Steves v. JELD-WEN: 4th Circuit Affirms Divestiture in Private Antitrust Lawsuit

The recent decision of the U.S. Court of Appeals for the Fourth Circuit in Steves & Sons, Inc. v. JELD-WEN, Inc., 2021 WL 630521 (4th Cir. Feb. 18, 2021), is noteworthy for its affirmance of the trial court’s unusual grant of the equitable remedy of divestiture in a private antitrust suit brought by a customer challenging a merger of competing suppliers.  That challenge was brought under Section 16 of the Clayton Act, 15 U.S.C. § 26, and followed a merger consummated four years before the plaintiff’s complaint.

While divestiture is a commonly sought remedy in government enforcement actions brought by the Federal Trade Commission (FTC) and the Antitrust Division of the U.S. Department of Justice (DOJ), the Fourth Circuit observed that “private suits seeking divestiture are rare and, to our knowledge, no court had ever ordered divestiture in a private suit before this case.”  Steves & Sons, Inc., 2021 WL 630521, at *5; see also id. at *29 (noting that, while the Fourth Circuit had “not previously had occasion to speak on the issue of divestiture sought by a private plaintiff under Section 16 of the Clayton Act, . . . other courts have considered such requests, and none has yet encountered a case in which divestiture was an appropriate award,” and noting that “courts have been reluctant to order divestiture at the behest of a private plaintiff after consummation of the allegedly anticompetitive merger”) (Rushing, C.J., concurring).

If Section 16 divestiture becomes a more common feature of private antitrust litigation, the reasoning of the Steves & Sons opinion could have important implications for antitrust defendants and plaintiffs alike.  We consider some of the ramifications of greater judicial acceptance of such private divestiture challenges below.

Summary of Relevant Facts

The suit involved the market for “doorskins” – i.e., the molded paneled and textured covers placed on wooden doors and their frames.  That market was dominated by three primary competitors at the time of the merger in 2012:  Masonite, JELD-WEN, Inc. (JELD), and CMI.  These three dominant firms supplied doorskins to customers including Steves & Sons, Inc. (Steves).  The dominant suppliers had market shares of approximately 46% (Masonite), 38% (JELD), and 16% (CMI).  In 2012, JELD and CMI proposed to combine to form a single entity.  At the time, Steves did not object to the proposed merger, apparently because earlier in the year Steves and JELD had entered into a long-term supply agreement that contained certain limits on price increases JELD could charge Steve, as well as quality assurances.  DOJ, after consulting Steves as part of its investigation of the proposed merger, closed its investigation in September 2012.  The merger was consummated in October 2012.

In short order, notwithstanding JELD’s earlier promises to Steves, JELD began to raise the prices on its product and the quality of its product deteriorated.  Steves unsuccessfully sought to negotiate a contract with the only remaining supplier in the market, Masonite, but Masonite sought to raise prices, leaving Steves no option but to continue to obtain product from JELD.  In December 2015, Steves asked DOJ to reexamine the merger, which DOJ did, but once again closed its investigation without further action, in April 2016.  Steves initiated a lawsuit against JELD in June 2016, seeking to unwind the merger and to obtain damages.

The Fourth Circuit’s Affirmance of the Divestiture Grant

Following a jury trial, the trial court awarded Steves treble damages on its Clayton Act Section 7 antitrust claim.  In addition, the trial court took the unusual step of ordering divestiture of certain of the assets of the combined entity.  However, the Court held its order in abeyance pending the appeal before the Fourth Circuit, with  a view to assigning a special master the task of managing an auction for the divestiture.  The District Court, relying upon an approach approved in the classic Brown Shoe Co. v. United States, 370 U.S. 294, 309-10 (1962), declined to order immediate divestiture, noting that potential suitors might be reluctant to engage in a purchase pending the outcome of the appeal.

On appeal, the Fourth Circuit observed that “[d]ivestiture is the customary form of relief in Clayton Act § 7 cases because (among other reasons) it’s ‘simple, relatively easy to administer, and sure.’”  Id. at *5 (quoting California v. Am. Stores Co., 495 U.S. 271, 281 (1990)).  Notwithstanding the trial court’s unusual award of divestiture to a private litigant, Steves, the Fourth Circuit affirmed the trial court’s grant of this relief.  Specifically, the Fourth Circuit agreed that Steves had satisfied the requisite equitable factors to obtain divestiture.  The Court considered but ultimately declined to order a “conduct remedy” that, for example, could have ordered JELD to continue to supply Steves at fixed rates.  Although this might have offered a temporary remedy for Steves, the Court found it would not eliminate the future threat to Steves.  In addition, the Court reasoned that a conduct remedy would not address the broader anticompetitive market effects of the merger.  As the Court stated, “courts may fashion equitable remedies with that broader purpose in mind.  A remedy that helped only Steves wouldn’t promote competition in the doorskin market, conflicting with the principle that antitrust law protects competition, not competitors.”  Id. at *21.

After concluding that other equitable factors favored divestiture, the Court summed up concisely:  “this case is a poster child for divestiture.”  Id. at *24.  After all, the merger “resulted in a duopoly”; “[e]ach doorskin supplier is vertically integrated”; and “they’ve used their market power to threaten the . . . survival” of smaller independent door manufacturers, like Steves. Id.

The Fourth Circuit’s Rejection of the Defendant’s Laches Defense

Another notable aspect of the Fourth Circuit’s decision was its ruling on a laches defense JELD raised.  Given the passage of time between the merger’s consummation and the initiation of Steve’s suit (four years), JELD’s laches defense asserted Steves had waited too long to initiate its challenge to the merger.  The DOJ filed an amicus brief (a practice that increased in frequency during the Trump administration), arguing that a laches defense does not categorically foreclose divestiture, particularly in situations where (as in this case) Steves had cooperated with DOJ’s investigation.  DOJ also argued there was no evidentiary significance to the two occasions on which DOJ had reviewed the merger and yet declined to take any action.  Any number of reasons, DOJ noted, could have accounted for this decision, including simply limited resources.

The Fourth Circuit affirmed the trial court’s conclusion that JELD failed to satisfy the required elements of a laches defense:  (1) unreasonable delay by the plaintiff in initiating the lawsuit, and (2) prejudice to the defendant.  First, as to delay, Steves was on notice of the injury giving rise to its divestiture claim only as of 2014.  Only then, the Court observed, did Steves become aware that its access to doorskins – and hence the very survival of its business – was threatened.  Steves’ delay was also explainable by virtue of its good faith efforts to seek alternative remedies, including its cooperation with DOJ.  Second, having found no delay, the Court concluded there was no need to inquire further regarding the possible prejudice to JELD from Steves’ alleged delay.

Conclusion

Time will tell whether the Fourth Circuit’s affirmance of the trial court’s unusual divestiture ruling in a private suit will become a more common feature of private antitrust litigation.  What is certain, however, is that even in the context of government enforcement actions, laches defenses in post-consummation merger challenges will continue to have relevance.  Thus, for example, we can anticipate Facebook’s inevitable laches defense to the challenge the FTC and state Attorneys General have brought against Facebook’s acquisition of Instagram and WhatsApp.  After all, the FTC’s Facebook complaint filed in December 2020 challenges Facebook’s acquisition of Instagram in 2012 and WhatsApp in 2014, and seeks divestiture as an equitable remedy.  How courts should address private divestiture claims, however, is not straightforward.  On the one hand, the failure of the DOJ or FTC to halt a merger does not bar later attempts to unwind it.  On the other hand, where a merger investigation has been terminated on the condition that the parties make certain divestitures, later challenges to the merger or requesting additional divestitures might strike the merging parties as unfair.  The DOJ’s recently updated Merger Guidelines may offer helpful guidance to the courts in sorting out such challenges.

Copyright © 2021 Saul Ewing Arnstein & Lehr LLP, A Delaware Limited Liability Partnership. All Rights Reserved.


 

For more, visit the NLR Litigation / Trial Practice section

1  The authors are partners at Saul Ewing Arnstein & Lehr, LLP.  The views expressed in this article are their own, not the firm’s or the firm’s clients.

2 “DOJ weighs in on more antitrust cases, with mixed success,” Oct. 1, 2019, last visited Feb. 24, 2021

3 See Merger Remedies Manual, U.S. Dep’t of Justice, Antitrust Division (Sept. 2020), last visited Feb. 24, 2021.

Singapore Academy of Law Considers the Impact of Robotics and Artificial Intelligence on the Law

The Law Reform Committee (LRC) of the Singapore Academy of Law (SAL) established a Subcommittee on Robotics and Artificial Intelligence to consider and make recommendations regarding the application of the law to AI systems. The LRC is considering whether existing systems of law, regulation, and wider public policy remain “fit for purpose,” given the pace and ceaselessness of change of the AI field. The LRC published two reports in July 2020, one report in September 2020, and one report in February 2021:

  • “Applying Ethical Principles for Artificial Intelligence in Regulatory Reform”;
  • “Rethinking Database Rights and Data Ownership in an AI World”;
  • “Report on the Attribution of Civil Liability for Accidents Involving Autonomous Cars”; and
  • “Report on Criminal Liability, Robotics and AI Systems.”

This initiative is part of the report series on “impact of robotics and artificial intelligence on the law” to stimulate systematic thought and debate on these issues and discussions between policy makers, legislators, industry, the legal profession, and the public to adopt legislation in line with the evolution of AI. The remaining two reports of the series cover application of criminal law to the operation of AI systems and technologies, and attribution of civil liability for accidents involving automated cars.

This article examines each report and highlights issues currently under consideration that may impact industries in Singapore whose business models, operations, or products may rely on AI systems and/or robotics.

REPORT 1: APPLYING ETHICAL PRINCIPLES FOR ARTIFICIAL INTELLIGENCE IN REGULATORY REFORM

Report 1 by the Subcommittee identifies issues that law and policy makers may face in applying ethical principles when developing or reforming policies and laws regarding AI. The primary objective of this report is to advance a public discussion about how those ethical principles can be incorporated into the development of “fair, just, appropriate and consistent laws, regulations and ‘soft law’ measures that foster technological development that prioritises human wellbeing and promotes human dignity and autonomy.” Specifically, the report discusses the following ethical principles that should be relevant for legal reform for AI:

Law and Fundamental Interests

AI systems should be designed and deployed to comply with law and not violate established fundamental interests of persons protected by law — the two main issues with regard to liability of AI systems are the (i) lack of mental state of the relevant actor such as knowledge or intention attributable to a person and (ii) a “decision” by an AI system to act is the result of a long causation chain involving different actors at different stages of the system’s creation and deployment.

Considering AI Systems’ Effects

Designers and deployers of AI systems should consider the likely effects of reasonably foreseeable effects of AI systems throughout their lifecycle. It is possible that existing principles are sufficient and could be relied upon to fairly apportion liability. However, policy makers may require more tailor-made interventions by creating principles specific to certain scenarios.

Wellbeing and Safety

AI systems should be rational, fair, and without intentional or unintentional biases. It is necessary to assess AI systems’ intended and unintended effects against holistic wellbeing and safety metrics and minimize harm by considering factors such as human emotions, empathy, and personal privacy.

Risk Management to Human Wellbeing

It is imperative for designers and deployers of AI systems to properly assess and eliminate or control risks of the use of AI systems as a matter of safety and wellbeing. Policymakers will need to consider whether mandatory risk management standards need to be imposed, and if so, the form in which, and specificity with which, such standards are articulated.

Respect for Values and Culture

AI systems should be designed to take into account, as far as reasonably possible, societal values and cultural diversity and values in different societies in AI deployment. Taking into account societal values and cultural norms is especially important in effective AI systems.

Transparency

Designing AI systems to be transparent as far as reasonably possible and to enable discovery of how and why an AI system made a particular decision or acted the way it did. Transparency entails being able to trace, explain, verify, and interpret all aspects of AI systems and their outcomes insofar possible. The objective is to not only properly regulate AI but also to build trustworthy AI. One possible regulatory response to challenges involving tracing, explaining, and verifying different aspects of AI is to require mechanisms to be built into AI systems that, as far as reasonably possible, record input data and provide a logic behind decisions taken by the AI, very much like a plane black-box recorder.

Accountability

Holding appropriate persons accountable for the proper functioning of AI systems based on their roles, the context, and consistency with the state of art.

Ethical Data Use

Good privacy and personal data management practices to protect the personal data of individuals.

REPORT 2: RETHINKING DATABASE RIGHTS AND DATA OWNERSHIP IN AN AI WORLD

Report 2 by the Subcommittee identifies key data-related and intellectual property laws on databases and data ownership, especially those that relate to “big data” databases used for AI systems. Any deficiencies in laws on data or databases may have ripple effects on laws managing AI systems.

Databases

Existing Legal Protections

The Subcommittee analyses whether the protection of databases under copyright and patent law is adequate. Current protection in Singapore is limited to elements that meet the requisite level of originality (i.e., application of intellectual effort, creativity, or the exercise of a mental labor, skill, or judgment). In contrast, big data compilations do not have a single author; rather, they consist of automated data collected into raw machine-generated databases. The focus on the creative element excludes from protection valuable databases.

Recommendations

Introduction of a sui generis database right1 is not appropriate under Singapore law given the limited evidence of its effectiveness. The Subcommittee recommends that (i) copyright protection of computer-generated works be recognized and (ii) greater clarity as to how compilation rights apply for the copyright protection and how records of authorship of databases can be properly maintained.

Data Ownership

Current Status

The report reviews whether data collected by AI, whether as individual data or a combination of data elements, need to be granted property rights. Personal data is protected in Singapore under the Personal Data Protection Act (PDPA), but even if the data subject enjoys certain protection, he/she is not granted legal ownership of his/her data. Given the nature of data, there are fundamental difficulties—on grounds of jurisprudential principle and policy—to using ownership and property rights as legal frameworks to control data.

Merits of Granting Property Rights Over Personal Data

There are various arguments for granting property rights over data, such as providing a clear and coherent method to protect privacy and relying on existing property laws to provide established protection. Currently, data is protected through a mix of copyright, confidentiality, and privacy laws.

Recommendations

The report concludes that creating a property right for data is not desirable due to the conceptual challenges of data’s intangibility. Introducing particular rights or entitlement over personal data can be achieved by other means than ownership (e.g., data portability obligation under the PDPA). Specific data control methods can be implemented to protect individual rights as well as to support data innovation.

REPORT 3: ATTRIBUTION OF CIVIL LIABILITY FOR ACCIDENTS INVOLVING AUTONOMOUS CARS

Under consideration by regulators are questions regarding the attribution of civil liability when accidents or collisions involving autonomous cars occur and cause injury or death, even though it is hoped that autonomous vehicles will significantly reduce the number of accidents on public roads.

At present (i.e., for car accidents involving human drivers), Singapore law applies a fault-based negligence framework: the person most responsible for the accident is held liable (that liability then typically being covered by motor insurance).

For self-driving cars, many events leading up to an accident may stem from decisions made by the car’s autonomous features, with no human input or intervention whatsoever. As the car cannot be meaningfully held accountable and sued directly, it becomes important whether to attribute liability to either the car’s manufacturer, the manufacturer of the components that did not function properly, or the car’s owner or user.

Authorities in various overseas jurisdictions have taken recent steps to review and reform aspects of their laws to accommodate the arrival on public roads of, in the first instance, conditionally autonomous cars—where a human driver is still required to take back control if necessary.

To date, the approach in Singapore has been to introduce “sandbox” regulations to promote innovation in autonomous car technologies in Singapore rather than seeking to legislate now for future mainstream use. However, different liability frameworks presently used in other areas of law in Singapore (i.e., negligence, product liability, and no-fault liability) have yet to be applied to autonomous vehicles.

Negligence

Typically, negligence-based laws require the establishment of (a) a duty of care (foreseeability of harm), (b) a breach of that duty (standard of care), and (c) recoverable damage. However, failures of software present a challenge and render the question of breach much more complicated to resolve.

Product Liability

Such regime is focused on dangerous product defects and manufacturers’ failure to adopt reasonable product designs that mitigate foreseeable risks of harm—such regime is well developed in Europe but is less well developed than negligence in Singapore law. In Singapore, the committee considers that strict liability is likely to have an adverse impact on the availability and cost of insurance and have a risk of stifling innovation. In addition, for Singapore, moving to a novel strict-liability regime from one based on negligence may involve significant transition costs, even if it were limited to self-driving car accidents.

No-Fault Liability

No-fault liability simply requires that if the harm was suffered due to the accident, compensation for the victim follows as a matter of course. The relative simplicity of a no-fault liability regime makes it initially attractive as a means to address the conceptual problems that self-driving cars create. However, the requirements under the current law to prove certain legal and evidential issues should not be disregarded, and so completely abandoning them would change existing legal paradigms.

According to the committee, given Singapore’s long-established negligence-based liability regime and the potential transition costs entailed in adopting a wholly new model, the more productive approach may therefore be to retain the existing system but make targeted modifications to import the desirable features of product liability and no-fault liability, where appropriate. Given this, and the fact that no other jurisdiction has yet identified a comprehensive and convincing liability framework for motor accidents involving autonomous vehicles (regardless of their level of automation), a sui generis regime may be required for Singapore.

REPORT 4: CRIMINAL LIABILITY, ROBOTICS AND AI SYSTEMS

Attribution of criminal liability to a person generally requires both a wrongful act (or, in certain cases, omission) and a mental element on the part of the person carrying out the act. That fault element, also known as “mens rea,” may involve intention, wilfulness, knowledge, rashness, or negligence.

Autonomous robotic and artificial intelligence (RAI) systems are increasingly being deployed, which can raise challenges in attributing criminal liability and holding someone responsible where harm is caused. However, while criminal liability can be imposed on natural or legal persons—and thus on both humans and corporate entities—an RAI system is not a legal person on which criminal responsibility could be placed directly.

Therefore, questions arise as to (a) which aspect of the RAI system factually caused it to act the way it did (resulting in harm), (b) which party (or parties)—be that the system manufacturer, the system owner, a component manufacturer, or a software developer—was responsible for that aspect, and (c) whether that party could have foreseen or mitigated the harm.

For RAI systems, it is useful to distinguish between cases of intentional criminal use of (or interference with) the RAI system and those where nonintentional criminal harm is caused.

For Intentional Criminal Harm

Current legislation will be applicable and could be improved but may not drastically change.

For Nonintentional Harm

In Singapore, certain offences can be satisfied when a person is criminally negligent. However, even if some existing Singapore negligence-based offences in the Penal Code could be used for RAI systems, other type of harms might not fall within the existing framework. With more complex RAI systems, it may be very difficult (in some instances, practically impossible) to establish definitively the process by which the RAI system determined to take a particular action.

Therefore, the committee has considered other mechanisms to be implemented in Singapore for RAI criminal liability:

Legal Personality of RAI Systems

One possibility that has been debated is the creation of a new form of legal personality for RAI systems, such that criminal liability could be imposed directly on the RAI system itself. However, it is unclear, for example, how imposing criminal liability and sanctions on an RAI system directly would “punish,” “deter,” or “rehabilitate” the system itself. And if the objective is instead to deter or penalize those responsible for the RAI system, that could arguably equally be achieved through legal mechanisms that do not require new forms of legal personality to be created.

New Offences for Computer Programs

The new offences could target the creation of risk by developers or operators of computer programs through their rash or negligent creation or impose a duty on those with control over a computer program to take reasonable steps to cease harms that may result from computer programs after they manifest. This approach could allow courts to identify the persons criminally liable and the parameters of their duties. However, the contours of such offences remain uncertain, and such approach could deter innovation.

Workplace Safety Legislation as a Model

This is a model where duties are imposed on specified entities to take, so far as is reasonably practicable, such measures as are necessary to avoid harm. There is a focus on whether the relevant entity breached its statutory duty to take all reasonably practicable measures to avoid the harm. Ultimately, whether and when it is justified to place such an onus on those responsible for RAI systems is a policy judgment for lawmakers, balancing demands for accountability with the desire not to unduly stifle innovation and impede the societally beneficial development and use of RAI systems.

NEXT STEPS

The reports of the SAL are intended to encourage systematic thought and debate between various policymaking and industry stakeholders such that public policy on AI remains close to the commercial use of AI. If you wish to get in touch with policy makers, please contact us.

Sui generis database right is a right that exists in the European Union to recognize the investment that is made in compiling a database.

Copyright 2020 K & L Gates


For more, visit the NLR Global news section.

Second Draw Paycheck Protection Program Loans: Answers to Employers’ Frequently Asked Questions

The Consolidated Appropriations Act (CAA), 2021 includes a provision that modified and extended the Small Business Administration’s (SBA) Paycheck Protection Program (PPP). Specifically, Section 311 of the Additional Coronavirus Response and Relief provisions of the CAA provides for PPP second draw loans for eligible businesses. Employers seeking a PPP loan may apply through March 31, 2021. Below are answers to some key questions regarding second draw PPP loans.

Question 1. What are some key distinctions between first and second draw PPP loans?

Answer 1. Second draw PPP loans are intentionally narrower and smaller in terms of eligibility and amount. In order to be eligible, businesses must be able to demonstrate that they experienced a 25 percent reduction in gross receipts in a 2020 calendar quarter compared to the same quarter in 2019. While first draw PPP loans were capped at $10 million per borrower based on payroll costs in 2019, second draw PPP loans have a maximum of $2 million per borrower based on payroll costs in either 2019 or 2020. Additionally, first draw PPP loans were subject to a $20 million maximum for businesses that were part of a single corporate group, but second draw loans are subject to a $4 million maximum.

Q2. What employer missteps may impact forgiveness for PPP loans?

A2. A common mistake is not looking at the loan forgiveness application or their own data until after the conclusion of the “covered period.” This may limit a borrower’s ability to implement strategies that take advantage of the various safe harbors or exceptions to rules that reduce the amount of the loan that may be forgiven.

Another common mistake occurs when borrowers do not maintain PPP loan records in a centralized location, which may cause them to scramble to collect the information needed when they are completing the loan forgiveness application. In some instances, employers may not be able to find documents to substantiate unique situations, such as bona fide offers to rehire terminated employees that were refused or employee requests for reduced hours.

Q3. What steps might employers take to aid in managing the requirements for loan forgiveness?

A3. Borrowers may want to start contemplating loan forgiveness before they receive their loan disbursements. For example, in order to properly account for these funds, consider setting up a separate bank account to receive the PPP loan distribution. This step will streamline a borrower’s ability to track how each dollar of the loan is spent.

Borrowers may also want to contact their vendors shortly after receiving their loans to determine what type of reporting features may be available to help them document the permitted payroll and non-payroll costs during the covered period. Many vendors are producing standardized PPP loan reports that facilitate a borrower’s ability to complete the loan forgiveness application.

Q4. Are there any special considerations in the PPP loan process?

A4. In an effort to provide targeted relief to businesses that have been hardest hit by the pandemic, there are special rules in place for determining eligibility and the maximum amount of the PPP loans for borrowers that are in the hotel or restaurant industries (those with an NAICS code beginning with 72).

Borrowers that receive a loan in excess of $2 million are subject to a higher level of scrutiny and review following submission of their loan forgiveness applications. In addition to a mandatory SBA audit, such borrowers also need to complete an additional loan necessity questionnaire on SBA Form 3508 or 3509 (depending on their for-profit status).

© 2020, Ogletree, Deakins, Nash, Smoak & Stewart, P.C., All Rights Reserved.


For more, visit the NLR Coronavirus News section.

Where The “Unspiked Rail” Bested A Future Supreme Court Justice

George Springmeyer had a storied legal career during the early years of the twentieth century as the District Attorney for Esmeralda County, Nevada and then the U.S. Attorney for the District of Nevada.  His service as District Attorney from 1906 to 1910 corresponded with the boom years of Goldfield, Esmeralda’s county seat.  In 1907, the county finished a beautiful stone courthouse which continues to serve as the county’s courthouse.  On a recent, hiking excursion to central Nevada, I stopped by the courtroom to take a look at where George Springmeyer tried all manner of cases in what was then the largest town in the state.

Walking into the courtroom, it was easy to picture the scene a century ago when George Springmeyer won a second-degree murder conviction of man named Antonini:

“Presently they filed back into the courtroom.  The spectators seated themselves with obvious anticipation.  The judge took his place between two lamps with twisted brass columns and red shades fringed with golden beads, which lent the courtroom something of an ornate Victorian parlor.”

Sally Springmeyer Zanjani, The Unspiked Rail: Memoir of a Nevada Rebel 147 (1981).  As can be seen from my photo, the brass columned lamps with gold beads still are still there (I don’t know when the Bighorn Sheep’s head was mounted).  The defense attorney was John Sanders, a Virginia immigrant, who would later serve for nearly two decades as a justice of Nevada’s Supreme Court.

George Springmeyer acquired the “unspiked rail” sobriquet as a result of his opposition to railroad interests.  The late Ms. Zanjani is Springmeyer’s daughter and the author of numerous books about Nevada’s colorful past.

© 2010-2020 Allen Matkins Leck Gamble Mallory & Natsis LLP


For more, visit the NLR Litigation / Trial Practice section.

Delays at USCIS Affecting F-1 Students with Work Authorization

With delays at USCIS lockbox and service centers due to COVID-19 and an unprecedented number of applications, those seeking to apply or renew their Employment Authorization Documents (EAD) have experienced issues in commencing or continuing employment.   One class of impacted nonimmigrants is F-1 students, who may apply for work authorization after graduation, called Optional Practical Training (OPT), and if the student has graduated with a STEM degree, may apply for an additional 24 months of STEM OPT.  Below are outlined issues, USCIS responses, and other considerations for both OPT and STEM OPT EAD applications.

Initial OPT period (12 months)

Issue

For students applying for their initial 12 months of OPT, they must complete the 12 months within 14 months of the end of their program.  Due to delays from USCIS because of backlogs, the EAD applications can take several months to receipt, let alone adjudicate.  A student applying for an EAD may apply up to 90 days before, and 60 days after, their program end date, but it now takes more than 90 days to confirm receipt, and then even more time to receive an EAD, which is necessary to begin employment.

USCIS response

USCIS issued an announcement that allows for flexibilities within the 14 month OPT period.  Because of delays, USCIS will now allow the 14 months’ clock to start ticking when the EAD application (Form I-765) has been approved, and not start the clock from the program end date.  If a student receives an EAD that “shorts” them this time, they may request USCIS to issue a new EAD.  In addition, because USCIS allows 60 days after a program end date to apply for an EAD, the announcement also covers rejections of EAD applications, and the ability to refile the application if it was filed after October 1, 2020, and before May 1, 2021.  In addition, the refiles need not contain a new Form I-20.

Other Considerations

What is not addressed are current backlogs at USCIS that is delaying not only the issuance of receipt notices, but also the adjudication of EAD applications.  Even though USCIS is giving the full 12 months of OPT from the time the EAD application is filed, the delays will still affect graduates and their start dates if they cannot start without an EAD in hand.

STEM OPT Extensions

Issue

Students who graduate with a STEM degree may apply for an additional 24 months of STEM OPT.  The application can be filed up to 90 days prior to the expiration of the initial EAD period, and up to the expiration of the card.  EAD applications filed on time (prior to the expiration of the card) will be granted an automatic 180 day work authorization period.  Traditionally, if the card has expired and the 180 day automatic extension has commenced, the student and employer have confirmation the EAD application was filed timely due to the receipt notice issued by USCIS, even if the application is not yet adjudicated.  Due to delays, a student may not receive the receipt notice even after 90 days of sending in the application.

USCIS response

USCIS reminds its stakeholders that a receipt notice is not indicative of an F-1 student’s ability to remain employed.  In fact, the I-9 rules do not use the receipt notice as proof of work authorization, but dictate that the endorsed I-20 issued by the school, as well as the expired EAD, are the necessary documents to confirm work authorization.  In addition, as with the initial OPT EAD filings, USCIS will allow for refiles if the application is rejected with no penalty, if the STEM EAD extension was filed between October 1, 2020 and May 1, 2021, without requiring a new Form I-20.

Additional considerations

There is more flexibility when the application is a STEM OPT extension because of the 180 day automatic extension.  However, due to the issues of receipt issuance and adjudication, the EAD may not be issued within the additional 180 days, and there is currently no solution to that situation.

USCIS continues to show that it will modify its policies to address the ongoing COVID-19 situation and delays with the lockbox.

©2020 Greenberg Traurig, LLP. All rights reserved.


For more, visit the NLR Immigration section.

$15 Million Settlement in Post Cereal Lawsuit

On February 24, 2021, a California federal judge tentatively approved a settlement over nutrition-related claims for breakfast cereal whereby Post would establish a $15 million non-reversionary common fund to compensate a nationwide class of consumers who purchased Raisin Bran, Honeycomb, Honey Bunches of Oats, or Waffle Crisps, and Post would  also refrain from using claims including “less processed,” “no high fructose corn syrup,” “natural,” and “wholesome” on boxes of cereal where 10% or more of the calories come from added sugar.  An award for fees, costs, and expenses will be determined in a final hearing scheduled for June 23, 2021.

The same team of attorneys also filed proposed class action lawsuits in 2016 with a common lead plaintiff in the Northern District of California against cereals marketed by General Mills and Kellogg involving similar false-advertising claims.  As we previously reported, the case against General Mills was dismissed in June 2020, based on the judge’s finding that plaintiffs could not possibly have been misled because the amount of sugar in the cereals is clearly disclosed on the product labels.  Further, a settlement has not yet been reached in the class action lawsuit against Kellogg (subscription to Law360 required).

Although legal results are mixed, and complex issues surround the impact on health of added sugars in a single product and a product’s role in the total diet, nutrition claims that could imply the product is healthy seem risky for foods with added sugars.  Meanwhile, FDA has not indicated how it will act on a citizens petition (discussed here) requesting a regulation to establish disqualifying levels of added sugar that would prohibit the use of a “healthy” claim.

© 2020 Keller and Heckman LLP



For more, visit the NLR Biotech, Food, Drug section.

Visas and Immigration in 2021 Under the Biden Administration

The Biden Administration took office on January 20, 2021. Many executive orders have been executed since that date, some of which directly change the manner of handling immigration matters.  However, the U.S. and the world are still dealing with the global pandemic and this directly affects submissions, filings, and consular appointments.  This update provides a list of the latest updates to U.S. visas and immigration matters, as well as what we forecast for the months to come.

  • Immigrant Visa Ban:  The Immigrant Visa Ban that was imposed last year was revoked on February 24, 2021.  Now employment and family based immigrant visas can again be issued by the U.S. Consulates.  See: A Proclamation on Revoking Proclamation 10014 | The White House
  • Entry to the U.S. via a Land Port of Entry from Mexico and Canada:  The entry via land ports remains restricted to essential travel, those on work visas, U.S. citizens, U.S. permanent residents, and a few other limited exceptions.  The entry restrictions are temporary in nature and as of now are expected to remain in effect through March 21, 2021.  The date has been postponed several times and it is unknown if it will again be postponed.  See:  https://help.cbp.gov/s/article/Article-1694?language=en_US
  • Air Travel from Mexico and Canada into the U.S.: Currently there are no limits to air travel from Mexico and Canada.
  • Covid Travel Ban Restrictions: Any travel from Brazil, China, U.K., Ireland, Schengen Countries, and Iran is subject to a National Interest Exception (NIE) waiver from the U.S. Consulate prior to traveling to the U.S.
  • Negative Covid Test:  All inbound passengers are required to obtain a negative Covid test within 72 hours prior to boarding the flight.  This includes air travel from Mexico and Canada.
  • Local Quarantine Rules in the U.S.:  All travelers must also research local travel rules upon arrival in the U.S.  For example New York City and San Francisco have additional quarantine rules upon arrival.
  • Visa Stamping Ban:  The Visa Stamping Ban that was imposed through an executive order from the prior administration for H-1B, L-1, J-1, and H-2B remains in effect. This ban expires on March 31, 2021.  The Biden administration is not expected to extend this ban.  This ban prevents the U.S. Consulates from issuing new visas in this category.  This ban has prevented many executives and highly skilled workers from being able to enter the U.S.
  • Travel from the Middle East:  The U.S. has canceled the blanket travel ban from select countries in the Middle East.
  • H-1B Lottery:  The selection criteria will be the same as last year.   The lottery starts on March 9, 2021 and goes to March 31, 2021.  Winners will be announced on March 31 and then the employer has until June 30, 2021 to file the H-1B petition.
  • H-1B Adjudications at USCIS:  The H-1B Adjudications at the United States Citizenship and Immigration Services (“USCIS”) are expected to return to 2016 standards,  with deference given to prior adjudications, acceptance of multiple educational pathways to an H-1B occupation, etc.
  • USCIS Operational Efficiency: Expected to be a priority going forward.  The Administration is expected to ensure that USCIS operates at an efficient pace so that the backlogs of prior years are not repeated.
  • DACA: The Deferred Action for Childhood Arrivals (“DACA”) has been reaffirmed for both existing DACA recipients and new applicants.
  • Asylum:  The U.S. will again provide opportunities for applicants to apply and have a credible fear interview at the border. If they pass the credible fear interview, they will be allowed into the U.S. to await for their full asylum merits hearing before an Immigration Judge.
  • Comprehensive Immigration Reform: Under the new Administrations some sort of immigration legislation is expected.  Such new provisions are expected to address both labor market and humanitarian needs.  The Administration announced a draft plan on  February 18, 2021.

E-2 Investor Visas:  In recent months Mexican investors have shown an increased interest in the E-2 non-immigrant visa.  As the pandemic slowly subsides, it is hoped that the U.S. Consulate in Ciudad Juarez will be able to increase their volume of E-2 reviews.  The firm has a robust E-2 visa practice.

NAFTA TN Visas:  The United States– Canada- Mexico Agreement (USCMA) replaced the NAFTA Agreement.  The new USMCA went into effect on July 1, 2020.   However, the TN occupational list and regulations remained the same. Therefore for select occupations, the TN visa continues to be a quick and efficient way for an U.S. employer to get a Mexican or Canadian citizen on the U.S. payroll.    See:  https://www.nafsa.org/regulatory-information/usmca-chapter-16-appendix-2-professionals

Copyright © 2020, Sheppard Mullin Richter & Hampton LLP.


For more, visit the NLR Immigration section.

Legal Industry News February 2021: Law Firm Awards, Legal and Professional Services Moves and Recognition

Hello, legal and professional services industry fans. We’re closing out February with the latest legal and consulting industry news, focusing on firm hires and advancements, awards and unique recognitions, and innovations from law firms in these unusual times.  Please read on:

Law and Professional Services Firm Moves 

Mayer Brown appointed Amol Bargaje as the firm’s first global chief innovation officer. Bargaje joined Mayer Brown in 2018 as the global director of IT Practice & Client Solutions. He also served as one of the co-leaders of the firm’s client-centered global innovation initiative, embrio.

“Amol’s extensive experience working on process improvement, agile development and client-centered technology will help us accelerate the pace of innovation while further promoting a culture of innovation within the firm,” said Jeremy Clay, Mayer Brown’s managing partner.

Before joining Mayer Brown, Bargaje held senior leadership roles in innovation and technology in the legal and software industry.

Covington has elected Phyllis Jones and Lisa Peets to the firm’s eight-member Management Committee which includes three women including two women of color. Jones and  Peets replace Catherine Dargan of the firm’s Washington, DC office and Louise Nash of the firm’s London office, who each served two terms on the firm’s Management Committee. Dargan will now serve as chair of Covington’s Corporate Practice, and Nash will lead the firm’s EMEA (Europe, Middle East and Africa) strategy group.

Doug Gibson, Covington’s chair stresses that gender and ethnic diversity of the firm’s Management Committee is “critical because we see diversity and inclusion as an essential element of our culture and community.”

Gowling WLG recently announced Andrew Bratt as the next leader of the firm’s Employment, Labour and Equalities (ELE) Group in Canada, assuming the role from Bettina Burgess of the firm’s Waterloo Region office.

Per Burgess, “As the outgoing leader, I am delighted that Andrew will be the person to take over the helm, particularly as our clients continue to endure the myriad challenges caused by the pandemic. Andrew brings to our team and to our clients, years of substantive expertise, experience and understanding of our clients’ businesses.  He has been instrumental in expertly assisting our practice group and our clients through the rapidly changing issues of 2020, and I know that he will continue to do so through his term as practice group leader.”

BKD CPAs & Advisors named East Region Managing Partner Rob Pruitt as the company’s first chief practice officer effective June 1, 2021. Pruitt will join the National Office executive leadership team and will be a member of the Management Committee.

“Rob has done a tremendous job leading the East Region, and we’re grateful for his work in helping the region flourish. Thanks to Rob’s track record of trusted leadership and his experience as a national tax director, MP and regional MP, he has the right blend of expertise and firm understanding to lay the groundwork for this new role,” said CEO-elect Tom Watson.

In his new role, Pruitt will focus on internal firm growth initiatives and will provide executive leadership, sponsorship, coordination and guidance of national industry partners and practices.

Law Firm Honors and Recognition

World Trademark Review recognized Morgan Lewis in the 2021 edition of WTR 1000 in the areas of enforcement and litigation and prosecution and strategy.  The WTR recognized Morgan Lewis across the United States, the United Kingdom and Russia, highlighting 13 Morgan Lewis attorneys for their depth of expertise, market presence and positive reviews from clients and peers.  Calling Morgan Lewis’s trademark practice “well-developed, rigorous and fully comprehensive in a way that is uncommon among full-service outfits.”  Since its inception in 2011, Morgan Lewis has consistently been honored by the WTR 1000.  You can see the full list of attorneys recognized here.

Bradley announced Ale Dalton and Kya Henley were selected as 2021 LCLD (Leadership Council on Legal Diversity) Pathfinders. Robert Ford,  a partner in Bradley’s Houston office, is a Fellow in the program, and Dalton and Henley are associates in the firm’s Nashville and Washington office.

The LCLD Fellows and Pathfinder Program is a legal talent development program, designed to augment diversity in leadership at law firms and corporate legal departments.  Established in 2009, the LCLD has over 350 members and programming designed to nurture talent and help a new and more diverse generation of attorneys attain leadership positions.  Participants are connected with resources and training, focusing on leadership skills and professional development, and provided with opportunities to develop and strengthen their professional networks.

Stephanie Resnick, Managing Partner of Fox Rothschild’s Philadelphia Office will receive the AJC’s 2021 Judge Learned Hand Award from the American Jewish Committee.  The award recognizes an attorney whose accomplishments, humanitarian efforts and dedication embody the Honorable Learned Hand, who spent more than five decades on the bench and set a high standard defending civil liberties.  Resnick, with decades of leadership and legal industry achievements, is being honored for her lifelong contributions to the Philadelphia community.

Throughout her legal career, Resnick has worked to ensure justice is accessible to all, the judiciary is independent and to advance women in the legal profession.  Resnick has served as a Chair of the Board of Governors of the Philadelphia Bar Association, where she helped vet federal court judicial nominees and one Supreme Court Justice.  She has also served on the Chair of the Philadelphia Bar Association’s Federal Courts Committee, and Chair of its Commission on Judicial Selection and Retention.  She also worked on Philadelphia Mayor Michael Nutter’s Advisory Task Force on Ethics and and Campaign Finance Reform, and she was appointed to the Philadelphia Court of Common Please Gender Fairness Task Force.  Resnick has also worked with Fox Rothschild to champion diversity and inclusion within the firm, and has taken on several leadership roles.

Resnick has achieved Lifetime Achievement awards from Corporate Counsel and InsideCounsel, the Legal Intelligencer and was named as a recipient of the “Women of Distinction Award from the Philadelphia Business Journal. Resnick also received the Sandra Day O’Connor Award presented by the Philadelphia Bar Association, in recognition of her professional excellence and support of other women attorneys.

Law Firm Innovation and Research

Levenfeld Pearlstein released their 2021 Illinois Community Associations Legal Update Booklet which includes a plain English guide on the most recent legislative updates to the Illinois’ Condominium Property and Common Interest Community Association Act. The 80+ page guide includes the contributions of partners Howard DakoffPatricia O’Connor, and Adam Kahn and Molly Mackey of the firm.

Norton Rose Fulbright issued its 16th annual Litigation Trends Survey, highlighting the impact the COVID-19 pandemic has had on legal departments across the country.

Norton Rose Fulbright polled nearly 200 corporate counsel on disputes-related issues and concerns, with 31 percent of corporations reporting an increase in litigation as a result of COVID-19. The pandemic resulted in an increase in workloads for nearly 70 percent of respondents, with 45 percent of respondents expecting a further increase in the number of pandemic-related disputes for the next year.

“It is clear that the pandemic has led to a buildup of cases that is taxing our respondents’ legal departments. On larger matters, in-house legal teams are being asked to assume additional responsibility to lower the amount of spend on outside counsel. There is more pressure than ever for in-house teams to do more with less, and fewer than 20 percent of our respondents expect to add lawyers to their staff,” said Richard Krumholz, Norton Rose Fulbright’s Global Head of Litigation and Disputes.

Additionally, approximately half of respondents said that disputes around discrimination and social justice have lead them to consider strengthening their diverse recruitment policies and educating employees on the legal implications of discrimination.

The full survey can be read here.

Seyfarth has issued a 2020-21 edition of their 50 State Non-Compete Desktop Reference which surveys the most frequently asked questions related to restrictive covenants and trade secrets in all 50 states. The guide is an invaluable resource for in-house counsel, business owners, or HR professionals, providing a starting point to answer questions about trade secret/non-compete issues and restrictive covenants.

The guide was edited and coauthored by partner Katherine Perrelli of the firm’s Boston office along with Robert Milligan of the firm’s Los Angeles office and Michael Wexler, of the firm’s Chicago office who co-chair Seyfarth’s national Trade Secrets, Computer Fraud, and Non-Compete group.

News Updates from the National Law Review

The National Law Review is on track to see well over 1.75 million visits in February 2021 after continuing to show impressive traffic growth in January 2020 with over 2.5 million unique page views.

On February 16, 2021 Operations and Projects Manager Eilene Spear presented a webinar focusing on SEO concepts and lessons learned from the COVID-19 pandemic with Guy Alvarez of Good2bSocial and authored the first installment of an eight-part series on Good2bSocial’s Digital Marketing Academy Certification program addressing Inbound Marketing and Client Journey Mapping for Law Firms

Jennifer Schaller, Managing Director of the National Law Review, will be featured on Berbay Marketing’s Law Firm Marketing Catalyst Podcast along with Sharon Berman and Megan Braverman, discussing moving to a fully remote workforce and the unique challenges that come with managing a remote team.  The podcast will be released in the next few weeks and will be available across all podcasting platforms.

Copyright ©2020 National Law Forum, LLC


For more, visit the National Law Review Law Office Management section.

New Jersey Cannabis Legalization Imposes New Burdens on Employers

On February 22, 2021, after months of delay and uncertainty, Governor Phil Murphy signed a series of bills legalizing the recreational use of cannabis in New Jersey. While many in the state may rejoice over this development, employers will have to adapt quickly to new restrictions on their treatment of employees who consume cannabis.

Background

On November 3, 2020, New Jerseyans voted overwhelmingly in favor of a referendum and constitutional amendment to legalize and decriminalize the recreational use of cannabis. The ballot initiative followed on previous legislation legalizing the medical use of cannabis under the New Jersey Compassionate Use Medical Marijuana Act and the Jake Honig Compassionate Use Medical Cannabis Act. As of January 1, the New Jersey Constitution was amended to enshrine the legalization.

However, due to a nearly two-month impasse between Governor Murphy and the legislature concerning penalties for underage possession and consumption of cannabis, legislation codifying the legalization remained elusive. This week, Governor Murphy signed the “New Jersey Cannabis Regulatory, Enforcement Assistance, and Marketplace Modernization Act” and two cannabis-related bills focused on criminal justice issues.

New Restrictions on Employment-Related Decisions and Discipline Based on Cannabis Use, Non-Use, and Criminal History

Much of the new legislation focuses on the decriminalization and regulation of the cannabis marketplace, but a few provisions significantly affect the workplace, employees’ rights, and, consequently, employers’ duties with respect to cannabis.

Most notably, employers may not refuse to hire or employ anyone, and may not discharge or take any adverse action against any employee, because he or she does or does not use cannabis items. This is the same prohibition imposed since 1991 on employers with respect to tobacco use, but now it has been extended to cannabis use. The new laws also prohibit employers from making an employment decision “solely” based on an arrest, charge, conviction, or adjudication of delinquency for violation of certain state laws related to manufacturing, distributing, dispensing, or possessing certain amounts of cannabis. Basing employment decisions solely on cannabis-related criminal history subjects employers to potential fines as high as $10,000 per violation for repeat offenders.

New Rules for Drug Testing

Employers may continue to maintain drug-free workplaces, including prohibiting the possession and consumption of cannabis as well as intoxication during work hours. But an employer may only require an employee to undergo a “drug test” if:

(i) the employer reasonably suspects the employee’s usage of a cannabis item while engaged in the performance of the employee’s work responsibilities;
(ii) there are observable signs of intoxication related to usage of a cannabis item;
(iii) the drug test follows a work-related accident subject to investigation by the employer; or
(iv) the employer conducts random drug testing, requires drug testing as part of pre-employment screening, or requires drug testing as part of regular screening of employees to determine use during work hours.

Critically, a “drug test” is no longer a simple mechanical collection and lab test. The law now prohibits employers from taking any adverse action against an employee based solely on the presence of “cannabinoid metabolites” in the employee’s bodily fluids. In other words, a failed blood, urine, or saliva test is no longer sufficient grounds for discipline. Rather, employers must utilize a two-part “drug test” involving both (i) “scientifically reliable objective testing methods and procedures,” such as a blood, urine, or saliva test; and (ii) a physical evaluation conducted by an individual with necessary certification to opine on the employee’s state of impairment or lack thereof.

Certification for physical evaluation purposes will require an individual to successfully complete presently undefined “Workplace Impairment Recognition Expert” training based on standards issued by a commission that presently exists only on paper (or certain substitute training). It is unclear when the commission will begin its work and issue training standards, when training will become available, and what, if anything, employers may do in the interim to identify employees who are intoxicated in the workplace.

Limited Exception to New Restriction on Employers

In most, if not all, other jurisdictions where cannabis has been wholly or partially legalized, employers retain the right to impose higher standards and discipline where an employee’s position implicates safety concerns, such as crane operators or emergency medical technicians. The New Jersey legislature included no such exception. Rather, the only exception is for federal contractors, who may “revise their employee prohibitions consistent with federal law, rules, and regulations” if compliance with the legalization law “result[s] in a provable adverse impact” on the employer, such as loss of a federal contract or loss of federal funding.

Comparison to New York State and New York City Cannabis Usage Rights and Drug Testing Requirements

In New York State and New York City, the recreational use of cannabis remains illegal, though Governor Andrew Cuomo has included legalization among his 2021 legislative priorities. Still, a number of laws protect employees and applicants and restrain employers. Being a “certified patient” under the state’s medical cannabis law qualifies an individual as disabled within the meaning of the New York State Human Rights Law, meaning that the individual is protected from workplace discrimination, harassment, and adverse employment action on the basis of being a medical cannabis user. In May 2020, New York City also banned pre-employment testing of applicants for tetrahydrocannabinol (THC), but with exceptions for applicants for safety-related positions.

Stay Tuned

As legalization becomes reality, regulations are issued, and cannabis-related issues percolate in the workplace, we will see the rights and responsibilities of employees and employers further defined by the courts and regulatory agencies. This may expand employer exceptions (including for safety-related jobs), define what constitutes “reasonable suspicion” permitting employers to require drug testing, and more.

© Copyright 2020 Sills Cummis & Gross P.C.


For more, visit the National Law Review Biotech, Food, Drug section.

Flying Car Receives EASA Certification in Europe

AL-V, the first flying car to be allowed on the road in Europe, is now also the first flying car to complete full certification with European Union Aviation Safety Agency (EASA). The PAL-V Liberty (flying car) went through 10 years of testing, and now is in the final phase of compliance demonstration before becoming available to its customers.

PAL-V CEO, Robert Dingemanse, said, “Although we are experienced entrepreneurs, we learned that in aviation everything is exponentially stricter. Next to the aircraft, all aspects of the organization, including suppliers and maintenance parties must be certified.”

In 2009, PAL-V worked with EASA to amend the Certification Specifications for Small Rotorcraft, CS-27, as a starting point for certification of its flying car. Ultimately, together they amended the complete list of more than 1,500 criteria to make it applicable for PAL-V. The final version of these criteria was published last week. Note that this development only occurred after more than 10 years of analysis, test data, flight tests, and drive tests.

This EASA certificate is valid in Europe AND is also accepted in about 80 percent of the world’s market, including the United States and China.

Copyright © 2020 Robinson & Cole LLP. All rights reserved.