USDA Removes Standard for “Jambalaya”

On May 29, 2019, the USDA Food Safety and Inspection Service (FSIS) announced in a letter that it will remove the entry for Jambalaya from the Food Standards and Labeling Policy Book (Policy Book).  The change came in response to a 2013 petition from Zatarain’s, a Louisiana-based food company owned by McCormick & Company, Inc., that requested FSIS revise the entry for Jambalaya in the Food Standards and Labeling Policy Book.  The previous Policy Book entry for Jambalaya stated “[p]roduct must contain at least 25 percent cooked ham and one other meat or seafood must be included.  A New Orleans dish involving rice and ham and usually tomatoes (shrimp or other shellfish, other meat or poultry), together with seasonings.  Must show true product name, e.g., ‘Ham and Shrimp Jambalaya.’”

Zatarain’s petition stated Jambalaya is a dish with ingredients that vary greatly, and consumers do not always expect Jambalaya to contain ham and tomatoes.  It went on to say Creole Jambalaya recipes usually have tomatoes but Cajun recipes usually do not, and some Jambalayas contain chicken and shrimp while others have sausage and onions.  The petition included Jambalaya recipes and statements from several New Orleans chefs, all of which indicated Jambalaya includes a heavy portion of rice, but the chef can choose what kind of protein to include, if any.  The petition proposed FSIS revise the Petition Book entry to say the dish can contain meat, seafood, and/or vegetables, but that it must be comprised of at least 50% rice.  The New Food Economy  published an article with more on the chefs that supported the petition and the history of Jambalaya.

Instead of revising the entry, FSIS removed it from the Policy Book entirely.  FSIS states that for a product to now be labeled as Jambalaya, it must have “amenable levels” of meat or poultry and must state the common or usual name on the label.  Removing the entry from the Policy Book is in keeping with a general movement away from standards that restrict innovation and will accommodate the many variations of Jambalaya in the marketplace, including those without any ham.  The final policy is included in the May 31, 2019 Constituent Update.

 

© 2019 Keller and Heckman LLP
Read more food and FDA news on our Biotech and Food type of law page.

U.S. Agencies Implement Latest Trump-Cuba Policy Changes

On May 30, 2019, the Office of Foreign Assets Control (OFAC) amended the Cuban Assets Control Regulations (Cuba Regulations), 31 C.F.R. Part 515 (2019), removing authorization for group people-to-people education travel to Cuba. Certain previously authorized group people-to-people education travel may continue to be authorized under a grandfathering provision that will also be added to the regulation. The revisions are effective as of June 5, 2019.

Importantly, the revocation reflects the Trump administration’s significant shift in policy towards Cuba, as the revisions implement changes restricting non-family travel first announced by National Security Advisor John Bolton in an April 17, 2019, foreign policy address. Under an earlier tightening of restrictions in 2017, OFAC had only restricted the General License for group people-to-people travel to require such travel be conducted by organizations subject to U.S. jurisdiction (see previous GT Alert, U.S. Implements President Trump’s Cuba Policy), while this latest move removes the authorization entirely.

Previously authorized group people-to-people travel will be eligible for continued authorization under the grandfathering provision if the traveler has already completed at least one travel-related transaction (such as purchasing a flight or reserving an accommodation) prior to June 5, 2019.

In conjunction with the above, the Bureau of Industry and Security (BIS) amended the Export Administration Regulations (EAR) license exceptions and its licensing policies to “generally prohibit non-commercial aircraft from flying to Cuba and passenger and recreational vessels from sailing to Cuba.”

The License Exception Aircraft, Vessels and Spacecraft (AVS) in EAR § 740.15 has been amended by BIS to remove private and corporate aircraft, cruise ships, sailboats, fishing boats, and other similar aircraft and vessels from eligibility for the license exception. This means that all such aircraft and vessels subject to the EAR may no longer be exported or reexported to Cuba under the AVS exception, and operators will instead need to apply for a BIS license.

The following types of aircraft and vessels remain eligible for License Exception AVS: 1) commercial aircraft operating under Air Carrier Operating Certificates and other Federal Aviation Administration certificates; 2) authorized air ambulances; and 3) cargo vessels for hire for use in transportation of separately authorized items.

Parties that intend to travel to Cuba or to provide Cuba-related transportation services should carefully review the revised regulations to determine whether the new measures impose licensing requirements or other compliance obligations. Parties with previously scheduled group people-to-people travel to Cuba may wish to check the dates of their travel-related transactions and confirm that at least one purchase was made prior to June 5, 2019.

Although these latest revisions do not affect the remittance allowances permitted under the Cuba Regulations, Ambassador Bolton specifically mentioned in the April 17 speech that new restrictions on remittances will be forthcoming. Interested parties should, therefore, expect the restrictions on remittances to be implemented in the near future.

 

©2019 Greenberg Traurig, LLP. All rights reserved.

The California Consumer Privacy Act Series Part 1: Applicability

California’s new privacy law, the California Consumer Privacy Act (the “CCPA”), goes into effect on January 1, 2020.  It is the most expansive state privacy law in U.S. history, imposing GDPR-like transparency and individual rights requirements on companies.  The law will impact nearly every entity that handles “personal information” regarding California residents, including (at least for now) employees.  An overview of the CCPA’s applicability is set forth below.

Who will the CCPA impact?

Most of the CCPA’s obligations apply directly to a “business,” which is an entity that:

  1. Handles “personal information” about California residents;
  2. Determines the purposes and means of processing that “personal information”; and
  3. Does business in California, and meets one of the following threshold requirements:

(a) Has annual gross revenues in excess of $25 million;

(b) Annually handles “personal information” regarding at least 50,000 consumers, households, or devices; or

(c) Derives 50% or more of its annual revenue from selling “personal information.”

However, “service providers” that handle “personal information” on behalf of a business and other third parties that receive “personal information” will also be impacted.  As currently written, however, the CCPA does not apply to non-profit organizations.

The CCPA’s three threshold requirements seem relatively straightforward, yet upon examination raise additional questions that will need to be clarified down the road.  For example:

  • Does the 50,000 devices threshold cover devices of California residents only, or apply more broadly?
  • Is the $25 million annual revenue trigger applicable only to revenue derived from California or globally?
  • What timeframe do businesses who suddenly find themselves within the CCPA’s ambit have to bring themselves into compliance with its provisions?

What is “personal information” as defined in the CCPA?

The CCPA defines “personal information” broadly in terms of (a) types of individuals and (b) types of data elements.  First, the term “consumer” refers to, and the CCPA applies to data about, any California resident, which ostensibly includes website visitors, B2B contacts and (at least for now) employees.  It is not limited to B2C customers that actually purchase goods or services.  Second, the data elements that constitute “personal information” term include non-sensitive items that historically have been less regulated in the U.S., such as Internet browsing histories, IP addresses, product preferences, purchasing histories, and inferences drawn from any other types of personal information described in the statute, including:

  • Identifiers such as name, address, phone number, email address;
  • Characteristics of protected classifications under California and federal law;
  • Commercial information such as property records, products purchased, and other consuming history;
  • Biometric information;
  • Internet or other electronic network activity;
  • Geolocation data;
  • Olfactory, audio, and visual information; and
  • Professional or educational information.

Does the CCPA have any exemptions?

The CCPA will apply to a broad number of businesses, covering nearly all commercial entities that do business in California, regardless of whether the business has a physical location or employees in the State.  However, there are some nuanced exemptions.

As a general matter, the exemptions are based on the types of information that a business collects, and not on the industry of the business collecting the information.  These include information that is collected and used wholly outside of California, subject to other state and federal laws, or sold to or from consumer reporting agencies.  Specifically, the excluded categories of “personal information” include:

      1. Activity “wholly outside” California

The CCPA does not apply to conduct that takes place “wholly outside” of California, although it is unclear how such an exemption will apply in practice.  The statute provides that this exemption applies if:

  • The business collects information while the consumer is outside of California;
  • No part of the sale of the consumer’s “personal information” occurs in California; and
  • No “personal information” collected while the consumer is in California is sold.

Determining when a consumer is outside of California when his or her “personal information” is collected will be challenging for businesses.  For example, given that an IP address is expressly included as “personal information” under the law, is a business supposed to do a reverse-lookup to determine whether an individual’s IP address originates in California?

      1. Data subject to other U.S. laws

While the CCPA exempts certain types of information subject to other laws, importantly it does not exempt entities subject to those laws altogether.  Entities subject to these laws are also not exempt from the CCPA’s statutory damages (i.e., no injury necessary) provisions relating to data breaches.  Likewise, some types of information (clarified below) are not exempt from the data breach liability provision.  At a glance, these exemptions appear helpful; however, they may end up making operationalizing the law even more difficult for certain entities.  For example:

  • Protected Health Information (“PHI”) and “Medical Information.” The CCPA exempts all PHI collected by “covered entities” and “business associates” subject to HIPAA and “medical information” subject to California’s analogous law, the Confidentiality of Medical Information Act (“CMIA”).  It also exempts any patient information to the extent a “covered entity” or “provider of health care,” respectively, maintains the patient information in the same manner as PHI or “medical information.”  However, many of these entities and their “business associates” collect information beyond what is considered PHI, such as employment records, technical data about website visitors, B2B information, and types of research data.  This data may not be eligible for the CCPA exemption.
  • Clinical Trial Information. The CCPA exempts information collected as part of a clinical trial subject to the Federal Policy for the Protection of Human Subjects, also known as the Common Rule.
  • Financial Information. Information processed pursuant to the Gramm-Leach-Bliley Act (“GLBA”) or the California Financial Information Privacy Act (“CalFIPA”) is exempt from the CCPA.  Much like the health-related exemption, this rule does not exempt entities subject to these laws altogether from its requirements to the extent an entity is processing information not expressly subject to GLBA/CalFIPA.  This particular exemption does not apply to the data breach liability provision.
  • Consumer Reporting Information. The CCPA exempts information sold to and from consumer reporting agencies if that information is reported in, or used to generate, a consumer report and use of that information is limited by the Fair Credit Reporting Act.
  • Driver Information. The CCPA also exempts information processed pursuant to the Driver’s Privacy Protection Act of 1994 (“DPPA”).  Importantly, entities subject to this law are not altogether exempt and this exemption does not apply to the data breach liability provision.

Moreover, the differences in definitions of relevant terms (e.g., “personal information” under the CCPA versus “nonpublic personal information” under GLBA) are important to consider when assessing relevant obligations and could result in institutions being only partially exempt from CCPA compliance.

 

© Copyright 2019 Squire Patton Boggs (US) LLP
This post was written by India K. Scarver and Elliot Golding    of Squire Patton Boggs.         

Trade Trouble – East, West, and South, But North is Settled For Now!

Agriculture Secretary Perdue recently stated the trade damages to be addressed in a new round of farm aid is $15 to $20 billion! The general press is replete with stories about how, as these tariffs continue, companies are making sourcing changes that will be hard to reverse. So, what is the latest news?

First, there is trade with China. It seems clear that unless there is a breakthrough at the G-20 meeting in Tokyo, or shortly thereafter, the anecdotal headaches we hear about will get far more costly. The American Chamber of Commerce in China and the American Chamber of Commerce in Shanghai conducted a survey before List 3 was announced. Even at that point, American companies operating in China acknowledged higher production costs, decreased demand for products, reduced staffing, reduced profits, increased inspections at importation, increased bureaucratic oversight and regulatory scrutiny, slower approval of licenses and permits, higher product rejections, and increasing plans to relocate (but not back to the U.S.).

On a point one can consider only marginally helpful, those with goods on List 3 now have until June 14th to file their entries. To be clear, the goods still must have left China before May 10, and the entry filed no later than June 14th for the 10% to apply. Otherwise, you pay the 25%.

On a somewhat more positive note, if you found the May 21, 2019 Federal Register notice, it published the submission by the U.S. Trade Representative (USTR) to the Office of Management and Budget of a request for expedited approval of a form to be used for List 3 exclusion requests. In that notice, USTR stated it expected the window to open for List 3 exclusion requests around June 30, 2019, which is 10 days after the Tokyo G-20 meeting. If they have not already done so, companies would be wise to start the data gathering process. Among the information to be submitted are product details, whether the product or one comparable can be purchased in the U.S. or other sources outside China, the value and quantity of the product imported in 2017, 2018 and Q1 2019 distinguished by sourcing from China, other third countries and domestically, the degree of severe economic harm caused by the tariffs, and whether or not the applicant submitted any exclusion requests regarding products on List 1 or 2. Those who have prepared exclusion requests for goods on Lists 1 and 2 will instantly recognize the data requirements.

Complicating U.S.-China relations further, on May 15, 2019, a Presidential Document was issued entitled Securing the Information and Communications Technology and Services Supply Chain. It forms the framework permitting the Administration to name companies barred from doing business with U.S. entities on national security grounds. On May 21, 2019, the Bureau of Industry and Security published a Federal Register notice adding Huawei Technologies Co., Ltd. and various affiliates (68 in total) to the Entity List on the ground there is reasonable cause to believe that Huawei “has been involved with activities contrary to the national security or foreign policy interests of the United States.” A May 22, 2019 Federal Register notice reversed that position and issued a Temporary General License effective between May 20, 2019 and August 19, 2019 for these same entities. See Supplement 7 to 15 CFR part 744.

Underscoring that tit-for-tat is very real, China announced on June 1, 2019 the creation of its own “unreliable” entities list. The initial rollout of this new policy took the form of a press briefing. That coverage made clear the criteria which China will rely upon is typically opaque: “foreign enterprises, organizations and individuals could land on this list because they do not obey market rules, violate contracts and block or cut off supply for non-commercial reasons, severely damage the legitimate interests of Chinese companies” or “pose a threat or potential threat to national security.” Almost immediately thereafter, it was announced that FedEx is under investigation in China for misdelivering some packages for Huawei (including returning them to sender or improperly routing them to the U.S.). China stated the purpose of the “unreliable entities list” was to “protect international economic and trade rules and the multilateral trading system, to oppose unilateralism and trade protectionism, and to safeguard China’s national security, social and publish interests,” according to a Ministry of Commerce spokesman.

Then there is the issue of China’s supply of rare earth minerals. China’s official press points out it is only a matter of time before China rolls out a plan to severely limit its exports of these metals which are used to make a variety of electronic products or accessories (including lithium batteries) along with items for U.S. military purposes such as to manufacture night vision goggles, precision-guided weapons and communications/GPS equipment. The latest numbers show that 52% of these metals are found in China and Russia (neither is exactly a friend to the U.S. right now), whereas 18% can be found in Brazil, but only about 1% in the U.S.

Add to this the announcement on May 30th, there will be tariffs imposed on “all goods imported from Mexico.” Even a few days later the most basic questions remain unanswered. Does this statement literally mean all goods from Mexico? What about American products returned which are duty free because unchanged? How about American products used to assemble the final product in Mexico but qualifying for duty free on the American components in the final product? [For you trade nerds – think 9801 and 9802.] What about goods which are of not of Mexican origin? Or are NAFTA qualifying?

Right now, all we have is the timeline – 5% on June 10%, 10% on July 1, 15% on August 1, 20% on September 1 and 25 % on October 1. Every indication right now is these tariffs will be imposed. Then the question becomes: are there grounds on which the tariffs would be removed? The only answer we have right now is if Mexico does “enough” to satisfy President Trump that all reasonable action was taken to stem the tide of migration, the tariffs would be removed. However, the determination as whether “enough” has been done is solely within the discretion of the President in the current proposal.

Having declared in February 2019 the migration situation at the U.S. southern border to be a matter of national security, President Trump has chosen now to invoke IEEPA to support the current action. IEEPA is the International Emergency Economic Powers Act, see 50 U.S.C. 1701 et seq. It authorizes the President to act in the national security interest of the country if dealing with “any unusual and extraordinary threat, which has its source in whole or substantial part outside the United States.”

 Article 302 of NAFTA as currently enacted provides: “… no Party may increase any existing customs duty, or adopt any customs duty, on an originating good.” In other words, the imposition of this additional tariff on NAFTA-qualifying goods violates NAFTA and presents yet another reason why a precisely-worded policy is needed and a claim is possible. Can we also expect a World Trade Organization claim, assuming the bilateral discussions between the two countries do not diffuse the situation?

How does any of this help hardworking American business owners (of any size and in any industry) to keep their companies operating and profitable? This situation makes us all wonder how long it will take for the American public to wake up and realize China and Mexico are not paying these tariffs?

 

© 2019 Mitchell Silberberg & Knupp LLP
This post was written by Susan Kohn Ross of Mitchell Silberberg & Knupp LLP.
Read more on Trade on our Antitrust and Trade Regulation Page.

FWS Proposes New Conservation Measures in Advance of Potential Monarch Butterfly Listing

The Monarch Butterfly is a species of concern, but not currently “listed” as a threatened or endangered species under the Endangered Species Act. In advance of the potential, and some would say likely, listing of the Monarch Butterfly, the U.S. Fish and Wildlife Service (“FWS”) has published for public comment a program it hopes will attract landowners and developers in the butterfly’s anticipated habitat who wish to avoid future regulatory concerns related to the eventual listing of the butterfly. The program is available for public comments until June 14, 2019. More information on the program can be found here.

If accepted, non-federal landowners can voluntarily agree to undertake land management activities to support the conservation of the butterfly in exchange for assurances that no additional conservation measures or land, water, or resource use restrictions will be imposed under the Endangered Species Act. Benefits of this voluntary program include incidental take authorization should the butterfly become a listed species and positive public relations.

Examples of the proposed conservation measures include:

  1. Establishing and using native seed mixes containing a diversity of wildflowers including milk weed,

  2. Minimizing use of grazing in monarch habitat during peak breeding and migration periods,

  3. Removing woody plants in densely covered shrub areas and invasive plant species to promote grassland habitats,

  4. Sustaining idle lands with suitable habitat, and

  5. Using conservation mowing to enhance floral resources and habitat.

Please note the agreement includes activities supporting the operations of existing rights of ways and associated lands but not the construction of new pipelines.

 

© Steptoe & Johnson PLLC. All Rights Reserved.
This post was written by Laura M. Goldfarb of Steptoe & Johnson PLLC.
Read more Environmental news on our environmental type of law page.

DACA Program Continues as U.S. Supreme Court Declines to Expedite Consideration of Cases

The “Dreamers” have received another reprieve from the U.S. Supreme Court.

DACA litigation has been in the news since September 2017, when then-Attorney General Jeff Sessions announced the DACA program would be terminated. In response to that announcement, multiple lawsuits were filed in federal courts in California, New York, Maryland, Texas, and the District of Columbia, resulting in multiple nationwide injunctions blocking the termination of the program. Indeed, the injunctions have forced USCIS to continue granting DACA renewals.

According to Vice President Mike Pence, the Trump Administration is looking for a way to prevent U.S. District Courts from imposing nationwide injunctions. In a speech in May, he said these injunctions are “judicial obstruction.” Absent relief from these injunctions, the Administration is attempting to expedite review of pending cases that are blocking its policies.

For instance, the Administration attempted to force the Supreme Court’s early consideration of the DACA cases in early-2018, which the Court rejected. At the end of May 2019, the government again sought to expedite the case by filing a brief urging the Court to decide whether to grant review by the end of this term, i.e., by June 24, 2019. The Administration argued, “The very existence of this pending litigation (and lingering uncertainty) continues to impede efforts to enact legislation addressing the legitimate policy concerns underlying the DACA policy.” But that argument did not prevail. On June 3, 2019, the Court rejected the Administration’s request.

The Court probably will not even consider reviewing the DACA cases until the fall and, if it grants review, a decision might not come down until sometime in 2020.

For now, the “Dreamers” can continue to renew their status, but they also will have to continue to live with the uncertainty. There is always the possibility that Congress will pass legislation that might provide a permanent solution for the “Dreamers,” but the legislative route has been bumpy. While numerous deals have been proposed regarding a DACA solution, stumbling blocks continue to appear in the form of unacceptable “quid pro quos.” Indeed, DACA was even a pawn in the most recent government shutdown.

Jackson Lewis P.C. © 2019

This post was written by Forrest G. Read IV of Jackson Lewis P.C.

Get updates on Immigration and the Dreamers on our Immigration type of law page.

It’s Not Just A Game – Addressing Employment Law Issues in Esports

The vast video gaming ecosystem is comprised of a wide range of stakeholders, including game publishers, professional and amateur teams, leagues, tournament and event organizers, broadcasters and other media distributors, sponsors and advertisers. And, last but not least (as this is a labor and employment law blog), there are the skilled players who are central to the growth of competitive video gaming known as esports.

While professional leagues, competitions, and teams of players form around various game titles such as OverwatchLeague of LegendsCall of Duty, and Fortnite, legal risks often rise in lockstep with commercial growth and opportunity. Those legal risks can become heightened for nascent businesses that myopically focus on revenue and growth, while giving little attention to the operational aspects of how that business will grow. Indeed, the internet landscape is littered with warnings to industry stakeholders about various legal issues they should – but may not – be considering as they endeavor to grow their businesses and operations. These issues include, for example, data privacy and the use and protection of intellectual property. Invariably, labor-management relations and other workplace and employment-related issues are found at or near the top of every list.

As team operators hire players to compete in leagues and other competitions, they are submitting themselves – perhaps unwittingly – to a panoply of labor and employment laws and regulations that may govern the team-player relationship. In a prior post, we addressed the culture of gaming and the challenges of conforming the behavior of players and other team personnel to workplace laws concerning sexual harassment and other forms of prohibited employment discrimination.

Recently, workplace issues in esports were back in the spotlight when one of the world’s most recognized professional Fortnite players, Turner Tenney (known as “Tfue”), filed a lawsuit against his esports team, FaZe Clan, in a California court. In his lawsuit, Tfue seeks to undo his allegedly oppressive three-year contract with the team and asserts that the team unlawfully deprived him of business opportunities and failed to pay him his share of team sponsorship revenues. Central to the case are the personal branding opportunities that Tfue claims to be unfairly missing and are somewhat unique to professional gamers, who, outside of competitive gaming activities, spend hours connecting with and creating media content for millions of fans and followers through internet streaming platforms like YouTube and Twitch.

While the merits of the Tfue-FaZe Clan case are uncertain and difficult to assess, it does highlight the varied and complex legal issues bound up in the team-player relationship. Those issues are critically driven by whether the team does (or should) engage the player as an independent contractor or as an employee. Improperly classifying a player as an independent contractor can trigger significant legal issues and problems for a team relating to income and employment tax withholding, wage and hour laws, workers’ compensation and other benefits, media and intellectual property rights, unionization and unfair labor practices, and control of player business and sponsorship activities and other conduct.

The worker classification question is only the beginning. Additional concerns relating to the engagement of players by teams include the impact of child labor laws as to players who are under the age of 18 (and there are many such players in professional gaming), as well as cross-border considerations, including immigration laws and the procurement of visas for foreign players competing in the United States and for American players competing abroad.

Irrespective of its merits, the Tfue-FaZe Clan case should serve as a wake-up call for esports and the larger video gaming industry. It is a reminder that commercial and revenue growth is best built on the creation – not at the expense – of a proper operational and legal business foundation. Carefully constructing or reassessing player contractual relationships should be part of that proper foundation. To do that requires input from sophisticated legal counsel and business advisors, preferably before the potential storm clouds form and unleash their fury. As President John F. Kennedy once wisely said, “The time to repair the roof is when the sun is shining.”

 

© 2019 Foley & Lardner LLP
This post was written by Jonathan L. Israel of Foley & Lardner LLP.
Read more on Labor and employment issues on our employment type of law page.

State Attorney Generals Brace for Battle with Department of Labor Over Newly Proposed Federal Overtime Salary Exemption Threshold

After the March 7, 2019 unveiling by the U.S. Department of Labor (“DOL”) of its long- awaited proposed rule, which would make more workers eligible for statutory overtime  pay, the attorneys general (“AGs”) of 14 states and the District of Columbia announced on May 21, 2019 that they oppose DOL’s proposed rulemaking. Included among the states opposing DOL’s proposal are New Jersey and New York.

The existing annual salary overtime exemption threshold under the Fair Labor Standards Act (“FLSA”) is $23,600 for full-timers (or $455 per week). Employees who are paid below that salary must be paid overtime if they work more than 40 hours per week. The FLSA salary threshold test has not changed since 2004.

DOL’s newly proposed rule, characterized as an Executive Order 13771 “deregulatory action,” would, among other things, increase the qualifying salary threshold for overtime exemption to $35,308 annually for full-time workers (or $679 per week). In doing so, the rule, if promulgated, would effectively convert an estimated one million workers to hourly wage status and qualify them for time-and-one-half overtime pay for hours they work in excess of 40 in a given workweek.

The newly proposed rule also would clarify the type of compensation (such as payments made for vacations, holidays, illness, or failures to provide sufficient work) which would be excluded from the definition of an employee’s “regular rate” for purposes of calculating whether overtime pay is due, and increase the total annual compensation threshold for “highly compensated employees” (for whom overtime wages generally need not be paid) from $100,000 to $147,414 annually.

The proposed new rule stands in sharp contrast to the final rule promulgated by DOL during the Obama Administration in 2016, which would have raised the annual salary exemption threshold to $47,476 for full-timers (or $913 per week) and require automatic adjustments to the salary threshold standard every three (3) years. However, on November 22, 2016, a federal district court in Texas held that that rule was inconsistent with Congressional intent and issued a nationwide injunction staying its implementation. On October 30, 2017, DOL appealed the district court’s summary judgment decision to the Fifth Circuit Court of Appeals. On November 6, 2017, the appellate court granted the Government’s motion to hold the appeal in abeyance while DOL reexamined the salary threshold test.

The AGs argue that the proposed rule does not go far enough, championing instead the Obama-era 2016 Final Rule, which would have made roughly four million workers newly eligible for overtime pay. In the May 21, 2019 letter signed by each of the AGs, they contend, among other arguments, that the newly proposed rule would be arbitrary and capricious, and therefore unlawful under the  federal  Administrative Procedure Act, because it would unreasonably institute a markedly lower salary threshold level and improperly eliminate mandated periodic reviews of the salary threshold standard. Meanwhile, Congressional Democrats have announced plans to introduce legislation that would revive the Obama-era salary exemption threshold.

On March 29, 2019, DOL published its newly proposed rule, triggering a 60-day public comment period that expired May 28, 2019. Presumably, DOL will be reviewing the comments it received and publishing its final rule, though the final rule’s promulgation date is uncertain. Given the anticipated political and judicial battles over what the new threshold should be, it is not clear what overtime salary exemption threshold ultimately will emerge.

Takeaways for Employers

  • Employers should closely monitor administrative, judicial and legislative developments relating to the proposed increase in the salary exemption overtime threshold.

  • An increase in the threshold is likely, though the amount of the increase and the effective date of same remain uncertain.

  • Once the threshold is increased, certain employees previously exempt from overtime will be eligible for hourly overtime pay depending on what dollar amount is established as the new salary threshold standard, and employers will be required to maintain time worked records for those newly converted hourly employees.

  • In anticipation of the change in the threshold amount, employers should begin the process of identifying job classifications that potentially may be impacted by a change in the salary exemption standard.

© Copyright 2019 Sills Cummis & Gross P.C.
This post was written by Clifford D. Dawkins, Jr. and David I. Rosen of Sills Cummins & Gross P.C.
Read more news on the DOL Overtime Regulations on the National Law Review’s Employment Law Page.

Colorado Revamps Existing Wage Discrimination Law

On May 22, 2019, Colorado’s Governor Polis signed the Equal Pay for Equal Work Act (the “Act”), which brings significant changes to the existing Wage Equality Regardless of Sex Act. C.R.S. § 8-5-101 et seq.  Effective January 1, 2021, the Act will prohibit employers from paying an employee of one sex less than an employee of a different sex for substantially the same work.

Employers will also be required to announce or post all opportunities for promotion to all current employees on the same calendar day, and include the hourly or salary compensation, prior to making a promotion decision. Additionally, employers will be required to keep records of job descriptions and wage rate history for each employee for the duration of employment plus two years after the end of employment.

Note that wage differentials between employees of different sexes who perform substantially similar work are allowed where the employer can demonstrate that the difference in wages is based upon one or more factors, including:

  • A seniority system;
  • A merit system;
  • A system that measures earnings by quantity or quality of production;
  • The geographic location where the work is performed;
  • Education, training, or experience to the extent that they are reasonably related to the work in question; or
  • Travel, if the travel is a regular and necessary condition of the work performed.

Also, the Act will prohibit an employer from:

  • Seeking the wage rate history of a prospective employee or relying on a prior wage rate of a prospective employee to determine a wage rate;
  • Discriminating or retaliating against a prospective employee for failing to disclose the employee’s wage rate history;
  • Discharging or retaliating against an employee for asserting the rights established by the Act;
  • Prohibiting employees from disclosing their wage rates; and
  • Requiring an employee to sign a waiver that prohibits an employee from disclosing their wage rate information.

Importantly, the Act will remove the authority of the Colorado Department of Labor and Employment to enforce wage discrimination complaints based on sex and permit aggrieved employees to file a civil action in district court, where a prevailing employee may recover liquidated damages and attorneys’ fees.

Employers may wish to consider auditing their existing pay structures to make sure employees are receiving equal pay for equal work in compliance with the Act and would do well to post all opportunities for promotion to all current employees at the same time. Employers with questions regarding the Act, or pay audits generally, should consult with competent counsel.

 

© Polsinelli PC, Polsinelli LLP in California.
This post was written by Gillian McKean Bidgood and Mary E. Kapsak of Polsinelli PC.
Read more state employment news on our labor and employment type of law page.

US Supreme Court Refines Impossibility Preemption Doctrine, Changes Litigation Dynamics

Following confusion from a 2009 decision, the US Supreme Court on May 20, 2019, decided a significant impossibility preemption case. This new decision will change the dynamics of litigation involving the impossibility defense, and will introduce new litigation uncertainty due to a shift in the decision maker for impossibility preemption.

IN DEPTH


On May 20, 2019, in a unanimous judgment, the US Supreme Court decided Merck Sharp & Dohme Corp. v. Albrecht, No. 17-290, an important impossibility preemption case, and held that the judge, not the jury, must decide whether a state-law failure-to-warn claim is preempted because there is “clear evidence” that the Food and Drug Administration (FDA) would not have approved a change to a drug’s label to include the warning.

The Court’s decision in Albrecht comes on the heels of its decision in Wyeth v. Levine, 555 US 555 (2009), which held that a pharmaceutical manufacturer could escape liability under state-law failure-to-warn claims if the manufacturer could provide “clear evidence that the FDA would not have approved a change to [the drug’s] label.” Confusion blossomed after Wyeth in the lower courts as to how to apply the “clear evidence” standard and, importantly, whether the “clear evidence” decision was for the judge or the jury.

The Fosamax Litigation

Albrecht involved state-law claims for Merck’s alleged failure-to-warn about “atypical” femur fractures in consumers taking Fosamax, a drug that treats osteoporosis in postmenopausal women. In 2008, Merck sought FDA approval through the Prior Approval Supplement (“PAS”) process to add warnings to Fosamax’s label about “atypical” femur fractures in patients. The FDA did not approve Merck’s label change, and stated that there was “inadequate” justification for the new warning. Eventually, in 2011, the FDA did agree to the labeling change. But the interim years provided fertile ground for plaintiffs to sue Merck for failing to warn about the risk of “atypical” femur fractures.

In that litigation, Merck won summary judgment at the district court, arguing that the state-law claims were preempted because the FDA did not permit the label change that was at the heart of the failure-to-warn case. The US Court of Appeals for the Third Circuit reversed and held that the “clear evidence” standard from Wyeth was a factual burden of proof and required that Merck show by “clear and convincing” evidence that the FDA would have rejected the proposed warnings, that this determination is a question of fact for the jury and that there were material facts in dispute as to whether Merck could satisfy that standard.

The Court’s Decision and Concurring Opinions

In an opinion by Justice Stephen Breyer, the Supreme Court vacated and remanded the Third Circuit’s decision. The Court framed the issue as one of federal preemption and whether it was “impossible for a private party to comply with both state and federal requirements.” The state law at issue was the requirement for drug manufacturers to warn about risks of taking a particular drug. The federal law was the FDA’s regulation of the content of drug warning labels.

The Court explained that after a drug’s initial label is approved by the FDA, there are several ways in which a company can change that label if new or different warnings are needed as time passes. One way is called the “changes being effect” or “CBE” process, which allows a company to change a label without pre-approval by the FDA, though the FDA may review that change after it is made and approve or disapprove of it. Another method, the one used by Merck, is the PAS method, which requires the FDA’s pre-approval before the change can be made.

The Court explained that, under Wyeth, to succeed on the defense of impossibility preemption, the manufacturer must demonstrate that federal law—that is, the FDA after being fully informed regarding the justification for a label change—prohibited “the drug manufacturer from adding a warning that would satisfy state law.” The Court went on to explain that because the CBE process allows a manufacturer to make a label change without prior FDA approval, “a drug manufacturer will not ordinarily be able to show that there is an actual conflict between state and federal law such that it was impossible to comply with both.”

After providing that descriptive recitation of Wyeth, the Court proceeded to the normative portion of its decision, stating first that it would not further define Wyeth’s use of “clear evidence” in terms of evidentiary standards because the issue of preemption is one for the judge and not the jury, and the judge must “simply ask himself or herself whether the relevant federal and state laws ‘irreconcilably conflict.’” In coming to that conclusion on the “determinative question,” the Court relied upon its seminal patent litigation decision in Markman v. Westview Instruments, Inc., where it concluded that the construction of claims of a patent are for the judge not the jury to decide, to conclude that “judges, rather than lay juries are better equipped to evaluate the nature and scope of an agency’s determination” and whether the determination conflicts with state law.  The Court acknowledged, as it did in Markman, that the legal question before the courts may contain contested facts, but those factual questions are “subsumed within an already tightly circumscribed legal analysis.”  The Court then vacated the judgment of the Third Circuit because the Third Circuit incorrectly concluded that the preemption issue was one of fact, not law.

Although the judgment of the Court was unanimous, its reasoning was not. Justice Clarence Thomas, although he joined in the Court’s opinion, wrote a concurring opinion to explain his “understanding of the relevant pre-emption principles and how they apply to this case.” Justice Thomas explained that he remained “skeptical” that “physical impossibility” is the correct test. Instead, a logical contradiction test between state and federal law is the correct test under the original meaning of the Supremacy Clause. But even under the “physical impossibility” test, Justice Thomas would have concluded that Merck could not prevail because there was nothing that prevented Merck from using the CBE process to change the Fosamax label. And, even if Merck believed that the FDA would have ultimately disapproved of its label change under the CBE process, that “hypothetical” would not have rendered the earlier change impossible; “hypothetical agency action is not ‘Law.’”

Justice Samuel Alito, joined by Chief Justice John Roberts and Justice Brett Kavanaugh, only concurred in the judgment. Justice Alito explained that he agreed with the Court on the “only question that it actually decides”—namely, whether the preemption question is for the judge or jury. Justice Alito then discussed what he viewed to be critical omissions in both the discussion of the law and facts in the Court’s opinion in an effort to ensure that the Court’s opinion was not “misleading on remand.”

Key Takeaways

Much of the Court’s opinion in Albrecht focused on reiterating the Wyeth decision, with only a small portion devoted to answering the question presented: who decides the impossibility preemption question, the judge or jury. But, as can often be the case, the Court’s dictum provides interesting guidance to future litigants. One interesting issue not definitively answered in Albrecht is whether a manufacturer must use the CBE process now whenever it seeks to make a label change in hopes of preserving the impossibility preemption defense. The Court’s opinion does not go that far, however, only saying that because of the CBE process, manufacturers will not “ordinarily be able to show that there is an actual conflict between state and federal law such that it was impossible to comply with both.” Justice Thomas’s view suggests that the CBE process is required to preserve the preemption defense until such time as the FDA provides a final decision on the label change in accordance with its congressionally granted authority. In view of these statements in the Court’s opinion and Justice Thomas’s concurrence, it seems possible, if not likely, that many lower courts will simply default to a bright-line rule that requires manufacturers to use the CBE process—and for the FDA to thereafter disapprove the label warning alleged to be required by state law—to successfully invoke the impossibility defense.

Also important for litigants to understand is how the shift in the decision maker for impossibility preemption changes the dynamics of litigation involving that defense. Because impossibility preemption is now a question of law, with factual underpinnings, it will be subject to de novo review on appeal, making any decision by a district court on the issue much more susceptible to reversal. In the analogous context of construing patent claims as a matter of law under Markman, district court decisions are routinely reversed by the Federal Circuit. This specter of reversal of any district court decision in impossibility preemption brings litigation uncertainty to all the parties. We will closely be watching how these issues ultimately play out in the lower courts.

 

© 2019 McDermott Will & Emery
This post was written by Ethan H. Townsend of McDermott Will & Emery.
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