Baiocco Confirmation Signals the Beginning of a New Paradigm at CPSC

Yesterday the U.S. Senate confirmed Dana Baiocco (pronounced “Bee Awe Co”) as a Commissioner for the U.S. Consumer Product Safety Commission with a term that runs through October of 2024. The confirmation took over eight months from Baiocco’s initial nomination last September and came over sixteen months into the Trump administration. Baiocco’s confirmation signals the shift to an eventual Republican majority at the CPSC for the first time since 2006.

Baiocco, a Republican, is replacing Democratic Commissioner Marti Robinson whose term expired in October of 2017. Robinson has remained on the Commission in a hold-over year but will roll off once Baiocco is sworn in as a Commissioner.

Once Baiocco is sworn in, the CPSC will be balanced equally with two Republicans and two Democrats. The Republicans will be Baiocco and Acting Chairman Ann Marie Buerkle. The two Democrats will be Commissioner, and former Chairman, Elliot Kaye and Commissioner Bob Adler.

The Senate is also still considering President Trump’s nomination of Acting Chairman Buerkle for the permanent Chairman position and a second term as Commissioner. Because Buerkle’s nomination has been pending since last July and she has been in the minority as Acting Chairman since last February, there has been growing unrest among and mounting pressure from major industry groups to swiftly push her nomination through the Senate.

The fifth Commissioner position, which became vacant after the departure of former Commissioner Joe Mohorovic last October, still remains open. President Trump is expected to nominate a new Republican Commissioner to fill this position soon. Once the fifth Commissioner is confirmed, the agency will have a Republican majority for the first time during Buerkle’s tenure as Chairman.

The CPSC issued a press release about Baiocco’s confirmation in which Acting Chairman Buerkle said “Ms. Baiocco brings to the Commission strategic experience in product safety, extensive knowledge of public policy with consumer products and a deep understanding of how companies can be proactive in improving the safety of their products.”

Baiocco also included a statement in the CPSC’s press release, stating:

I am honored to be joining an agency with an enduring and proud legacy of protecting consumers. At a time of ever more complex and technically advanced products coming to market, I look forward to working with the leadership of Acting Chairman Buerkle and the Commission to meet emerging challenges in product safety as well as ensuring that CPSC’s core mission of protecting the public is done in the most responsive manner.”

Anticipating Baiocco’s confirmation, Commissioner Robinson sent an agency wide email on Monday afternoon saying thank you to CPSC staff. Notably, the email did not say goodbye and, in her final blog post, she closed by saying: “Although my term as CPSC Commissioner is now coming to a close, I am not done advocating for safe consumer products. I look forward to continuing this conversation about safety and working with all stakeholders in the future.”

Lydia Turnier contributed to the post.

©1994-2018 Mintz, Levin, Cohn, Ferris, Glovsky and Popeo, P.C. All Rights Reserved.

MA SJC Rules on “Termination for Convenience” Provisions

In a recent decision, the Massachusetts Supreme Judicial Court ruled that governmental entities have great flexibility to terminate agreements with contractors where the agreement includes a “termination for convenience” provision. Many family-owned enterprises do business with the Commonwealth of Massachusetts or other governmental entities, and should be aware that the parties to those arrangements will have greater freedom to terminate these arrangements as a result of this decision.

In A.L. Prime Energy Consultant, Inc. v. Mass. Bay Transportation Authority(SJC 12370) (May 2, 2018), the plaintiff sued the MBTA over the MBTA’s termination of a contract to supply fuel oil. The contract contained a provision entitling the MBTA to terminate for convenience, and the MBTA notified A.L. Prime that it was terminating in order to obtain lower prices on the fuel oil from another contractor.  A.L. Prime argued that the “Federal” standard in such cases should be applied. The Federal standard provides that a governmental agency that terminates an agreement for convenience can be liable for damages where the termination constitutes bad faith or an abuse of discretion, and terminating simply to obtain a lower price was often determined as acting in bad faith.

The SJC rejected the plaintiff’s argument, and ruled in favor of the MBTA. The SJC held that the plain language of the agreement was controlling, and that the termination for convenience provision would stand on its own.  The Court also ruled that the termination did not constitute a breach of the implied covenant of good faith and fair dealing, based on the plain and unambiguous language in the agreement.

This ruling is significant for any entities that do business in Massachusetts with a governmental agency.

The decision is not specific to the product supplied (i.e., fuel oil), so contracts covering everything from building supplies to software development are now at risk.  Parties doing business with the government should focus on negotiating contractual provisions that eliminate the right to terminate for convenience, and in the alternative should aim to include language that provides for recouping breakage costs, lost profits, and non-cancellable expenses when the termination for convenience right is exercised.

© Copyright 2018 Murtha Cullina
This article was written by Mark J. Tarallo of Murtha Cullina

Ninth Circuit Certifies Questions to California Supreme Court Regarding Applicability of California Employment Laws to Mobile Workforce

In three separate cases involving airline employers, the U.S. Ninth Circuit Court of Appeals recently certified five questions to the California Supreme Court for guidance on whether California’s labor code provisions apply to non-residents who may be temporarily working in the state for an out-of-state employer because of the mobile nature of a company’s operations.  See Vidrio et al. v. United Airlines Inc. et al., (Case No. 17-55471); Ward v. United Airlines Inc., (Case No. 16-16415); and Oman v. Delta Air Lines Inc., (Case No. 17-15124).  The rulings by the California Supreme Court will be critical to airlines because their workforces inherently cross state lines, potentially requiring compliance with a patchwork of state laws and regulations.   The importance of these decisions reaches beyond the airline industry to any out-of-state employer that has employees who work, at least in part, in California and could arguably be subject to California’s employment laws.

The Vidario and Ward cases

In the consolidated Vidrio and Ward cases, unionized pilots and flight attendants working for United Airlines (“United”) sued their employer, alleging various wage and hour violations under California law even though they did not principally work in California.  Indeed, the undisputed statistics showed that the plaintiff classes worked only 12-17% of their working time in California or California airspace.

The Plaintiffs further alleged that United violated California Labor Code § 226 by issuing noncompliant wage statements.  Plaintiffs also brought a claim under the Private Attorneys General Act and sought penalties and other remedies under the California Labor Code.  The District Court certified the cases as class actions, then granted summary judgment in United’s favor after finding that the California Labor Code could not apply to employees who do not principally work in California and whose employer is not headquartered nor operating primarily in California.  Plaintiffs appealed to the Ninth Circuit, which heard oral argument in March 2018.

After considering the issues raised and the lack of controlling California precedent on the extraterritorial application of California law under these circumstances, the Ninth Circuit certified two questions to the California Supreme Court:

(1) Wage Order 9 exempts from its wage statement requirements an employee who has entered into a collective bargaining agreement (CBA) in accordance with the Railway Labor Act (RLA). See 8 C.C.R. §11090(1)(E). Does the RLA exemption in Wage Order 9 bar a wage statement claim brought under California Labor Code §226 by an employee who is covered by a CBA?

(2) Does California Labor Code §226 apply to wage statements provided by an out-of-state employer to an employee who resides in California, and pays California income tax on her wages, but who does not work principally in California or any other state?

The Oman case

In the Oman case, the Plaintiffs sued Delta Airlines (“Delta”) in federal court, alleging that Delta’s flight pay calculation for its non-union flight attendants violated California minimum wage law by failing to pay the minimum wage “per hour for all hours worked.” They argued that the flight pay formula impermissibly averaged a flight attendant’s wages for paid, productive time and unpaid, unproductive time. They also contended that Delta failed to pay their wages on time, in violation of California Labor Code § 204, and failed to issue them wage statements that complied with California Labor Code § 226.

The Plaintiffs sought to apply California law to their claims based solely on the location of their work – work that lasted only for hours and minutes, not days, in California. They argued that California Labor Code §§ 204 and 226 apply to any pay period in which they performed work in California and the California minimum wage law applied to any work performed in California, however short the duration.  The District Court granted summary judgment to Delta and Plaintiffs appealed.  Following oral argument, the Ninth Circuit determined that there was no controlling California precedent that answered the legal questions in the case.  Accordingly, the Ninth Circuit asked the California Supreme Court for guidance on three questions:

(1) Do California Labor Code §§ 204 and 226 apply to wage payments and wage statements provided by an out-of-state employer to an employee who, in the relevant pay period, works in California only episodically and for less than a day at a time?

(2) Does California minimum wage law apply to all work performed in California for an out-of-state employer by an employee who works in California only episodically and for less than a day at a time? See Cal. Labor Code §§ 1182.12, 1194; C.C.R, § 11090(4).

(3) Does the Armenta/Gonzalez bar on averaging wages apply to a pay formula that generally awards credit for all hours on duty, but which, in certain situations resulting in higher pay, does not award credit for all hours on duty? See Gonzalez v. Downtown LA Motors, LP, 155 Cal Rptr. 3d 18, 20 (Ct. App. 2013); Armenta v. Osmose, Inc., 37 Cal. Rptr. 3d 460, 468 (Ct. App. 2005).

Employer Takeaways

While the California Supreme Court is considering these questions, out-of-state employers with employees who work at least some of the time in California should carefully consider whether to comply with California’s labor and employment requirements.

© Polsinelli PC, Polsinelli LLP in California
This article was written by Michele Haydel Gehrke of Polsinelli PC

Supreme Court OKs Class Action Waivers in Employment Arbitration Agreements

It was a good start to the week for employers. That is because on Monday the U.S. Supreme Court issued its long-awaited decision in Lewis v. Epic Systems, and two other related cases, and held that class action waivers in employment agreements with arbitration clauses must be enforced as written. In reaching this conclusion the Court flatly rejected the National Labor Relations Board’s position that class action waivers are invalid because they violate an employee’s right to engage in protected concerted activity under Section 7 of the National Labor Relations Act (NLRA).

After six years of uncertainty, those employers with appropriate class action waivers in their employment agreements can breathe a collective sigh of relief. For all other employers, it may be time to reconsider whether an employment agreement that includes a class action waiver can reduce your liability exposure.

Background

The question of whether a class action waiver in an employment agreement is enforceable was addressed by the NLRB in its decision in D.R. Horton. There, the NLRB invalidated such clauses in employment agreements, holding that they violated employee rights to engage in protected concerted activities under Section 7 of the NLRA. On appeal, however, the U.S. Court of Appeals for the Fifth Circuit overruled the decision on two grounds. First, the Fifth Circuit found that the right to proceed collectively is a procedural, not substantive, right that can be waived. Second, the court found that the NLRB’s interpretation invalidating such waivers in employment agreements conflicted with the Federal Arbitration Act (FAA), which favors the enforcement of employment agreements. The Fifth Circuit reaffirmed its position in Murphy Oil USA, Inc.

In 2016, however, the Seventh Circuit and Ninth Circuits ruled the opposite. In Lewis v. Epic Systems Corp. and Morris et al. v. Ernst & Young LLP et al., the courts held that the right to proceed collectively is a substantive right that an employee cannot be forced to waive.

The Supreme Court’s Decision

The circuit split led to the U.S. Supreme Court granting certiorari on Epic SystemsErnst & Young, and Murphy Oil, and consolidating the cases. The majority decision, written by Justice Neil Gorsuch, held that:

  • Courts are required to enforce terms of employment agreements under the FAA, including terms requiring individualized arbitration.

  • The FAA’s savings clause, which permits courts to invalidate employment agreements “upon such grounds as exist at law or in equity for the revocation of any contract” only applies to contract defenses, such as “fraud, duress or unconscionability.”

  • There is no evidence that Congress intended for the NLRA to “override” the FAA.

  • Class actions are not concerted activities protected by Section 7 of the NLRA. Instead, Section 7 focuses on the right to “organize and bargain collectively” and it does not address (1) arbitration, (2) the right to bring class or collective actions; or (3) overriding the FAA.

  • The NLRB is not entitled to Chevron deference when it interprets the NLRA in a way that limits the purpose of other statutes such as the FAA.

This decision provides a powerful tool for employers that already have class action waivers in their employment agreements. Because the Supreme Court has now weighed in, the NLRB can no longer attempt to interfere in pending matters by ruling that the agreements are invalid. For those employers without an employment agreement that includes a class action waiver, it may be time to consider whether such agreements are appropriate for your business.

© 2018 Schiff Hardin LLP
This article was written by Lauren S. Novak of Schiff Hardin LLP

Required Notification to Be Beneficiary Under a Payment Bond

In State, County, or Municipal projects, payment bonds are typically required of the general contractor, as the commercial Construction Lien Law is inapplicable to these projects. Copies of the payment bond are always provided to the relevant government agency, as well as to all direct subcontractors or suppliers with whom the general contractor has directly contracted.

On the other hand, copies of the payment bond are not typically provided to other subcontractors or material suppliers with whom the general contractor does not have a direct contractual relationship. In general, a subcontractor who has a direct contract with a subcontractor to the general contractor, or a material supplier who likewise has a direct contract with a subcontractor to the general contractor has a right to bring a claim against the bond in the event of non-payment. Before they are able to bring such a claim against the bond, however, specific notifications are required relevant statute.

N.J.S.A. 2A:44-145 provides a detailed procedure that a potential beneficiary of the bond must follow in order to be entitled to bring a claim against the bond should there be payment issues in the future. If this procedure is not followed, the right to file a bond claim could be waived entirely by the subcontractor or material supplier. The statute specifically states that any person who may be a beneficiary of the payment bond, as defined in this article and who does not have a direct contract with the contractor furnishing the bond shall, prior to commencing any work, provide written notice to the contractor by certified mail or otherwise, provided that he shall have proof of delivery of same, that said person is a beneficiary of the bond. The statute further explains that if a beneficiary fails to provide the required written notice, the beneficiary shall only have the rights and benefits available hereunder from the date notice is actually provided. On the other hand, if notice is never provided no rights to claim to the bond will ever accrue.

As to delineated by the statute, this is a very simple notification requirement by any subcontractor or supplier who does not have a direct contractual relationship with the party who posted the bond. This is a simple procedural step that should be taken by any subcontractor or supplier on a state, county or municipal project. It is suggested that the notification be done via certified mail, or overnight mail with signature confirmation. Also, the timing of this notification should be done prior to performing any work or providing any materials to the project. Under such instances, this would entitle the subcontractor or supplier to bring a claim against the bond. Should this party fail to provide such notification, they may later provide it, however, they would be limited to bond claims only from the date of notification thereafter.

As such, it is important that a subcontractor or material supplier follow the relevant state law as to notification to the contractor who provided the payment bond. If this contractor or supplier has any questions, they should consult with an attorney who can assist them in this regard.

COPYRIGHT © 2018, STARK & STARK
This article was written by Paul W. Norris of Stark & Stark

A Ruling of Epic Proportions: Supreme Court Upholds Employment Class Action Waivers

On May 21, 2018, the Supreme Court ruled in Epic Systems Corp. v. Lewis that employees can agree to: (1) arbitrate employment disputes; and (2) waive their right to resolve those disputes through class and collective actions. This decision represents an epic victory for employers and may limit an employer’s financial exposure in employment disputes.

In Epic Systems Corp., Epic Systems required its employees to sign an arbitration agreement that included a class and collective action waiver. Employees who signed the agreement thus agreed to resolve their employment disputes through individual arbitration and also waived their right to participate in or receive benefit from any class, collective or representative proceedings.

An Epic employee, Jacob Lewis, signed such an agreement with Epic. After his employment ended and despite the agreement, Lewis filed a class/collective action against Epic, claiming he and other Epic employees had been denied overtime wages in violation of the Fair Labor Standards Act (FLSA) and Wisconsin wage and hour laws.

Epic moved to dismiss the claim and to compel arbitration, citing the arbitration/class waiver agreement. The district court denied Epic’s motions, stating that the waiver was unenforceable because it interfered with employees’ right to engage in “concerted activities” for “mutual aid or protection” under the National Labor Relations Act (NLRA).

On appeal, the Seventh Circuit Court of Appeals agreed with the district court, becoming the first appellate court to agree with the National Labor Relations Board’s (NLRB) 2012 position in D.R. Horton (previously discussed here and here) that such waivers were unenforceable. As a result, employers in Wisconsin, Indiana and Illinois have been bound by this ruling since 2016.

In a 5-4 opinion authored by Justice Neil Gorsuch, the Supreme Court overturned the Seventh Circuit and ruled that the NLRA did not grant employees a right to class or collective actions, nor did the waiver of class rights violate any provision of the NLRA. According to the Court, the NLRA does not address class/collective action issues. Instead, the NLRA focuses on collective bargaining issues. In short, the Court gave its approval to arbitration agreements that require resolution of employment disputes on an individual basis.

Employers who currently use arbitration agreements with their employees should consult with legal counsel to ensure those agreements meet their needs and preferred outcomes. For employers who do not currently use such agreements, the Epic decision provides a perfect opportunity to implement such agreements. Before making changes to existing agreements, relying on such agreements going forward or implementing new agreements, employers should consult with legal counsel to discuss the potential benefits and drawbacks of arbitrating employment disputes. With the Epic decision, however, employers now know for certain that they have class action waivers at their disposal.

 

Copyright © 2018 Godfrey & Kahn S.C.
This post was written by Rufino Gaytán of Godfrey & Kahn S.C.

Supreme Court Issues Pro-Employer Ruling on Class Action Waiver Issue

On May 21, 2018, the Supreme Court of the United States settled the contentious class action waiver issue that has riled courts for the past six years. In a 5-4 opinion, the Court upheld class action waivers in arbitration agreements. Relying heavily on the text of the Federal Arbitration Act (FAA) and “a congressional command requiring us to enforce, not override, the terms of the arbitration agreements before us,” the Court ruled that the FAA instructs “federal courts to enforce arbitration agreements according to their terms—including terms providing for individualized proceedings.” The Court also reasoned that neither the FAA’s savings clause nor the National Labor Relations Act (NLRA) contravenes this conclusion. Epic Systems Corporation v. Lewis, Supreme Court of the United States, Nos. 16–285, 16–300, 16–307 (May 21, 2018).

Background

In January 2012, the National Labor Relations Board ruled in D.R. Horton, 357 NLRB No. 184 (2012) that employers cannot use class action waivers in arbitration agreements with employees covered by the National Labor Relations Act. The Board reasoned such waivers limit employees’ rights under the NLRA to engage in “concerted activities” in pursuit of their “mutual aid or protection.” That holding appeared to put the Board on a collision course with Supreme Court precedent under the Federal Arbitration Act approving class action waivers; however, the Board reasoned the Supreme Court’s prior cases had never involved the NLRA and didn’t apply.

Most federal courts disagreed with the Board’s reasoning. In fact, the Fifth Circuit (in an appeal handled by Ogletree Deakins) refused to enforce the Board’s D.R. Horton decision. Scores of lower federal courts subsequently refused to follow the Board’s ruling, citing the Fifth Circuit’s rejection of it. Two other courts of appeals, the Second and the Eighth, similarly spurned the Board’s view.

Undeterred, the Board invoked its policy of not acquiescing to federal courts lower than the Supreme Court and adhered to its position in Murphy Oil USA, Inc., 361 NLRB No. 72 (2014). The Fifth Circuit again refused to enforce that decision.

Although dozens of federal and state courts continued to reject the Board’s rationale as inconsistent with the FAA, recently two courts of appeals went the other direction, creating a circuit split. The Seventh Circuit became the first federal appellate court to agree with the Board in Epic Systems v. Lewis in May 2016. The Ninth Circuit followed suit in August 2016 in  Ernst & Young LLP v. Morris, and, in 2017, the Sixth Circuit did so as well.

The six-year long standoff between the Board and most courts, and the more recent split between the Second, Fifth, and Eighth Circuits on one side and the Seventh, Ninth, and Sixth Circuits on the other, have left employers in a bind, as national and regional employers have found their practices subject to conflicting precedent depending on the circuit at issue.

On January 13, 2017, the Supreme Court agreed to take up the matter. With at least a half dozen petitions for certiorari pending on this class action waiver issue, the Court agreed to hear appeals in Murphy OilLewis, and Morris. The Court also consolidated the three cases. On October 2, 2017, the Supreme Court of the United States heard oral argument in the three consolidated cases.

The Supreme Court’s Decision

After a thorough examination of the FAA and Section 7 of the NLRB, the Court concluded that “the law is clear: Congress has instructed that arbitration agreements [] must be enforced as written. While Congress is of course always free to amend this judgment, we see nothing suggesting it did so in the NLRA—much less that it manifested a clear intention to displace the Arbitration Act.” The Court considered the argument that the FAA’s savings clause—which allows courts to refuse to enforce arbitration agreements “upon such grounds as exist at law or in equity for the revocation of any contract”—creates an exception on the basis that the NLRA renders class and collective action waivers illegal. Justice Gorsuch, relying on the Supreme Court’s 2011 AT&T Mobility LLC v. Concepcion decision, reasoned that this argument is flawed. The savings clause permits courts to invalidate agreements on the basis of contract defenses such as fraud and duress, the Court ruled, and not, citing Concepcion, on the basis of “defenses that apply only to arbitration”

The Court also rejected the argument that class action waivers are invalid under Section 7 of the NLRA. According to Justice Gorsuch, “[t]he notion that Section 7 confers a right to class or collective actions seems pretty unlikely when you recall that procedures like that were hardly known when the NLRA was adopted in 1935.” As a result, the Court reversed the judgments in Epic Systems and Ernst & Young and remanded the two cases for further proceedings consistent with the Court’s opinion. The Court also affirmed the judgment in Murphy Oil.

© 2018, Ogletree, Deakins, Nash, Smoak & Stewart, P.C., All Rights Reserved.

MURPHY V. NCAA: Supreme Court Update

It’s not every day that a Supreme Court decision gets covered not only in the pages of The New York Times, but also ESPN.com and Sports Illustrated. But Murphy v. NCAA (No. 16-476), which struck down the federal Professional and Amateur Sports Protection Act (PASPA) and opened the door (for now) to legalized sports betting across the country, is no ordinary decision. Beyond green-lighting a potential billion-dollar industry, the Court’s decision breathes new life into the anti-commandeering principle (once a favorite of states-rights conservatives and now suddenly popular on the Left) and highlights a divide among the justices with respect to the severability of unconstitutional statutory provisions. (We’re pretty sure it’s that last part that the sportswriters were interested in.) Because it’s a biggie, we’ll devote this entire missive to summarizing the Murphy decision, but we’ll be back tomorrow with summaries of the other decisions handed down this week.

Enacted in 1992, PASPA was borne out of a growing concern from legislators—most notably star basketballer and New Jersey Senator Bill Bradley—that if the trend of increased gambling extended to sports, it could have detrimental effects on young people and the integrity of the games. The Act made it unlawful for a State “to sponsor, operate, promote, license, or authorize by law or compact” a gambling or wagering scheme based on competitive sporting events. Just in case a State disobeyed, the law also made it unlawful for “a person to sponsor, operate, or promote” any sports-betting scheme pursuant to state law. However, PASPA did not make sports betting itself a crime, and was enforceable only by civil actions, which could be brought by the Attorney General, as well as sports leagues. It also contained a “grandfather” provision, permitting sports betting to continue in four states where it already existed, and it gave New Jersey—which was, at the time, considering proposals to legalize sports books—one year in which to legalize sports betting and benefit from the grandfather clause. But New Jersey dropped the ball on the one-year window. Nevertheless, two decades later the State decided to swing for the fences by enacting a law legalizing sports gambling, notwithstanding PASPA’s prohibition. After the major professional sports leagues and the NCAA successfully enjoined that legislative authorization, New Jersey called an audible and crafted a new law that did not technically authorize sports gambling, but instead repealed the existing state law prohibiting it. The NCAA and leagues sued again and the lower courts called New Jersey’s bluff, concluding that the repeal law violated PASPA in the same way a direct authorization of sports betting would. The State threw down its red challenge flag and the Supreme Court accepted the case for further review.

At the Supreme Court, one of our oldest and most storied legal rivalries was reignited: state vs. federal law. In the leagues’ corner, the well settled doctrine of federal preemption, long a staple of the playbook for arguing that federal law supersedes conflicting state law. On the opposite side, New Jersey placed its chips on the lesser known “anticommandeering” doctrine, which was once used to prevent the Feds from requiring States to enforce federal gun-control legislation and has been more recently touted by “sanctuary city” advocates who argue that States and municipalities are under no obligation to enforce federal immigration laws. Against the odds, the Supreme Court sided rather definitively with New Jersey, with seven justices agreeing that PASPA violated the anticommandeering doctrine, and no justice expressly disagreeing. (The dissenters were more miffed about severability than the Tenth Amendment.)

Writing for a majority including the Chief, Kennedy, Thomas, Kagan, Gorsuch (and mostly Breyer), Justice Alito acknowledged that “the anticommandeering doctrine may sound arcane,” but insisted that “it is simply the expression of a fundamental structural decision incorporated into the Constitution, i.e., the decision to withhold from Congress the power to issue orders directly to the States.” PASPA violates this principle, he concluded, because it “unequivocally dictates what a state legislature may and may not do.” Though the leagues and the United States argued that prohibiting States from enacting legislation is different from compelling them to enact legislation, Justice Alito rejected this argument with a Dikembe Mutumbo finger-wag, noting that the “distinction is empty.” Nor could the preemption doctrine save PASPA. Every form of preemption (express, conflict, field) is based on a federal law that regulates the conduct of private actors, not the States. The PASPA provision prohibiting state authorization of sports betting, on the contrary, “is not a preemption provision because there is no way in which [it] can be understood as a regulation of private actors.” It is, instead, a “direct command to the States,” which “is exactly what the anticommandeering rule does not allow.”

That left the second provision of PASPA, which prohibited “a person” from sponsoring a sports-betting operation, even if authorized by state law. This certainly would qualify as a preemption provision, in that it regulated private conduct, but Alito (now with a slimmer majority) concluded that the rest of the statute could not be severed from the unconstitutional authorization bar, because the provisions were meant to work hand-in-glove. “If Congress had known that the latter provisions would fall, we do not think it would have wanted the former to stand alone.”

It was the severability issue that sparked a volley of separate opinions. Justice Thomas first weighed in with a concurring opinion questioning the constitutional basis for the Court’s severability doctrine, which he considered to be in sharp tension with traditional limits on judicial authority. Because no party had raised the issue, Justice Thomas joined the majority opinion in full, but he called for a review of the severability doctrine was called for in some future case.

The dissenters also focused on severability—so much so that it’s not really clear they dissented from the majority’s anticommandeering holding. Though styled a “dissent,” Justice Ginsburg’s opinion (joined by Sotomayor) did not address the anticommandeering argument at all. Instead, she maintained that, even assuming that PASPA’s anti-authorization prohibition was unconstitutional, there was no reason “to deploy a wrecking ball destroying” the entire statutory scheme. Rather than strike down the entire statute, the dissenters would have severed the offending provision and permitted the rest of the law to effectuate Congress’s intent of “stopping sports-gambling regimes while making it clear that the stoppage is attributable to federal, not state, action.” Justice Breyer joined the opinion “in part,” but wrote separately to clarify that he concurred with the majority’s anticommandeering holding. Although he joined the majority opinion striking down the authorization bar, Breyer (like Ginsburg and Sotomayor) would have allowed the ban on private sponsoring of sports-betting schemes to remain in effect. As he explained, it is perfectly reasonable to assume that Congress intended that provision as an alternative means of achieving its goal of prohibiting the expansion of sports gambling. Because there was no constitutional impediment to its doing so through the private bar, Breyer would have preferred to hand New Jersey a “pyrrhic” victory.

Instead, the Court handed New Jersey—and other states that are betting on betting to shore up their coffers—a big win. That said, with the exception of Justice Thomas, every justice agreed that Congress could achieve its earlier goal of stopping sports betting through a direct ban, under the Commerce Clause. Given the stakes for the losers in Murphy—the NCAA, major sports leagues, and Nevada, among others—odds are good that there will be some serious lobbying for a direct federal ban. In legislation, as in sports, it ain’t over til it’s over.

 

© 1998-2018 Wiggin and Dana LLP
This post was written by Kim E. RinehartTadhg A.J. Dooley and David Roth of Wiggin and Dana LLP.

White House Eliminates Top Cybersecurity Position

On May 15, the White House announced that it was eliminating the position of Cybersecurity Coordinator at the National Security Council, the highest position at the White House devoted to Cybersecurity. While not unexpected, this move is significant.

Symbolically, eliminating this senior position arguably send a signal that this Administration is less focused on cybersecurity as a priority.

Functionally, it means there will be no single person in the White House accountable to the President and the National Security Advisor on cyber issues.

Administratively, and perhaps most significantly, the White House’s ability to coordinate cybersecurity among the agencies, arbitrate disputes, and set direction for policy initiatives government-wide will likely be degraded.

While the White House is explaining the move by saying it will streamline management, increase efficiency, reduce bureaucracy and raise accountability, in the short run at least it seems likely to sow some confusion and increase the criticism of federal cybersecurity policy that has already gone on for several years.

Putting it Into Practice: Any hopes companies harbored for increased clarity and leadership from the Administration on cybersecurity seem to be fading. Companies will have to spend more time monitoring the cybersecurity initiatives and requirements of individual agencies, which will likely become less coordinated going forward.

Copyright © 2018, Sheppard Mullin Richter & Hampton LLP.

Significant Changes in Store for New York Employers When It Comes to Sexual Harassment

Mayor Bill de Blasio signed the “Stop Sexual Harassment in NYC Act” into law last week. The Act brings sweeping changes that affect all New York City employers. These are among the most notable:

  • Effective immediately, sexual harassment is considered a form of discrimination under the New York City Human Rights Law (NYCHRL).

  • Effective immediately, the NYCHRL covers all employers, regardless of the number of employees, with respect to claims of sexual harassment.

  • Effective immediately, the statute of limitations for filing a gender-based harassment claim with the New York City Commission on Human Rights (NYCCHR) is increased from one year to three years.

  • Starting September 6, 2018, all employers must display a new anti-sexual harassment poster, as designed by the NYCCHR, which defines sexual harassment and how to report it. As of today, that poster is not yet available.

Additionally, starting April 1, 2019, all private employers with 15 or more employees must conduct mandatory annual sexual harassment training. Training requirements are quite specific and somewhat similar to California’s state law requirements. Notably, the trainings must explain what sexual harassment is by using examples, and explain the process for both internal complaints and for filing complaints with the New York State Division of Human Rights and the U.S. Equal Employment Opportunity Commission. Employers must keep records verifying that training was completed, including signed employee acknowledgement, for three years.

The amendments to the NYCHRL make it one of the furthest-reaching anti-sexual harassment laws in the country, and come in the wake of the #MeToo movement and significant amendments to the New York State Human Rights Law (NYSHRL) designed to address sexual harassment. The NYSHRL amendments, which affect all employers in New York state, include:

  • a prohibition on confidential settlement agreements in sexual harassment claims, unless confidentiality is requested by the alleged victim;

  • newly created employer liability for independent contractors and certain other non-employees for sexual harassment when the employer, its agents, or supervisors were aware of the harassment of the non-employee and failed to take “immediate and appropriate corrective action.”

  • a prohibition on employers requiring employees to enter into mandatory arbitration agreements for sexual harassment claims, except where federal law permits employers to require arbitration; and

  • a requirement that employers have a sexual harassment prevention policy and mandatory annual training program. The bill requires the state Department of Labor, in collaboration with the Division of Human Rights, to promulgate a model sexual harassment prevention policy and training program for employers. Employers will be required to either adopt the model policy and training program or a policy and program that meet or exceed minimum standards set forth in the legislation and the policy and program developed by the state.

Copyright © by Ballard Spahr LLP