payers when multiple fee payers are identified by revising the fee allocation methodology for EPA-initiated risk evaluations, and fee payers are identified via a transparent process.

Estimated Incremental Impacts of the SNPRM

EPA evaluated the potential incremental economic impacts of the 2021 Proposal, as modified by this SNPRM for fiscal year (FY) 2023 through FY 2025. The SNPRM briefly summarizes EPA’s “Economic Analysis of the Supplemental Notice of Proposed Rule for Fees for the Administration of the Toxic Substances Control Act,” which will be available in the docket:

  • Benefits. The principal benefit of the 2021 Proposal, as modified by this SNPRM, is to provide EPA a sustainable source of funding necessary to administer certain provisions of TSCA.
  • Cost. The annualized fees collected from industry under the proposed cost estimate described in the SNPRM are approximately $45.47 million (at both three percent and seven percent discount rates (EPA notes that the annualized fee collection is independent of the discount rate)), excluding fees collected for manufacturer-requested risk evaluations. EPA calculated total annualized fee collection by multiplying the estimated number of fee-triggering events anticipated each year by the corresponding fees. EPA estimates that total annual fee collection for manufacturer-requested risk evaluations is $3.01 million for chemicals included in the 2014 TSCA Work Plan (based on the assumed potential for two requests over the three-year period) and approximately $2.99 million for chemicals not included in the 2014 TSCA Work Plan (based on the assumed potential for one request over the three-year period). EPA analyzed a three-year period because the statute requires EPA to reevaluate and adjust, as necessary, the fees every three years.
  • Small entity impact. EPA estimates that 29 percent of Section 5 submissions will be from small businesses that are eligible to pay the Section 5 small business fee because they meet the definition of “small business concern.” EPA estimates that the total annualized fee collection from small businesses submitting notices under Section 5 is $666,810. For Sections 4 and 6, reduced fees paid by eligible small businesses and fees paid by non-small businesses may differ because the fee paid by each entity would be dependent on the number of entities identified per fee-triggering event and production volume of that chemical substance. EPA estimates that average annual fee collection from small businesses for fee-triggering events under Section 4 and Section 6 would be approximately $103,574 and $2,896,351, respectively. For each of the three years covered by the SNPRM, EPA estimates that total fee revenue collected from small businesses will account for about six percent of the approximately $52 million total fee collection, for an annual average total of approximately $3 million.
  • Environmental justice. Although not directly impacting environmental justice-related concerns, EPA states that the fees will enable it to protect better human health and the environment, including in helping minority, low-income, Tribal, or indigenous populations in the United States that potentially experience disproportionate environmental harms and risks, and supporting the fair treatment and meaningful involvement of all people regardless of race, color, national origin, or income with respect to the development, implementation and enforcement of environmental laws, regulations, and policies involving TSCA. EPA notes that it “identifies and addresses environmental justice concerns by providing for fair treatment and meaningful involvement in the implementation of the TSCA program and addressing unreasonable risks from chemical substances.”
  • Effects on state, local, and Tribal governments. The SNPRM would not have any significant or unique effects on small governments, or federalism or Tribal implications.

Commentary

Bergeson & Campbell, P.C. (B&C®) has anticipated the public release of the SNPRM for some time and is not surprised by the proposed increases in fees. We recognize, however, that many readers may review these proposed fees and truly feel a sense of “sticker shock,” as Dr. Michal Freedhoff, the current Assistant Administrator of EPA’s Office of Chemical Safety and Pollution Prevention (OCSPP), cautioned regulated entities earlier this year. B&C has not evaluated the underlying budgetary analysis, so assumes that EPA’s estimate of its costs is accurate. Given that assumption and EPA’s authority to recover 25 percent of those costs, B&C focuses on other aspects of the proposal.

Taking an optimistic view, the increase may benefit regulated entities. EPA states in the SNPRM that “Collecting additional resources through TSCA fees will enable EPA to significantly improve on-time performance and quality.” The absence of these two metrics, as well as others, has mired EPA’s activities under TSCA Sections 4, 5, and 6 for years. The influx of funding, along with proper leadership, training, and management, will aid EPA with meeting its statutory deadlines under TSCA, and the transparency elements of its Scientific Integrity Policy and the scientific standards under TSCA Section 26. Below, we provide representative examples of how the fees increase will aid EPA with avoiding the repetitious shortcomings that have permeated its decision making under TSCA Sections 4, 5, and 6.

TSCA Section 4

B&C notes that EPA states the following about its intended use of its order authority under TSCA Section 4: “The Agency believes it is reasonable to assume that approximately 75 test orders per year will be initiated between FY 2023 and FY 2025. Approximately 45 of these test orders are expected to be associated with the Agency’s actions on PFAS.” In comparison, EPA has issued 20 TSCA Section 4 test orders on 11 existing chemical substances since March 2020. The issued test orders have, however, suffered from significant lapses in transparency. as well as outcomes that conflict with the scientific standards under TSCA Section 26 and the obligations under Section 4.

These concerns with transparency and EPA’s failure to meet the scientific standards under TSCA Section 26 are likely due in part to EPA’s resource and staffing limitations. Therefore, the increased cost of test orders from $11,650 to $25,000 will enable EPA to develop test orders that are focused on data needs, rather than data gaps, during its prioritization and risk evaluation activities. It will also provide EPA with the requisite funding to ensure that it responds timely to technical inquiries from test order recipients, rather than months and in some cases more than a year later.

TSCA Section 5

B&C has decades of experience reviewing EPA’s assessments on new chemical substances under TSCA Section 5. Of relevance here are our observations since TSCA was amended in 2016. Since this time, we have observed a decrease in transparency in EPA’s risk assessments on new chemical substances. For example, EPA routinely identifies analogs from which it reads across potential hazards for new chemical substances. It is not uncommon, however, for EPA to identify multiple analogs for doing so. What is common is that EPA selects an analog amongst many and does not state the scientific basis for the selected analog. This also applies to analogs identified by submitters that are often dismissed by EPA without a scientific basis for doing so. Furthermore, EPA routinely claims those analogs as confidential business information (CBI) without reviewing whether they are actually still confidential. It is important for EPA to protect legitimate CBI, but the statute also requires disclosure of information that is not actually CBI. Additional resources will allow EPA to update its databases to reflect the current state of CBI claims and to better evaluate whether old CBI claims are still justified.

We also hope that additional resources will enable EPA to rely on fewer “worst-case” shortcuts in its evaluations of PMNs. For example, EPA routinely uses the acute potential dose rate (PDR) as the exposure metric for assessing potential unreasonable risks, even when the hazard is a chronic effect. Evaluating against a PDR is a reasonable first pass calculation — if EPA does not identify risk using a PDR, no further evaluation is necessary. We do not, however, agree with EPA making unreasonable risk determinations on the screening-level assessments without further refinements — it is simply not justifiable scientifically to predict chronic risk using a PDR (as reflected in EPA’s assessments under Section 6). Performing the refined calculation requires additional effort, which the fee rule would help support.

We expect EPA will resolve the above issues with the increased funding that it intends on receiving for new chemical substance notifications (e.g., from $19,020 to $45,000 on PMNs). EPA states that the “Additional funding collected through TSCA section 5 fees will help EPA reduce the backlog of delayed reviews and support additional work for new cases.” These monies will also provide EPA the necessary budget to better justify the selection of analogs. Collectively, we hope these improvements will allow EPA’s risk assessors to exercise their inherently government function of evaluating and approving and/or modifying the contractor-generated work products as EPA-approved work products. This will provide more transparent and timely evaluations on novel chemistries notified to the Agency. This level of transparency will also ensure that EPA is satisfying its requirements under EPA’s Scientific Integrity Policy, which states “At the EPA, promoting a culture of scientific integrity is closely linked to transparency. The Agency remains committed to transparency in its interactions with all members of the public.” In doing so, EPA will additionally be providing risk assessments that clearly document its decision making and how those decisions satisfy the scientific standards under TSCA Section 26. These considerations are critical for submitters, not in the sense that they must agree with EPA’s determinations, but rather that they understand the bases for those determinations.

Unanswered questions about when the increased fees will improve the throughput of new chemicals reviews remain. Hiring and training staff takes time; EPA is currently working to fill open positions and train new staff. Submitters paying substantially higher fees would reasonably expect that EPA improve its performance or, if EPA cannot complete timely its reviews (absent suspensions by the submitter), expect that EPA would refund the submission fee.

TSCA Section 6

B&C views the fee increases for EPA’s administration of TSCA Section 6 as the most controversial, not necessarily because of the intended increased costs, which are substantial (e.g., EPA-initiated risk evaluation from two payments resulting in $2,560,000 to two payments resulting in $5,081,000), but rather because of EPA’s decision making in the risk evaluations and its incorporation of new policy directions into its revised risk determinations. EPA has stated that its revisions to the final risk evaluations on eight of the “first 10” chemical substances and accompanying revised risk determinations are “supported by science and the law.” EPA spent the last year revisiting its risk determinations, with little change other than EPA’s conclusion about the “whole chemical.” EPA has not addressed weakness in the risk evaluations identified by commenters; nor has EPA addressed the weaknesses in EPA’s systematic review process identified by the U.S. National Academies of Science, Engineering, and Medicine’s (NASEM) review of EPA’s “Application of Systematic Review in TSCA Risk Evaluations.” NASEM’s review concluded that “The OPPT approach to systematic review does not adequately meet the state-of-practice [and] OPPT should reevaluate its approach to systematic review methods, addressing the comments and recommendations in this report.” The foregoing issues are troubling and are expected to be contested by regulated entities when EPA proposes its draft risk management rules on the “first 10” chemical substances. EPA did, however, state in the SNPRM that:

Although section 6 cost estimates were informed by risk management and risk evaluation activities for the first 10 chemicals, EPA will not be recovering fees for those chemicals.

Though this may seem like a hollow victory for potentially regulated entities, given EPA’s risk determinations on these substances, the intended fees for the EPA-initiated risk evaluations at least provide a baseline of deferred costs that may be allocated for disputing scientific and legal shortcomings when EPA issues the draft and final risk management rules. Moving forward, we anticipate that EPA will use the intended increased funding from the various risk evaluation costs to ensure that the above issues are addressed in its future risk evaluations on high-priority substances.

Conclusions

B&C recognizes that its position on the proposed fees increase in the SNPRM may not be well received by regulated entities. We note that the increased fees will aid with decreasing uncertainty in EPA’s decision making and its timely completion of evaluations on new and existing chemical substances and improve transparency and documents that meet the scientific standards under TSCA Section 26. There is also no question that EPA has the statutory authority to raise fees to recover 25 percent of its costs. B&C’s view is that commenters should focus on the distribution of the fees among the categories, proposed exemptions, and other aspects of the rule, including when manufacture or import must cease to avoid paying fees, rather than focusing on the magnitude of the fee increase.

We also hope that regulated entities will welcome EPA’s use of the best available science and weight of scientific evidence in its risk evaluations. As we discussed above, these statutory requirements have not been met in the “first 10” risk evaluations. We recognize that the deadlines for risk evaluations are not necessarily the critical issue for regulated entities, rather it is EPA’s unreasonable risk determinations, which are based on risk evaluations that were developed in a manner inconsistent with TSCA Section 6 and the implementing regulations. The increased fees under TSCA Section 6 should aid with addressing these issues.

Finally, B&C is optimistic that the SNPRM will provide EPA with the requisite funding to ensure its successful oversight of activities under TSCA. Despite our optimism, we do recognize that increased funding alone will not improve EPA’s administration of TSCA. To ensure success, EPA’s leadership will have to manage and lead this program properly. These latter components are critical and if the SNPRM is promulgated as, or as close to as proposed, the expectation on this Administration to produce results will be sky high.

Consultant Time Tracking Apps: How to Make the Most of Them And What to Avoid

Legal time tracking software is great for law firms, but what about consultants and freelancers? Consultant time tracking apps should allow you to easily and accurately capture your time. If you find yourself guessing your time, you may be losing out on revenue.

Accurate and reliable time tracking is arguably the most important metric a consultant or freelancer can track. If not done properly, inaccurate time tracking can lead to billable leakage, poor utilization rates, decreased productivity, and poor performance in the long term. If you’re using a time tracking app and you have the following red flags, you may want to take note.

Time Tracking Habits to Avoid

Red Flag #1: You Must Enter Your Time Manually

A common issue with consultant time tracking apps is manual time entry. Many apps rely on users remembering to track their time accurately. This may seem like a reasonable expectation at first, but it doesn’t take into account the other tasks a legal professional needs to handle.

Multitasking is a frequent occurrence in the legal industry, but there is a point where it goes too far and ends up impacting performance. Manual timekeeping isn’t as easy as it seems.

To dive into the science of it, psychologists Daniel Kahneman and Amos Tversky coined the term planning fallacy in 1977. Planning fallacy, in short, is the psychological phenomenon where people are optimistic in guessing how long a task will take to complete, underestimating the true number.

Kahneman expands on this idea in his book, “Thinking Fast and Slow.” In the book, Kahneman states that we struggle with time estimation for two reasons:

  1. We don’t consider how long similar tasks have taken us in the past.
  2. We assume or fail to account for barriers, challenges, or complications that will delay our plans.

The planning fallacy affects individuals, groups, and entire organizations.

The trouble with this is the fact that consultants and their clients are often unaware of the problem. As optimism bias clouds our judgment, we fall into the trap of assuming that our tasks will go well.

Manual time tracking and entry forces consultants to make the mistakes discussed above. Consultants enter their projections ahead of time, ensuring that they neglect previous tasks and the amount of time taken to complete them. Or, they reconstruct their time from memory, losing a significant amount of revenue due to faulty judgment, errors in thinking, and inaccurate estimates.

In a perfect time tracking world, you should be able to start and stop your tracking, while the app measures the amount of time you’ve spent on a specific task or tasks automatically. You shouldn’t be forced to reconstruct or project time, which is a recipe for disaster.

Manual time entry has a direct impact on the amount of revenue you’re able to generate — even if you bill at a flat rate. This is why it’s so important to track time correctly.

You should be able to edit your time if you need to make changes, track meetings, and convert them to time entries automatically. Look for this in a mobile consultant time tracking app.

Red Flag #2: Uniform Time Tracking

Time tracking requires granularity.

In an ideal consultant time tracking app, you should be able to track billable vs. non-billable work automatically — track employees, contractors, and third-party time. You should be able to easily differentiate between the various types of timekeeping (e.g., tasks, projects, meetings, etc.).

Unfortunately, many consultant time tracking apps force users into a timekeeping model that may not be best for their business. This isn’t ideal, as it requires more time and attention when it’s time to analyze time entries for billing, invoicing, or internal analysis.

Red Flag #3: No reporting or analytics for consultant time tracking

There are lots of options for time tracking software consultants can use. However, many of these don’t provide management with the data and intel they need to make good decisions. Good legal time tracking software enables consultants to answer the following questions:

  1. Where are we losing the most time?
  2. Which employees are most productive, and why?
  3. Which employees are the least productive, and why?
  4. Which projects, clients, or tasks are most productive or profitable?
  5. Which projects, clients, or tasks are minimally productive and unprofitable?
  6. What is my profit per employee, partner, client, etc.?

Why are these questions important? They give your business the clarity you need to answer higher-level questions like:

  • How do we avoid unprofitable clients in the future?
  • How do we attract more of the clients we want and none of the clients we don’t like?
  • What 20 percent of projects produce 80 percent of our revenue?
  • What 20 percent of clients produce 80 percent of our headaches, conflict, or concerns?

These questions provide clarity.

However, a comprehensive look at your time entries isn’t enough. You’ll need to be able to break your reporting down into actionable, bite-sized chunks you can use to grow your consultancy.

Many time tracking apps are generalists in the sense that they provide you with a limited set of data on your team’s performance. They don’t provide you with the level of granularity and analysis your consultancy needs to grow.

Why Is Time Tracking Valuable for Consultants?

Time tracking is valuable for consultants because it can be easily translated to money. While many organizations feel they’re on top of their time tracking, this isn’t always the case. If your consultant time tracking app has any of the red flags I’ve mentioned, it may be time to switch.

These red flags lead to billable leakage, poor utilization rates, decreased productivity and poor performance over the long term.

Consultants need reliable time tracking software in order to run a productive business.

As a consultant, you’re busy. The software you use should simplify everyday tasks and keep your law firm running without the hassle.

How to Confidentially Challenge a Women’s Business Enterprise (WBE) Certification

Women’s Business Enterprise (WBE) Certification is a valuable tool to help women-owned businesses secure additional contracts and business that they might not have otherwise secured. Despite a rigorous application process, occasionally someone discovers that a WBE is not legitimately women-owned and controlled.

If you suspect that a WBE certified through WBENC is not truly women owned and/or controlled, you can challenge the certification and maintain the confidentiality of your identity.

According to WBENC’s Standards and Procedures, a certification challenge must meet the following criteria to be considered:

1. Be in writing;
2. Be addressed to the Executive Director or President of the Regional Partner Organization (RPO) that certified the company; and
3. Include evidence challenging the WBE’s eligibility.

Next, the Executive Director or President of the RPO will determine, based on your submission, whether there is reason to evaluate the challenge further.

If they deem your challenge not credible, they will inform you in writing and the challenge will be closed. If you disagree, you can appeal that decision to the WBENC Board of Directors.

If your challenge is deemed credible, the RPO will notify the WBE that it is being challenged, with a summary of the reasons. The WBE then must provide information and/or documentation to refute the challenge, and the Executive Director or President will inform both the WBE and the challenging party, in writing, of the preliminary determination and provide the reasons. There may be an opportunity for hearing, and then a final determination will be made. Again, both parties are notified in writing of the decision, which may be appealed to WBENC.

From experience, the more detail your challenge provides and the more supporting evidence, the better your chances are of succeeding. It is not enough to simply say that you suspect the woman is not running the business. If such a challenge is important to you and/or your business, you may want to seek professional assistance in preparing your challenge materials.