Category: Employment Law


Thirty-Three Women Sue Ford for Sexual Harassment

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A sexual harassment lawsuit filed against Ford Motor Company has come to include 33 women who claim to have been victimized while working at two Chicago – area plants. Employees at Ford’s Assembly Plant and Stamping Plant allege that they were subject to a hostile work environment that included instances of attempted rape, unwanted sexual advances, touching, groping, and men exposing or showing pictures of their genitals.

The federal suit, filed in the U.S. District Court of the Northern District of Illinois, states that, “Ford is aware of the ongoing discrimination and harassment which occurs on a daily basis in an open manner, such that it is observed by employees and supervisors, and has turned a blind eye toward it.”

The plaintiffs claim that complaints to Ford management were met with more harassment, discrimination, and retaliation – alleging that women who dared to speak up were written up or threatened with termination. “Ford knowingly allowed sexual harassers, molesters, and sex offenders to remain in the workplace and repeat heinous acts of sexual harassment”, they say. The suit includes a description of a “pattern and practice of discrimination” that included male employees receiving days off and overtime pay they had not earned, while women were never granted such privileges.

Ford’s attorney Eugene Scalia, son of Supreme Court Justice Antonin Scalia, has asked the court to dismiss the case on a wide range of grounds. In a motion to dismiss, the motor company’s legal team wrote, “Ford cannot be held vicariously liable for acts outside the scope of managers’ and supervisors’ employment; the claims are preempted by the Illinois Workers Compensation Act; and the intentional infliction of emotional distress claims are preempted by the Illinois Human Rights Act.”

Ford Motors is no stranger to sexual harassment lawsuits. In 2000, they settled a similar suit filed by 14 female employees for $19.5 million. If the Chicago plaintiffs can successfully establish their claims for discrimination and retaliation, it is likely that Ford will be required to pay a far greater sum.

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

Philadelphia Sexual Harassment Lawyers: Wall Street CEO To Pay $18 Million

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A federal jury has awarded $18 million to former Swedish model Hannah Bouveng in a sexual harassment and defamation suit filed against her boss, Benjamin Wey. As the CEO of New York Global Group, a private equity investment firm with an estimated $1 billion in capital, Wey allegedly pressured Bouveng into having sex, fired her after she tried to end the relationship, and then posted defamatory articles about her on his blog TheBlot after being informed of the lawsuit.

The story began in the summer of 2013, when Mr. Wey hired Bouveng as an assistant in New York City after meeting her at a party in the Hamptons. According to his wife, Michaela, Wey rented his new assistant a luxury apartment in the Financial District, explaining that “Ms. Bouveng could be closer to the office, focus on work and bring him more deals”, which would be good for business.

According the $850 million lawsuit filed in Manhattan Federal Court, Mr. Wey began pushing his new assistant to have sex with him, buying her gifts and bringing her on business trips where he would book only a single room. After several awkward encounters where he successfully pressured her into having sex with him, Bouveng attempted to break off the relationship at Wey’s Behest.

In a statement to the jury, Bouveng’s attorney David Ratner stated, “She was debased. She was degraded. She was defiled. He was delighted… He thought he owned her.”

When Bouveng began refusing her boss’s advances, he threatened to fire her. In her testimony, Bouveng stated, ““He said if I didn’t spend more time with him, he would have to start looking for someone else. He said if I didn’t show him tangible love, he was kicking me out by Aug. 1.”Later on, after discovering her with another man, Bouveng claims that Wey fired her, kicked her out of the apartment and threatened to revoke her visa.

Bouveng proceeded to file suit against Wey in July of 2014, but was only met with more harassment. That month, Wey retaliated by posting several defamatory articles on his blog about Bouveng that included her name, picture, description and accusations of her of being a drug addict, sex slave and prostitute. The suit also states that Wey traveled to Stockholm to harass Bouveng and hire private detectives to stalk her months after she was fired from NYG Group.

In June, an eight-person jury awarded Bouveng $2 million in compensatory damages and $16 million in punitive damages for sexual harassment, retaliation and defamation claims.

For more information on sexual harassment or any other employment law matter, contact Philadelphia employment lawyers at Sidkoff, Pincus & Green at 215-574-0600 or contact us online.

Philadelphia Wrongful Termination Lawyers:  Robertson v. Hunter Panels LLC, Civ. A. No. 2:13-cv-01047 (W.D. Pa 2013)

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In April 2012, plaintiff Sandra Robertson, was terminated from her employment at Hunter Panels LLC, of Smithfield. Robinson claimed that she was fired in retaliation for complaining about harassment and a hostile work environment and for accusing the company of running an “old boys’ club,” after the plant manager repeatedly refused to act on her complaints.  When she first complained, the company sent her to a mandatory anger-management program, although the counselor told her she did not need it. A few months later, Robertson again complained about ongoing harassment, and she was fired for her “management style.”

Robertson sued Hunter Panels and its parent, Carlisle Construction Materials Inc., as joint employers, on claims of gender discrimination, retaliation, hostile work environment, and violations under Title VII and the Pennsylvania Human Relations Act. Robertson claimed that the company created electronic documents to support her termination only after she complained about harassment.

The jury found that Hunter and Carlisle discriminated against Robertson because of her gender, that they subjected her to a hostile work environment because of her gender, and that they unlawfully retaliated against her when they terminated her employment. Robertson was determined to receive $92,000. The jury further determined that Hunter and Carlisle acted with malice and/or reckless indifference to the federally and state protected rights of Robertson, who was determined to receive $12.5 million in punitive damages.

Philadelphia Wrongful Termination Lawyers at Sidkoff, Pincus & Green Obtain Compensation for Victims of Retaliation in the Workplace

Philadelphia wrongful termination lawyers at Sidkoff, Pincus & Green fight for the rights of employees who unjustly lose their jobs as a result of retaliation at work, hostile work environment or workplace discrimination. Our Philadelphia retaliation lawyers have the experience to hold negligent employers accountable for their actions. Call our Center City, Philadelphia, Pennsylvania law offices today at 215-574-0600 or complete our online contact form to schedule a consultation today.

Philadelphia Sexual Harassment Lawyers: Verdict Against FedEx For Sexual Harassment

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A federal jury awarded $3.2 million in a sexual harassment suit against Federal Express Corp. — including $2.5 million in punitive damages despite a $300,000 federal cap on damages. Pennsylvania case law bars awards of punitive damages under the Pennsylvania Human Relations Act. Plaintiff, Marion Shaub, was a former FedEx tractor-trailer driver, who claimed she was harassed by her supervisor and co-workers and that the brakes on her truck were sabotaged on five occasions in an attempt to intimidate her.

The jury found in favor of Shaub on her sexual harassment and retaliation claims and concluded that FedEx was liable for intentional infliction of emotional distress. Shaub was awarded $101,400 in back pay; $290,000 in front pay; $350,000 in compensatory damages for emotional suffering; and $2.5 million in punitive damages, for a total award of $3,241,400.

Although Pennsylvania case law bars awards of punitive damages under the PHRA, they are allowed under Title VII — but cannot exceed the cap. FedEx is likely appeal, to argue that the punitive damages must be reduced by $950,000. EEOC regional attorney Jacqueline McNair said the verdict “sends employers a loud and clear message that sex discrimination and retaliation are simply unacceptable.”

For more information on gender discrimination or sexual harassment in the workplace, call Philadelphia gender discrimination lawyers at Sidkoff, Pincus & Green at 215-574-0600 or contact us online.  

Philadelphia Overtime Lawyers: Fracking Water Transportation Falls Under FLSA Overtime Rules

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Employees covered by the Fair Labor Standards Act (FLSA) must receive overtime pay for hours worked in excess of 40 in a given workweek at a rate of atleast one and a half times their regular rates of pay.

This month, U.S. District Judge Malachy E. Mannion of the Middle District of Pennsylvania ruled in Mazzarella v. Fast Rig Support that truck drivers delivering fracking water to gas drilling rigs within the state are covered by the FLSA and must receive overtime pay in accordance with FLSA guidelines.

After working more than 45 hours a week without receiving overtime pay, the employees of FAST Rig Support, LLC and First Americans Shipping and Trucking Co. filed an FLSA and Pennsylvania Minimum Wage Act claim earlier this year. The defendants filed a motion to dismiss the claims, arguing that the Motor Carrier Act, which provides exemptions from FLSA regulations, governs work performed by the plaintiffs.

In his ruling, Judge Mannion stated that the plaintiffs effectively pleaded a claim for violations of the overtime provisions of the FLSA and that “defendants have not shown that the motor carrier exemption applies sufficiently to justify dismissal”. Peter Winebrake, counsel for the more than 40 plaintiffs, believes this ruling represents a significant development that will have a broader impact on labor standards in Pennsylvania.

Philadelphia employment lawyers for FLSA at Sidkoff, Pincus and Green P.C.  represent clients in all matters of employment law including wage and hour disputes, FLSA violations, overtime claims and more.  Our Philadelphia business lawyers are highly skilled in trial litigation and complex negotiationsContact Sidkoff, Pincus and Green online or call today at 215-574-0600.

Philadelphia Employment Lawyers: Woman Fired Following Struggle with Alcholism

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Delaware resident, Mary McGee has filed suit against her former employer Exelon Generation Co. alleging unlawful discrimination and retaliation in response to her struggle with alcoholism in 2014.

According to the complaint, McGee was instructed not to return to work for 24 hours after being hospitalized in November after fainting at work while under the influence of alcohol. The day after, McGee was administered a drug alcohol test, which she failed with a BAC of .01. After completing an outpatient treatment program and producing clean test results, McGee was not given a return-to-work date and she subsequently relapsed. McGee then voluntarily admitted herself into a rehabilitation center and was cleared to return to work in early May of 2014.

The lawsuit, filed in U.S. District Court for the District of Pennsylvannia, states that McGee was then terminated on July 16 for “violating the company’s code of ethics”. She alleges that Exelon did not provide accommodation for her disability and was therefore wrongfully terminated. McGee is now seeking injunctive action against Exelon along with punitive damages, compensatory back and front pay with benefits, attorney fees and court costs.

Philadelphia employment lawyers at Sidkoff, Pincus & Green P.C. are experienced in handing all aspects of employment law, including wrongful termination. Call us today at 215-574-0600 to schedule a consultation or submit an online contact form.

Implied Nonexclusive License as an Affirmative Defense to a Claim of Copyright Infringement in Pennsylvania

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Legal issues pertaining to intellectual property, such as copyright infringement, are governed by federal law. Specifically, copyright infringement is covered under the Copyright Act, at 17 U.S.C. §§ 101 et. seq.To prove a claim for copyright infringement, a plaintiff must establish: (1) ownership of a valid copyright; and (2) unauthorized copying of original elements of the plaintiff’s work. Kay Berry, Inc. v. Taylor Gifts, Inc., 421 F.3d 199, 203 (3d Cir. 2005).

Under the Copyright Act, the owner of a copyright has the exclusive right to “copy, distribute or display his work.” MacLean Associates, Inc. v. WM. M. Mercer-Meidinger-Hansen, Inc., 952 F.2d 769, 778 (3d Cir. 1991) (citing 17 U.S.C. § 106). The owner of a copyright may transfer ownership by selling it or exclusively licensing it; transfers via exclusive licenses must be in writing. 17 U.S.C. § 204(a).An owner of a copyright may also grant a nonexclusive license to use the copyrighted work. MacLean, supra at 778-79.Because a nonexclusive license is expressly removed from the scope and language of § 204, courts have interpreted that a “nonexclusive license may be oral or implied because it does not amount to a ‘transfer’ of ownership.” Beholder Productions, Inc. v. Catona, 629 F. Supp.2d 490, 493 (E.D.Pa. 2009); see also MacLean, supra at 778.

The Third Circuit has found an implied license where three factors are present: “(1) a person (the licensee) requests the creation of a work, (2) the creator (the licensor) makes the particular work and delivers it to the licensee who requested it, and (3) the licensor intends that the licensee-requestor copy and distribute his work.” Beholder, supra at 494; see also National Ass’n For Stock Car Auto Racing, Inc. v. Scharle, 184 Fed.App’x. 270, 275 (3d Cir. 2006). “A nonexclusive license may arise by implication where the creator of a work at a defendant’s request ‘hands it over, intending that the defendant copy and distribute it.’”Id.at 274 (quoting MacLean, supra at 779).

“Whether there is an implied license is determined by an objective inquiry into the facts; the private hopes of the creator are not relevant.” Scharle, supra at 275. If the defendant can establish that the plaintiff granted him an implied nonexclusive license, it serves as an affirmative defense against a claim of copyright infringement. Id.

If you think that you might have a claim, or are potentially facing a claim, under the Copyright Act, please contact the experienced lawyers at Sidkoff, Pincus & Green in Philadelphia, who are licensed to practice law in all courts in Pennsylvania and New Jersey.

Obamacare is a Game-Changer for Extra Income Earned By Doctors

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Penalties, Fines and Adverse Consequences Doctors should know about before Entering into PODS, Consulting Agreements and other Arrangements with Medical Device Manufacturers and Pharmaceutical Companies

The U.S. market size for orthopedic medical device R&D is estimated to be $1.3 billion in 2011, corresponding to 8% of market revenues[1]. The aging population and expanded medical insurance coverage has resulted in a growing profitability of the orthopedic implant market.   It is not unusual for a new medical device company to realize 30% annual growth and 30% – 35% EBITDA.[2]

Prior to the implementation of the Affordable Care Act, which is commonly known as “Obamacare”,  manufacturers created a fake  research and development market using programs that had no intrinsic value to the companies or the patient population to bribe doctors with extra income gained from supposedly participating in the programs. In reality, the payments compensated the doctors for prescribing for patients the devices made by the bribing manufacturer. The bribes were disguised by:  the use of supposed consulting assignments; memberships on “medical advisory committees” set up by the manufacturers, royalties on contributions to minor, but insubstantial changes to the company’s products that were not needed except to fabricate an ostensibly legal  basis for compensating  the company’s doctor-customers; and other even more aggressive programs.

The  Hammer will be coming down on the blatantly illegal PODS

Beginning in around 2008, the entities that made and marketed orthopedic medical devices seduced doctors to become owners of their own distribution companies in an entity known as a “Physician Owned Distributor” or “POD”. This scheme put money directly into the hands of the doctors as a reward and incentive for the doctors’ efforts to boost sales of the participating manufacturer’s medical devises.

Here is how the POD’s typically work. Assume we have a manufacturer of orthopedic medical devices, known in our example as “Device-Co”; and assume also that Device-Co focused on spinal implants that were prescribed by spine surgeons. Device-Co approached a spine surgeon (whom we will call “Dr. Smith”), and offered to help Dr. Smith set up the Smith-POD – which would then be appointed as an independent sales representative to sell Device-Co’s spinal implants in the city were Dr. Smith had his surgical practice (“Practice City”). In this scenario, there would be one potential hurdle. Under existing federal conflict of interest laws and regulations on the books since the 1990’s, Dr. Smith could not be a buyer or prescriber of any medical device made by Device-Co. However, there was a ready (although highly suspect) solution:  Device-Co had made separate informal (and not written down) deals with “Competitor-Co,” one of its competitors that was similarly sponsoring spinal surgeons to set up PODS to sell products manufactured by Competitor-Co . We will assume for purposes of our example that Competitor-Co convinced Dr. Wilson, another spine surgeon in Practice City, to establish the Wilson-POD  to distribute spinal implant products made by Competitor-Co.

Under the POD business model, Dr. Smith would prescribe only spinal implants made by Competitor-Co that he purchased from the Wilson-POD . In return, Dr. Wilson would prescribe only spinal implants made by Device-Co that he purchased form the Smith-POD. Each of the spine surgeons would make a commission on the sales generated by his POD, and the two cooperating spinal implant manufacturers would insure that no other competitor selling spinal implant products could break into this market, no matter how good their products might be, or how much more reasonable their pricing. Under this scheme, Device-Co and Competitor-Co were happy to pay hefty sales commissions that otherwise would be paid to the support personnel anyway.

The Office of Inspector General says “No” to PODs

The Unites States Department of Health and Human Services Office has within its organization a body known as of the Office of Inspector General (OIG) that is charged, along with other federal and state regulators, to identify and stop conflicts of interest and schemes that potentially could entice a doctor to prescribe a product, not because it was the most effective device at the best price, but because the doctor had a collateral financial interest in the sale. Since most implant operations in hospitals have some subsidy provided by the federal government through Medicare, Medicaid, the Veterans Administration network and similar programs, schemes that inflate the cost of implant products or that deter the doctor from acting on his best medical judgment are deemed a fraud on the US government.  The OIG, has already  identified  many of the compensation arrangements are directly correlated to the surgeons’ selection of medical devices, and therefore illegal, and the chief offender are PODs.[3]

In June 2011, five US senators requested that the OIG investigate the legality of PODs.  This prompted the Affordable Care Act (‘ACA”) to vastly increase the funding for the OIG  and other federal watchdogs under the Health Care Fraud and Abuse Control program, the Medicaid Integrity Program, and the American Recovery and Reinvestment Act of 2009. The OIG investigations are not limited to device manufacturers since money has been allocated to 50 Medicaid Fraud Control Units for investigation and prosecution of criminal and civil actions against physicians and other  Medicaid providers  who may have committed patient fraud.[4] Moreover section 6002 of the ACA—the Physician Payment Sunshine Act—requires HHS to create and  operate a “sunshine” database of information disclosed by applicable manufacturers of all  financial relationships with physicians and hospitals. This means that the law requires every POD to be disclosed to HHS.

In addition, the states are now getting into the act. For example, New Hampshire has pending legislation designed to end PODs that provides,

A health care practitioner, including an immediate family member, shall not:  Enter into a contract or business arrangement with another entity where the purpose or effect of the contract or business arrangement is to accomplish prohibited self-referrals indirectly, such as through the use of a third party, or through the use of a cross-referral agreement. Such prohibited contracts or business arrangements shall include any arrangement that requires or has the purpose or effect of causing the purchase of such medical devices from a specific supplier as a condition of, or incident to the provision of medical care by the health care practitioner.[5]

Are there any legal ways for doctors to make money from device manufacturers?

The short answer is “yes”. The ACA is tough, but it has loopholes that allow medical device manufacturers to enter into arrangements that ultimately provide payments to surgeons who prescribe their products. The method of complying with the law may seem like a maze, but there are now institutions that were established to allow doctors to continue to earn income form non-clinical duties and to be in full compliance with the law.

Sidkoff, Pincus & Green P.C. has worked with many of  its physician clients as well as clients in the chain of medical device manufacturing and distribution to help create alternatives to the now infamous PODs and several other discredited schemes that were popular before passage of the HCA. If you have any interest in learning of our work in this area, feel free to contact us by visiting our web site: www.greatlawyers.com.


[1] Current 10Ks at Feb 2011: Stryker, Zimmer, Biomet indicate 8% of sales spent on R&D

[2] Globus Medical Devices is one such example, surpassing $100 million in sales within 5 years.

[3] The Department of Health and Human Services and The Department of Justice Health Care Fraud and Abuse Control Program Annual Report for Fiscal Year 2009.

[4] Medicaid Integrity Program Report, the HHS Office of Inspector General

[5] New Hampshire,  HOUSE BILL 1725-FN

 

Retaliation Claims under the Federal False Claims Act

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Section 3730(h) of the False Claims Act prohibits retaliation against an individual asserting a violation of the Act.  The statute provides: “Any employee, contractor, or agent shall be entitled to all relief necessary to make that employee, contractor, or agent whole, if that employee, contractor, or agent is discharged, demoted, suspended, threatened, harassed, or in any other manner discriminated against in the terms and conditions of employment because of lawful acts done by the employee, contractor, agent or associated others in furtherance of an action under this section or other efforts to stop one or more violations of this subchapter.” 31 U.S.C. Section 3730(h).  This is known as the anti-retaliation provision of the False Claims Act.

To establish a claim under Section 3730(h), a plaintiff must show “(1) he engaged in protected conduct, (i.e., acts done in furtherance of an action under Section 3730) and (2) that he was discriminated against because of his protected conduct.”  U.S. ex rel. Hefner v. Hackensack Univ. Med. Ctr., 495 F.3d 103, 110 (3d Cir. 2007).  “For a plaintiff to demonstrate that he was discriminated against because of conduct in furtherance of a False Claims Act suit, a plaintiff must show that (1) his employer had knowledge he was engaged in protected conduct; and (2) that his employer’s retaliation was motivated, at least in part, by the employee’s engaging in protected conduct.” Id. at 111

Section 3730(h) protects a wide variety of conduct, including investigation for, initiation of, testimony for, or assistance in bringing a claim under the False Claims Act.  Campion v. Ne. Utilities, 598 F. Supp. 2d 638, 648 (M.D.Pa. 2009).  Determining what activities constitute protected conduct under the statute is a fact specific inquiry.

If you think you might be a victim of retaliation for asserting a violation of the False Claims Act, please contact the experienced lawyers at Sidkoff, Pincus & Green in Philadelphia, who are licensed to practice law in all courts in Pennsylvania and New Jersey.

Protection for Employees who are Retaliated against for Refusing to Work under Unsafe Conditions

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Section 11(c) of the Occupational Safety and Health Act of 1970 (“Act”), at 29 U.S.C. § 660(c), offers protection to employees who face retaliation for refusing to work in the face of imminent danger.  Section 11(c) of the Act renders the discrimination against or discharge of an employee for exercising “any right” protected under the Act unlawful. 29 U.S.C. § 660(c)(1). The Secretary of Labor promulgated a regulation, codified at 29 C.F.R. § 1977.12, defining certain “rights” which, although not delineated by Section 11(c), are protected under the Act. One such protected right, codified at 29 C.F.R. § 1977.12(b)(2), is an employee’s right to refuse to work under conditions the employee apprehends will subject him to serious injury or death.

By virtue of this regulation, where an employee is confronted with a choice of not performing an assigned task or performing the task under apprehension of serious injury or death, Section11(c) protects from subsequent discrimination or discharge the employee who, having no reasonable alternative, refuses to perform the assigned task. The employee’s apprehension of serious injury or death is measured by the standard of a reasonable person under the circumstances. To establish a violation of Section 11(c) the employee’s engagement in protected activity need not be the sole reason for the subsequent discharge but “a substantial reason for the action” or if the discharge “would not have taken place `but for’ engagement in protected activity.” 29 C.F.R. § 1977.6(b)

An employee who is retaliated against for complaining about workplace safety or refusing to work in the face of imminent danger must file a complaint with OSHA within 30 days of the retaliation.  The attorneys at Sidkoff, Pincus & Green, located in Philadelphia, Pennsylvania, are experienced in drafting such complaints.  If you have experenced employment retaliation, please feel free to contact an attorney at Sidkoff, Pincus & Green via email ([email protected]) or by phone at (215) 574-0600.