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The National Law Forum - Page 452 of 753 - Legal Updates. Legislative Analysis. Litigation News.

Ninth Circuit “Twists” Things Up for IP Protection in Yoga

In a recent decision, the U.S. Court of Appeals for the Ninth Circuit held that a certain yoga sequence developed by legendary yoga teacher Bikram Choudhury was not eligible for copyright protection.  The Court’s decision was based on the fundamental copyright principle known as the “idea/expression dichotomy,” which states that copyright protection is limited to the expression of ideas, and cannot extend to the ideas themselves.  The Court concluded that because the yoga sequence is an idea, process or system designed to improve health, copyright can protect only the words and pictures that are used to describe the yoga sequence (i.e. the book in which the sequence is described), but cannot be extended to protect the idea of the sequence itself.

Meditation

As a bit of interesting background, Bikram Choudhury, founder of the worldwide Yoga College of India, began his yoga career in India at the ripe age of four years old.  After he immigrated to the US in the 1970s, he opened a yoga studio and began offering classes in which a sequence of twenty-six yoga poses and two breathing exercises (known as the “Sequence”) was practiced over the course of ninety minutes in a room heated to 105 degrees Fahrenheit (intended to mimic the climate of India).  Bikram soon became a central figure in the yoga community in the US, including among the celebrity circuit and professional athletes.  In 1979 he published a book titled Bikram’s Beginning Yoga Class, in which the Sequence was described. Bikram registered the book with the Copyright Office in 1979, and in 2002 registered a “compilation of exercises” contained in the book.

The roots of the present dispute were planted in the 1990s, when Bikram introduced the “Bikram Yoga Teacher Training Course.”  The defendants in the present case completed Bikram’s course, and subsequently began offering “hot yoga” classes in their own studio, in which a style of yoga similar to the Sequence was taught.  Bikram then filed a complaint alleging that the defendants infringed Bikram’s copyright.

Of course, to prove a claim of copyright infringement, a plaintiff must first prove it has a valid copyright.  This is where Bikram did a “downward dog.”

First, the Court noted that the Sequence is a “system” or “method,” which was designed to “systematically work every part of the body, to give all internal organs, all the veins, all the ligaments, and all the muscles everything they need to maintain optimum health and maximum function.”  Thus, the Court went on, Bikram’s attempt to secure copyright protection for a healing art, or a system designed to yield physical benefits and a sense of well-being, was precluded by the idea/expression dichotomy. Essentially, the idea/expression dichotomy, which is codified in 17 U.S.C. § 102(b),

strikes a definitional balance between the First Amendment and the Copyright Act by permitting free communication of facts [and ideas] while still protecting an author’s expression.

The Court next addressed Bikram’s contention that the Sequence was entitled to copyright protection as a “compilation.”  A compilation is “a work formed by the collection and assembling of preexisting materials or of data that are selected, coordinated, or arranged in such a way that the resulting work as a whole constitutes an original work of authorship.”  17 U.S.C. § 101.  The Court noted that while a compilation may be eligible for copyright protection, it must nevertheless represent an “original work[] of authorship,” as required by Section 102. The Court held that the fact that the Sequence may possess many constituent parts did not transform it into a proper subject of copyright protection.

The Court then rejected Bikram’s argument that the Sequence was entitled to copyright protection as a “choreographic work.”  Although a “choreographic work” is a statutory category of work entitled to copyright protection, this term has not yet been defined in the copyright context by the Court or by Congress.  Nevertheless, the Court noted that defining the term was not necessary, since regardless of category, the work must meet the originality requirement imposed by Section 102.    Thus, the Court held:

The Sequence is not copyrightable as a choreographic work for the same reason that it is not copyrightable as a compilation: it is an idea, process, or system to which copyright protection may in no case extend.

As long as this case law is upheld and followed, proprietors of yoga sequences and similar matter will have a difficult time in getting past the “idea/expression dichotomy” hurdle, and may have to say “neti-neti” to copyright protection.  However, other forms of intellectual property protection may be available.  For example, in this case, the Court specifically noted that “if [the Sequence] is entitled to protection at all, that protection is more properly sought through the patent process.”  Additionally, proprietors can adopt and develop good will in a brand for the specific services associated with their sequences or similar matter (such as educational services in which the matter is taught), and rely on trademark law to prevent others from offering similar services under a similar mark.

Until the next yoga move in the IP arena, Namaste.

Article By Beth A. Seals of Squire Patton Boggs (US) LLP

© Copyright 2015 Squire Patton Boggs (US) LLP

New Texas Open Carry Law Has Significant Implications for Employers

On June 13, 2015, Texas Governor Greg Abbott signed into law HB 910, the Texas Open Carry Bill for Concealed Handgun Holders (“Open Carry Law”). The Open Carry Law becomes effective on January 1, 2016. The Open Carry Law expands the scope of a concealed handgun license and authorizes an individual carrying such a license to carry a handgun in plain view in a public place as long as the handgun is carried in a shoulder or belt holster.

The Open Carry Law also adds Penal Code Section 30.07 to establish a new offense for trespassing with an openly carried handgun if a license holder enters another’s property without effective consent and: (a) had notice that entry was forbidden, or (b) received notice that remaining on the property was forbidden and failed to depart. A license holder receives notice if an owner or someone with apparent authority to act on the owner’s behalf provides notice by verbal or written communication. However, the compliance requirements for a sufficient “written communication” are strict and detailed. The “written communication” may be a card, document or sign posted on the owner’s premises. Such a sign would be required to: (a) include Penal Code Section 30.07 language in English and Spanish, (b) have contrasting colors with block letters at least one inch in height, and (c) be conspicuously displayed and clearly visible at each entrance to the property.

The Open Carry Law additionally permits individuals with concealed handgun licenses to carry handguns in plain view in a motor vehicle or watercraft owned by the person as long as the gun is carried in a shoulder or belt holster.

Implications for Texas Employers

This new legislation raises several implications for Texas employers, as it expands individuals’ rights from parking lots to company property. Currently, employers may not prohibit employees from storing lawfully possessed firearms and ammunition in vehicles parked in the employer’s parking lot (or garage or other lot provided by the employer). Specifically, the 2011 Texas concealed handgun law permits the possessor of a firearm or ammunition to store those items in a locked, privately owned car, as long as the possessor holds a concealed handgun license.

The Open Carry Law, while permitting concealed handgun licensees to openly carry a holstered firearm, also allows public and private employers to prohibit licensees from carrying their firearms onto the “premises” of the business. Under the definition set forth in the Texas Penal Code, “premises” includes “the building or a portion of the building.” The term, however, “does not include any public or private driveway, street, sidewalk or walkway, parking lot, parking garage, or other parking area.”

One significant omission from the Open Carry Law is that it does not grant employers immunity from civil actions resulting from an occurrence involving the employee and his or her openly carried firearm. The 2011 Texas concealed handgun law expressly included a provision providing employers with such immunity, except in cases of gross negligence. That immunity, however, applied only to firearms and ammunition stored or transported in an employee’s vehicle and does not address an occurrence involving an employee who is openly carrying a firearm.

The Open Carry Law, similar to the 2011 legislation, does not create a private cause of action for employees against their employer if the employee contends that his or her right to openly carry has been infringed. Thus, it seems that an employee’s only remedy would be to report the employer’s alleged violation (e.g., a policy banning firearms from being openly carried) to the Attorney General’s office.

In light of this new legislation, employers must decide: (1) whether to allow employees with concealed handgun licenses to openly carry handguns on company premises, and (2) whether to permit visitors, vendors, guests and other third parties to openly carry handguns on company premises. Implementing and enforcing these decisions will require considerable planning, including a determination as to whether any existing company policies need to be updated to comply with the new law.

© 2015 Andrews Kurth LLP

With This Ring, I Thee Infringe re: Tiffany’s Jewelry Trademark

Fake Tiffany Ring - InfringementIf you’re ready to really do it─to get down on one knee and take the plunge─Costco has made the whole process much simpler.  Stop by and pick up an authentic Tiffany engagement ring. She’ll never know you didn’t get it at Tiffany & Co. It has the Tiffany name right on the box.  That was the case a few years back and Costco reportedly had a good Tiffany-ring run.  According to the suit Tiffany & Co. filed against Costco, the bond of hundreds, if not thousands, of unsuspecting young couples out there was sadly forged over a sham “Tiffany ring” purchased at Costco.  The only way to rectify the love lost here, Tiffany claims, will be recovery of the profits Costco made on its sale of “Tiffany rings,” punitive damages, costs, and attorney’s fees.

Little known fact: at the time (2012) Costco was actually one of the largest sellers of fine jewelry in the United States.  They had a good share of the market on high-quality, discounted diamonds.  But when they started selling “Tiffany” engagement rings, Tiffany & Co. stepped in.  Whether it was spitefully intentional or ironically inadvertent, it was─at the very least─quite fitting that Tiffany filed the suit against Costco on Valentine’s Day, 2013.  Tiffany claimed Costco had been selling different styles of rings, falsely identified on in-store signs as “Tiffany rings” for years, but didn’t use the Tiffany trademark in their online promotions in order to avoid Tiffany’s rigorous trademark policing procedures.  Rather, Tiffany learned about the scheme when a shopper complained to Tiffany after seeing diamond engagement rings advertised as “Tiffany rings” in a Costco store in California.  When the shopper inquired about the rings, the Costco clerk represented them as “Tiffany rings.”  The real problem here was that Tiffany wasn’t dealing with a mere street vendor selling alleged “Tiffany rings” out of the trunk of his car.  This was Costco─a reputable, nationwide brand where members expect authentic, name-brand merchandise at discounted prices.  In other words, because it was Costco, not a nondescript trunk vendor, customers might believe.

Costco fired back, though, with a counterclaim alleging their rings were marketed with the Tiffany trademark merely because they had a “Tiffany setting,” which Costco claimed was such a generic term it could be used to describe any setting comprised of multiple slender prongs extending upward from a base to hold a single gemstone.  Costco claimed the trademark setting was so diluted that it should be declared invalid so Tiffany could no longer use it to prevent other retailers from selling the famed “Tiffany setting” ring.  The problem, though, was that the in-store Tiffany signs Costco was using did not say the rings merely had “Tiffany settings.” The signs, packaging, and even the words of one of Costco’s very own, showed Costco was portraying them as authentic “Tiffany rings.”  Scrambling for footing, Costco claimed the Tiffany mark itself was weak. The Manhattan judge in this case found that Tiffany put forth “uncontroverted evidence” establishing the strength of its mark.  One of the most significant pieces of evidence was a Bain & Co. report showing Tiffany “claims the largest share of the female mind in the U.S.” when it comes to name recognition in jewelry brands. Tiffany even located and interviewed six different consumers who had purchased alleged “Tiffany rings” at Costco and found that they all thought they had a genuine Tiffany & Co. ring.  One woman even reportedly cried when the diamond fell out of what she thought was her very own Tiffany & Co. ring.

The suit is a testament to Tiffany’s rigorous trademark policing procedures and the strength of a timeless, established brand.  Tiffany will likely implement more in-store, on-foot procedures in light of Costco’s initially-effective evasion of Tiffany’s internet monitoring.  Proof of intentional trademark infringement and establishment of a reputable, recognized brand clearly requires expert testimony.

© Copyright 2002-2015 IMS ExpertServices, All Rights Reserved.

With This Ring, I Thee Infringe re: Tiffany's Jewelry Trademark

Fake Tiffany Ring - InfringementIf you’re ready to really do it─to get down on one knee and take the plunge─Costco has made the whole process much simpler.  Stop by and pick up an authentic Tiffany engagement ring. She’ll never know you didn’t get it at Tiffany & Co. It has the Tiffany name right on the box.  That was the case a few years back and Costco reportedly had a good Tiffany-ring run.  According to the suit Tiffany & Co. filed against Costco, the bond of hundreds, if not thousands, of unsuspecting young couples out there was sadly forged over a sham “Tiffany ring” purchased at Costco.  The only way to rectify the love lost here, Tiffany claims, will be recovery of the profits Costco made on its sale of “Tiffany rings,” punitive damages, costs, and attorney’s fees.

Little known fact: at the time (2012) Costco was actually one of the largest sellers of fine jewelry in the United States.  They had a good share of the market on high-quality, discounted diamonds.  But when they started selling “Tiffany” engagement rings, Tiffany & Co. stepped in.  Whether it was spitefully intentional or ironically inadvertent, it was─at the very least─quite fitting that Tiffany filed the suit against Costco on Valentine’s Day, 2013.  Tiffany claimed Costco had been selling different styles of rings, falsely identified on in-store signs as “Tiffany rings” for years, but didn’t use the Tiffany trademark in their online promotions in order to avoid Tiffany’s rigorous trademark policing procedures.  Rather, Tiffany learned about the scheme when a shopper complained to Tiffany after seeing diamond engagement rings advertised as “Tiffany rings” in a Costco store in California.  When the shopper inquired about the rings, the Costco clerk represented them as “Tiffany rings.”  The real problem here was that Tiffany wasn’t dealing with a mere street vendor selling alleged “Tiffany rings” out of the trunk of his car.  This was Costco─a reputable, nationwide brand where members expect authentic, name-brand merchandise at discounted prices.  In other words, because it was Costco, not a nondescript trunk vendor, customers might believe.

Costco fired back, though, with a counterclaim alleging their rings were marketed with the Tiffany trademark merely because they had a “Tiffany setting,” which Costco claimed was such a generic term it could be used to describe any setting comprised of multiple slender prongs extending upward from a base to hold a single gemstone.  Costco claimed the trademark setting was so diluted that it should be declared invalid so Tiffany could no longer use it to prevent other retailers from selling the famed “Tiffany setting” ring.  The problem, though, was that the in-store Tiffany signs Costco was using did not say the rings merely had “Tiffany settings.” The signs, packaging, and even the words of one of Costco’s very own, showed Costco was portraying them as authentic “Tiffany rings.”  Scrambling for footing, Costco claimed the Tiffany mark itself was weak. The Manhattan judge in this case found that Tiffany put forth “uncontroverted evidence” establishing the strength of its mark.  One of the most significant pieces of evidence was a Bain & Co. report showing Tiffany “claims the largest share of the female mind in the U.S.” when it comes to name recognition in jewelry brands. Tiffany even located and interviewed six different consumers who had purchased alleged “Tiffany rings” at Costco and found that they all thought they had a genuine Tiffany & Co. ring.  One woman even reportedly cried when the diamond fell out of what she thought was her very own Tiffany & Co. ring.

The suit is a testament to Tiffany’s rigorous trademark policing procedures and the strength of a timeless, established brand.  Tiffany will likely implement more in-store, on-foot procedures in light of Costco’s initially-effective evasion of Tiffany’s internet monitoring.  Proof of intentional trademark infringement and establishment of a reputable, recognized brand clearly requires expert testimony.

© Copyright 2002-2015 IMS ExpertServices, All Rights Reserved.

October 2015 Monthly AILA Check-In with Charlie Oppenheim

Charles Oppenheim, Chief of the Visa Control and Reporting Division of the U.S. Department of State, held his monthly meeting with AILA to shed light on the data in the recently-released Visa Bulletin.

Since the last AILA check-in with Charlie in September, the October 2015 Visa Bulletin, which was initially released on September 9, 2015, was republished on September 25, 2015, superseding the prior bulletin.

A class action law suit was filed against the U.S. Department of Homeland Security in response to these changes. This case was denied by the court and the Revised Visa Bulletin remains in effect.

The updated October Visa Bulletin listed the same Final Action Dates as the September 9 version of the Bulletin, but changed the Filing Dates in the following categories:

In this check-in with Charlie, the differences between the November 2015 and revised October Visa Bulletin are compared, and Charlie offers his predictions below:

november visa bulletin 

Final Action Dates and Family-Based Preference Categories: The family-based categories continued to progress slowly and steadily, advancing approximately one month in most cases. F-1 Philippines jumped ahead one year from June 1, 2001 in October to June 1, 2002 in November. However, this advancement is somewhat deceptive, since F-1 Philippines retrogressed towards the end of this past fiscal year, moving from February 1, 2005 in May 2015 to dates in 2000 from June through September 2015. The October and November advancements merely represent a recovery from that retrogression. Charlie predicts that this category will likely continue to advance for the next month or so, depending on the level of demand that materializes.

Final Action Dates and Employment-Based Preference Categories: The EB-5 Regional Center Pilot Program and “certain religious workers” categories were originally listed as “unavailable” in the October Bulletin while Congress considered an extension of these programs. On September 30, 2015, both programs were temporarily reauthorized (until December 11, 2015), which resulted in those cut-off dates immediately becoming “Current” (with the exception of EB-5 China) for October. China EB-5 advanced to November 22, 2013, up from October 8, 2013 in the October Bulletin. (AILA Doc No. 15081203)

China EB-2 will advance one month in November from January 1, 2012 to February 1, 2012. China EB-3 will advance approximately two and a half months in November from October 15, 2011 to January 1, 2012. China EB-3 Other Workers will also move forward three months to April 2006.

India EB-2 will move forward 15 months from May 1, 2005 in October to August 1, 2006 in November. While this appears to be a big leap, it is largely the result of a correction based on the retrogression of this category late last fiscal year as the number of available visa numbers dwindled: The Final Action Date for EB-2 India reached December 15, 2013 in August 2015, but then retrogressed to January 1, 2006 in September. Charlie predicts that this category will likely continue to move forward.

The Final Action Dates for India EB-3 and EB-3 Other Workers will advance less than one month in November to April 1, 2004. Usage in this category has been particularly high and it is too early in the fiscal year for unused numbers from other categories to trickle down. Forward movement in this category should remain limited.

Final Action Dates for all Mexico EB categories will remain the same in November, with all categories current except for EB-3 and EB-3 Other Worker which are almost current at August 15, 2015. Charlie is watching these categories closely to see whether the forward movement during the last fiscal year will spur demand and impact these cut-off dates.

Philippines EB-3 and Other Workers categories will advance five and a half months in November to June 15, 2007. All other Philippines EB categories remain current.

Filing Dates

All of the employment-based Filing Dates listed in the Revised October 2015 Visa Bulletin are the same for November. The family-based Filing Dates also remain the same with the exception of:

 november visa bulletin

©2015 Greenberg Traurig, LLP. All rights reserved.

Only three weeks away! Register for the 50th Annual Bank and Capital Markets Tax Institute East – November 4-6, 2015

When: November 4-6, 2015

Where: Hilton Orlando Lake Buena Visa, Orlando, FL

Register now!

For the past 49 years Bank and Capital Markets Tax Institute (BTI) has provided bank and tax professionals from financial institutions and accounting firms in-depth analysis and practical solutions to the most pressing issues facing the industry. With cutting-edge sessions, speakers and networking opportunities BTI is the must attend event for all forward-thinking tax professionals.

Now in its 50th year, BTI 2015 will continue to provide attendees with unmatched tools and resources to ensure that you continue to remain current on the ever-changing issues facing the industry. Essential updates will be provided on key industry topics such as General Banking, Community Banking, IRS Developments, GAAP, Tax and Regulatory Reporting, and much more.New to the program this year, we’ve added sessions on Regulatory Banking, Tax Process, Technology & Efficiency, and much more!

Who Should Attend?

Job Function

  • Accountant
  • Attorney (Tax)
  • Business Development
  • Comptroller
  • Consultant
  • Chief Financial Officer (CFO)
  • Internal Auditor
  • Partner/Senior Manager
  • Tax Advisor
  • Tax Officer/Specialist
  • Tax Research/Manager
  • Treasurer
  • Other Corporate Finance Management
  • Administrator (Government)
Organizations

  • Commercial Bank
  • CPA Firm
  • Government
  • Investment Bank
  • Law Firm
  • Online Bank
  • Retail bank
  • Savings and Loans
  • Technology/Software Industry Provider
  • Consultant: Business/Finance
  • Consultant: Other
  • Academia/Non-Profit

OFCCP Releases Disability Self-Id Public Service Video

OFCCP Logo on paperAs part of its ongoing effort to provide employers with tools to educate and inform employees and non-employees about affirmative action obligations, Office of Federal Contract Compliace ProgramsOFCCP, has released a new disability self-identification public service-like video entitled Disability Inclusion Starts With You. 

Coinciding with its recognition of National Disability Employment Awareness Month, the Agency invites employers and community organizations to download the video and use it as a way to inform employees (and potential employees) about the importance of self-identification.  The video also explains the regulatory obligation employers have to request this information and emphasizes the voluntary nature of the process.

The video and additional information can be found of OFCCP’s webpage.

Jackson Lewis P.C. © 2015

USCIS Issues Further Guidance on the New Filing Date Visa Bulletin

In September, USCIS announced that some individuals would be eligible to file adjustment of status applications following a separate Dates for Filing Visa Applications (“filing date”) chart. This chart differed from the classic Visa Bulletin “priority date” chart now known as the Application Final Action Date chart. USCIS has now announced that it will provide information each month on when applicants should use the filing date versus the priority date chart to evaluate whether or not they can file an application to adjust status or immigrant visa application.

Timeline

The new USCIS process is slated to begin with the November 2015 Application Final Action Date chart, which was released on October 9th. Each month, USCIS will evaluate whether or not there are immigrant visa numbers available for each category and post on its website if individuals may use the filing date chart.

USCIS states that it anticipates, “making this determination each month and posting the relevant chart on our website within one week of DOS’ publication of the Visa Bulletin.”

Process

USCIS has clarified that the filing date chart may ONLY be used if the agency provides an update and information stating so on its website here. If no additional information is provided by USCIS, applicants should assume that they should follow the DOS Application Final Action Date chart to guide filing decisions and adjudication timing questions.

Paid Sick Days Required by Growing Number of Cities and States

Woman, Kleenex, SneezePaid sick leave laws are gaining traction across the nation and are not showing any signs of slowing down. As we recently reported, on September 7, 2015, President Obama signed an Executive Order requiring certain covered federal contractors and subcontractors to provide up to 56 hours of paid sick leave to an employee per year. Four states (California, Connecticut, Massachusetts and Oregon) have passed paid sick leave legislation, and more than 20 cities have passed comprehensive paid sick leave legislation, including:

  • CA: Emeryville, Oakland and San Francisco

  • MD: Montgomery County

  • NJ: Bloomfield, East Orange, Irvington, Jersey City, Monclair, Newark, Passaic, Paterson and Trenton

  • NY: New  York City

  • OR: Portland and Eugene (preempted by state law)

  • PA: Philadelphia and Pittsburgh

  • WA: Seattle and Tacoma

  • Washington, D.C.

Additional localities (e.g., Long Beach and Los Angeles, CA) have enacted paid sick leave ordinances to provide paid sick leave for employees working in certain industries, such as hotel workers. Some of these laws go into effect in 2016. However, most are already in effect, and covered employers must now comply.

For what reasons can employees use leave?

Though each varies, generally, these laws require employers to provide employees with paid leave to diagnose, care for or treat their own, or their family member’s illness, injury or condition, or for preventative medical care. Permissible uses are often broader than typical sick leave. Some laws also require employers to provide paid leave for domestic violence, stalking or sexual assaults. The local ordinance in Emeryville, CA, offers paid leave for care of service animals.

How much leave must employers provide?

Most of the jurisdictions allow employers to either provide a lump sum of leave up front each year or accrue one hour of paid sick leave per every 30 hours worked, but not all. Each law generally places a cap on usage and accrual. However, some jurisdictions such as Seattle, WA, offer much more generous caps on accrual.

What if we already provide paid leave (PTO or vacation) in excess of seven days per year? Do we need a separate sick pay policy, or can we incorporate it into PTO?

While it is possible to incorporate covered sick leave into a general PTO policy, employers must ensure that the PTO policy still meets the minimum requirements of the law(s), which is sometimes impractical. In most cases, employers will need to alter, for example, their accrual method, advance notice provisions, acceptable reasons for use and PTO carryover.

Which employees are eligible?

Employee eligibility requirements for paid sick leave tend to be minimal. For instance, many laws offer paid sick leave to not only regular full-time employees but also to part-time or temporary employees. Often times, an employer need not have a facility or office in the city or state to be covered. For instance, under California’s paid sick leave law, an employee need only work in California for 30 days per year to be eligible for paid sick time. This could mean that an employee who does not live in and/or is not based out of California may still be eligible for paid sick leave under California state law.

What other provisions do I need to consider?

In addition, the laws generally include anti-retaliation provisions, notice and posting requirements and recordkeeping obligations. Some laws, such as California’s, require employers to provide written notice of available paid sick time with each pay stub.

What should employers do?

Employers should first analyze whether their company is subject to any current or pending paid sick leave laws. Here are some initial questions to ask:

  • Does my company have a facility in any of the states/cities mentioned?

  • Does my company employ a sales force (or salesperson) or other employees in the city/state?

  • Do my company’s managers, salespersons, technicians or other employees travel for business in the city/state? If so, how frequently?

If employers determine their business may be covered under state and/or local paid sick leave law(s) listed above, they need to familiarize themselves with the specifics of those jurisdictions and implement the necessary changes to policies and practices. We are happy to assist in identifying coverage and implementing compliant changes.

© MICHAEL BEST & FRIEDRICH LLP

Deciding what Platform to Use for Your Law Firm Website

I often have clients ask me how frequently they should refresh or update their websites. That is a tricky question. When it comes to content, a website should be updated on an on-going basis – every week is good, and every day is not too much. Frequent content additions will increase the likelihood that your site is viewed often, as search engines catalog content using the keywords users are likely to query and return results based on a combination of the most recently posted content, the closest match to the query and the most highly viewed pages that contain the appropriate keywords. That means the more optimized (good use of keywords) content you post, the more views the content is likely to get.

When it comes to design, a website will begin to look dated in two to three years and should be revisited and updated. This is the perfect time to review the site’s navigation and make sure it has remained user-friendly and consistent with current trends in website design. As with most things in business, having an initial strategy when building a website will reduce the need for changes and make the changes easier to implement when it does come time to refresh the site.

So, what does good initial strategy entail when beginning a website build?

The Importance of CMS Selection

First and foremost, you must think about the foundation the site is built upon. Nearly every website built now has a Content Management System (CMS). A CMS allows for ease in operating the website without a need for knowledge of coding. For instance, adding and deleting content can be easily managed on the back-end of the site with the use of built-in templates. There is no reason for a law firm not to use a CMS. The only questions to consider are which category and type of system to choose. This is the big overall strategy decision, and it will impact the ease of use and updates for the life of the site.

There are two categories of CMSs: Proprietary and Open Source. They provide similar functionality, but they operate very differently. A Proprietary CMS is built and owned by an independent company, and that company “leases” the right for a firm to use the technology. Proprietary was the most used form of legal website CMSs for many years.

Open Source CMSs are built and maintained by programmers throughout the world and are open for anyone to use at no cost. Programmers continually update and add to the code making improvements, which they openly share. This is a newer platform for the legal industry.

Deciding Between Open Source or Proprietary

Proprietary CMSs generally come with a hosting and maintenance plan, providing a sense of security to smaller firms without the in-house resources to update and maintain the site. Though this can ease the burden of website management for the firm, it also requires a monthly or annual fee to keep the site up and running. In addition, as most licensors will not allow access to their code, a site refresh will entail additional fees whenever upgrades are needed.

With the use Open Source CMSs, programmers are continually enhancing the code and the updated functionality is freely shared. Any firm can add the enhanced functionality to their site free of charge. That said the firm must have the in-house capability to do so or contract with an outside vendor to complete the project. If a firm does use an outside vendor to assist, it’s a one-time project fee as opposed to a long-term commitment.

The Move Toward Open Source

For the past several years, law firms have steadily trended toward the use of Open Source platforms and ownership of their websites. Long gone are the days of two or three legal power vendors owning the mass market share of law firm websites by using a formulaic, proprietary build approach and charging for site content and technology updates on an hourly or monthly basis.

Not if, but when you do plan for a refresh or new site build, you can reduce costs and enhance site longevity by using an Open Source platform. There are three main options, WordPress, Drupal and Joomla. There have been many comparisons of these Open Source Code options, and I share the main value/asset for each below.

WordPress: This system works best for small- to medium-sized firm websites. (Most Popular)

Drupal: The most powerful Open Source CMS, it allows for efficient upgrades. (Most Advanced)

Joomla: The better platform for e-commerce, it requires some level of technical coding. (The Compromise between WordPress and Drupal)

There is considerable information on the Internet regarding each of the listed Open Source systems. Identifying which CMS to use, whether proprietary or open source, is key to ensuring a smooth and effective website strategy for years to come.

Article By Sue Remley of Jaffe

© Copyright 2008-2015, Jaffe Associates