Philadelphia Business Lawyers: Third Circuit Rehears Defamation Claim Involving Philadelphia Firefighter

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On June 21, 2016, the U.S. Court of Appeals for the Third Circuit reheard en banc a defamation and false light claim against the New York Daily News. The paper was sued by a Philadelphia firefighter whose photograph appeared with an article in January of 2016 about a sex scandal involving Philadelphia firefighters and a paramedic.

The Third Circuit affirmed a dismissal of the suit back in February after finding that Cheney could not show that the allegedly defamatory material in the article was capable of being reasonably understood as referring to him. The panel concluded that the article does not name Cheney in any way and that the caption on the picture makes it clear that it was a stock photograph meant to illustrate firefighters in general, not those involved in the scandal. The photograph of Cheney had the caption, “Philadelphia firefighter Francis Cheney holds a flag at a 9/11 ceremony in 2006.”

The attorney for Cheney argued during the rehearing that his client should get a second chance at suing the paper because Cheney only found out about the article after people who saw it contacted him and thought he was involved in the scandal. The attorney argued that therefore, a reasonable reader could in fact conclude the article is about Cheney.

During the rehearing, Judge Chagares raised concerns about the confusing and high standard for dismissing defamation cases, and stated, “We better be sure [there’s no possibility of defamation] before we render a final decision at this point. This is utterly incapable of a defamatory meaning?”

Cheney v. Daily News L.P., No. 15-2251, 2016 WL 456625 (3d Cir. Feb. 5, 2016)

Philadelphia Business Lawyers at Sidkoff, Pincus & Green Handle Defamation and Disparagement Litigation

Philadelphia business lawyers at the Law Offices of Sidkoff, Pincus & Green offer superior legal representation in cases involving defamation and disparagement. Call 215-574-0600 today to schedule a consultation or contact us online.

Philadelphia Employment Lawyers: VA Employee Wins Suit Against Pennsylvania County After Being Terminated for Political Affiliation

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In Wren v. County of Luzerne, No. 3:11-CV-1769 (M.D. Pa. May 12, 2016), Richard Wren, the Director of Luzerne County’s Veterans Affairs Department, claimed he was terminated for his support of a county commissioner. Two other county commissioners, who opposed the commissioner that Wren supported, began to terminate employees like Wren from county positions. Following his termination, Wren sued the county alleging that they violated the First and Fourteenth Amendments under the Civil Rights Act, Section 1983, and the Pennsylvania Human Relations Act.

The county argued that Wren’s termination was based on non-retaliatory reasons. Specifically, the county presented evidence that Wren had falsified a receipt, which they stated was immediate grounds for dismissal. Wren argued that the county used the falsified receipt as a pretext to terminate him. As evidence that he was terminated strictly for his political affiliations, Wren pointed to the fact that he was never subjected to any disciplinary action before being terminated. He sought to recover $106,000 in back pay and compensatory damages. The jury found that Wren’s political affiliation was a substantial or motivating factor for his termination and awarded him $200,000.

Philadelphia Employment Lawyers at Sidkoff, Pincus & Green Represent Employees in Cases Involving a Wrongful Termination

If you believe that you have been retaliated against or wrongfully terminated because of your political affiliation or other unjust causes, you may be entitled to file a claim against your employer. Contact the law firm of Sidkoff, Pincus & Green by calling 215-574-0600 today to schedule a confidential consultation with one of our experienced and highly skilled Philadelphia employment lawyers or contact us online.

Philadelphia Medical Malpractice Lawyers: Temple Hospital Allowed to Seek Damages from Government in Medical Malpractice Case

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In February 2012, an obstetrician at Temple University Hospital delayed a Caesarian section that was necessary because of an abnormal fetal heartbeat and, as a result, the child was born with severe brain damage. The obstetrician, Clinton Turner, was an employee of a federally funded operator of clinics in the Philadelphia are and was working under an agreement between the hospital and operator. In August 2014, the hospital agreed to pay $8 million to settle the case. A year later, the hospital then submitted a claim to the federal government under the Federal Tort Claims Act, stating that the government was liable for the $8 million settlement because Turner was technically a federal employee under the Public Health Service Act. Temple Hospital claimed the government was bound to insure the hospital based on its physician-sharing contract with the clinic as well as common law contribution and indemnification.

On June 21, 2016, U.S. District Judge Mark Kearney dismissed the physician-sharing contractual indemnification, agreeing with the government that it could not bind them because they were not party to the agreement. However, the Court upheld the common law claims, finding the hospital’s settlement had eliminated Turner’s liability, and it had “held Dr. Turner out as its employee,” creating the necessary legal relationship.

Temple University Hospital Inc v. United States, U.S. District Court, Eastern District of Pennsylvania, No. 2:16-cv-01073.

Philadelphia Medical Malpractice Lawyers at Sidkoff, Pincus & Green Handle a Variety of Medical Malpractice Cases

The Philadelphia medical malpractice lawyers at Sidkoff, Pincus & Green are experienced handling complex medical malpractice litigation. Contact us online or call 215-574-0600 today to schedule a consultation.

Philadelphia Employment Lawyers: Bank of America Discrimination Claim

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A female banker at Bank of America has filed a lawsuit against her employer, alleging that the company underpays female employees, and that she was retaliated against for speaking up about the company’s illegal and unethical business practices. The banker, a 42-year-old single mother of three children, is seeking over six million dollars plus punitive damages and additional compensation. She filed suit in a Manhattan federal court, where many other cases are pending against Wall Street banks alleging similar claims.

The complainant asserts that during her tenure at Bank of America she suffered from an egregious pay disparity in comparison to her male coworkers, being paid less than half than the man who shares the same title she does.

In addition, she claims that the bank condoned acts of discriminatory conduct committed by her boss, and violated the federal Dodd-Frank whistleblower protections by suspending her after she made complaints about alleged illegal activity that harmed clients of the bank.

She alleges that she was treated more like an intern than a valued employee, and was asked demeaning questions such as whether her eyes have always been so blue. She also claims that she was banned from attending important client events.

She has accused the bank of other unlawful activities unrelated to discriminatory practices, such as refusing to tell regulators how a colleague falsified trading records to conceal lies he told a major client about prices. She claims that the man who held her same title (structured products chief) was “front running” by purchasing bonds for Bank of America despite knowing that a competitor wanted them, and rigging a debt auction to benefit a favored hedge fund in which Bank of America also participated.

In response, a spokesman for the Bank of America has stated that the company takes all allegations of inappropriate behavior seriously and investigates them thoroughly.

Philadelphia Employment Lawyers at Sidkoff, Pincus & Green Fight Unlawful Sex and Gender Discrimination

If you or someone you know has been the victim of unlawful discrimination or retaliation, the respected Philadelphia employment lawyers at Sidkoff, Pincus & Green can help you pursue legal action to hold the responsible parties accountable. To schedule a consultation, call us at 215-574-0600 or contact us online today. With offices conveniently located in Philadelphia, we represent businesses throughout Pennsylvania and South Jersey.

Philadelphia Employment Lawyers: CEO Harassment Allegations

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A former president of an Omnicom ad agency has sued the company’s CEO, Alexei Orlov, claiming that he was terminated in retaliation for complaining about Orlov’s harassing behavior. The plaintiff filed suit recently in a Los Angeles court, seeking damages and alleging a violation of the California Fair Employment and Housing Act (FEHA); failure to prevent discrimination and retaliation; retaliation in violation of the California Labor Code; and wrongful termination in violation of public policy. The case echoes another recent ad agency discrimination lawsuit where the chief communications officer of J. Walter Thompson accused the CEO of making racial and sexist slurs.

According to the Omnicon lawsuit, at one time Orlov pressured a young female employee who worked on the company’s Pfizer account to get him free Viagra directly from Pfizer, telling her that he needed the medication because he had a young wife.

The plaintiff also claims that Orlov failed to promote a female employee to the position of managing director because she was “too pretty” and no one would take her seriously.

Allegedly, after the plaintiff complained to Orlov about a drunken male co-worker who made inappropriate comments about a female coworker, Orlov dismissed the complaint because he did not want to see the employee reprimanded.

Orlov also allegedly made anti-Semitic comments to a Jewish employee, saying he was miserly with money because he was Jewish.

The plaintiff claims that after complaining to the agency’s global head of human resources and encouraging other staff members to do so, Orlov sent him a text message asking him why he did not first call him directly before going over his head. Less than a month later, the plaintiff was terminated.

Philadelphia Employment Lawyers at Sidkoff, Pincus & Green Fight for Victims of Harassment and Retaliation

If you are facing harassment or discrimination at work, there are certain steps you can take to protect your rights. The experienced Philadelphia employment lawyers at Sidkoff, Pincus & Green handle all types of employment-related claims, including retaliation, wrongful termination, sexual harassment, EEOC claims, wage and hour/overtime violations, and more. If you are being harassed, check your company’s reporting requirements and report your concerns to the party designated to receive complaints. To speak to a qualified lawyer about your case, call us at 215-574-0600 or contact us online today. With offices conveniently located in Philadelphia, we represent clients throughout Southeastern Pennsylvania and South Jersey.

Philadelphia Wage and Hour Lawyers: Truck Drivers FLSA Exception

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Employer of Truck Drivers Who Transported Water to Hydraulic Fracking Sites Does Not Qualify for FLSA Exception Under MCA

In Mazzarella v. Fast Rig Support, LLC, a group of truck drivers who transported water to and from hydraulic fracking sites brought suit against their employer to recover unpaid overtime wages. No. 15-3116, 2016 U.S. App. LEXIS 9687 (3d Cir. May 23, 2016). The truck drivers asserted that their employer violated the FLSA because they often worked more than 40 hours per week but were only paid overtime when they worked over 45 hours in a week. In response to the truck drivers’ claims for unpaid overtime, the employer argued that they were exempt from the FLSA under the Motor Carrier Act. Under the Motor Carrier Act, employers are exempt from the FLSA if they are engaged in transportation between “a State and a place in another State.” 49 U.S.C. § 13501.

The District Court for the Middle District of Pennsylvania ruled in favor of the plaintiffs and held that the employer had not shown the water and drivers were engaged in a “continuous stream of interstate travel” because the water transported involved in the fracking process becomes contaminated and “substantially modified”, resulting in “two separate commercial transactions,” one “before the water becomes tainted” and one after the fracking process is complete. The Third Circuit affirmed the ruling of the District Court. The Court stated that the employer did not present sufficient evidence that the truck drivers were involved in a “continuity of movement in interstate commerce.”

For more information, call our Philadelphia employment lawyers at Sidkoff, Pincus & Green at 215-574-0600 or contact us online.

 

Philadelphia Employment Lawyers: EEOC Guides Employers Dealing with Leave and the ADA

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The Equal Employment Opportunity Commission (EEOC) issued a statement on May 9, 2016 to help guide employers in situations regarding Employer-Provided Leave and the Americans with Disabilities Act (ADA).

The EEOC’s statement was meant largely to clarify when and how leave is to be provided in cases of an employee’s disability under the ADA.

As a general note, employees that request leave under an existing policy within the company should have the same access to leave as all other employees. Even when an employee has used up any paid days of leave or if the employer does not have an existing leave policy, an employee may still be entitled to receive leave as a reasonable accommodation, as long as the leave does not create an undue hardship for the employer.

One of the key points the statement explains is that communication is key once leave is requested by an employee. The EEOC calls this the “interactive process”, which allows the employer to obtain information relative to granting leave that is not covered under an existing leave program. Even after the leave has been granted, communication is still very important to determine return dates and conditions upon return for the employee.

You can access the statement from the EEOC here.

For more information, call our Philadelphia employment lawyers at Sidkoff, Pincus & Green at 215-574-0600 or contact us online.

Philadelphia Medical Malpractice Lawyers: Statute of Limitations in Survival Actions

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Pennsylvania Supreme Court to Review Statute of Limitations in Survival Actions

On June 7, 2016, the Pennsylvania Supreme Court agreed to review the Superior Court’s expansion of the statute of limitations applicable to survival actions in medical malpractice cases.

In Dubose v. Quinlan, the Superior Court affirmed judgments entered in a wrongful-death and survival action brought by the administrator of the estate of Elise Dubose. Dubose died while in the care of Willowcrest Nursing Home, after developing severe pressure ulcers that were left untreated.  During her stay at Willowcrest, Mrs. Dubose was malnourished, suffered severe dehydration, pain from bed sores, bone infection, and developed sepsis systemic infection that ultimately lead to organ failure and death in October of 2007. The jury found in favor of plaintiff in the amount of $125,000 on the Wrongful Death Claim and $1,000,000 on the Survival Action.

The defendants argued on appeal that they were entitled to a judgment notwithstanding the verdict because the Survival Action exceeded the two-year statute of limitations, pursuant to the Medical Care Availability and Reduction of Error (“MCARE) Act. Defendants argued that the statute of limitations began to run in 2005, when Dubose developed the first pressure wound. The plaintiff filed two complaints in August 2009 and September 2009, so therefore the claim would have been barred. However, the Superior Court disagreed, ruling that the statute began to run at the time of death, in October of 2007. Believing that the approach the Superior Court took was far too literal, the defendants then filed a Petition for Allowance of Appeal from the Order of the Superior Court, claiming that the expansion of the statute of limitations was improper.

If the Supreme Court affirms the decision, it would open up more litigation in the medical malpractice field. A plaintiff could bring a survival action suit for an injury caused by another person’s negligence if there were complications that resulted in death, regardless of how many years are between the injury and death.

For more information, call our Philadelphia medical malpractice lawyers at Sidkoff, Pincus & Green at 215-574-0600 or contact us online.

Philadelphia Employment Lawyers: Employment Protections to Medical Marijuana in Pennsylvania

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On May 17, 2016, the new Medical Marijuana Act (MMA) took effect, making Pennsylvania the 24th state to legalize medical marijuana, and contains several significant employment related provisions. The Act states that “no employer may discharge, threaten, refuse to hire or otherwise discriminate or retaliate against an employee regarding an employee’s compensation, terms, conditions, location of privileges solely on the basis of such employee’s status as an individual who is certified to use medical marijuana.” (Emphasis added). Furthermore, the Act states that it does not require an employer to make any accommodation of the use of medical marijuana on the premises of any place of employment. Employers can still discipline employees who are under the influence of medical marijuana at the workplace when the employee’s conduct falls below the standard of care normally accepted for that position. These employment provisions raise questions on how courts will determine what “falling below the standard of care” for that position.

Employers who adhere to a zero tolerance policy and/or an anti-discrimination policy may need to modify them accordingly. The Act strictly limits the list of medical conditions in which medical marijuana is legally permissible, and smoking medical marijuana is still prohibited; the drug can only be dispensed as pills, oil, creams, liquids, and forms that can be vaporized.

For more information, call our Philadelphia employment lawyers at Sidkoff, Pincus & Green at 215-574-0600 or contact us online.

 

 

 

 

Philadelphia Business Lawyers: Lawsuit Alleges Defamatory Billboard

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Defamation is when an individual makes a defamatory statement about another person that damages that person’s reputation. Libel and slander are both types of defamation, with libel involving a written statement, and slander involving a verbal statement. Defamation, libel, and slander are all relevant issues in business law.

A group of prominent judges, attorneys, and businessmen in Hillsborough County, New Hampshire recently filed a civil lawsuit against mortgage broker Michael Gill, who is running for Governor of New Hampshire, and demanded that he take down an allegedly defamatory billboard that explicitly refers to the professionals as drug dealers and extortionists.

The three men filed a lawsuit against Gill for libel and defamation. The lawsuit alleges that Gill made defamatory statements against the men on a large electronic sign outside Gill’s business, The Mortgage Specialists. The men allege that he has been posting these defamatory signs for years. The signs have drawn public criticism in the area for their use of vulgar language. Further, the men allege that Gill defamed them on the radio and over social media. Gill posts the details of his allegations of corruption on his website, and also purchases radio time for a regularly scheduled radio call-in program where he discusses corruption. The most recently noted sign refers to plaintiffs as “drug dealers” and accuses another of extortion.

Gill has often publicly accused a plaintiff of being arrested years ago for possession of cocaine, citing what he claims is the arrest number for the charge. The plaintiff has maintained that the number cited by Gill comes from 1987, and there is no record of any arrest or conviction. He said he is not sure what the purported arrest number signifies or corresponds to.

A superior court judge was scheduled to hear arguments requesting an injunction to remove the sign and order that Gill cease making defamatory statements while the suit is pending.

Philadelphia Business Lawyers at Sidkoff, Pincus & Green Seek Justice for Victims of Libel and Defamation

If someone has made harmful, defamatory statements against you or your business, contact the experienced Philadelphia business lawyers at Sidkoff, Pincus & Green. With offices conveniently located in Philadelphia, we represent clients throughout Southeastern Pennsylvania and South Jersey. Call us at 215-574-0600 or contact us online today.