News and Resources

National Labor Relations Board Files Complaint on Behalf of Employee’s Facebook Posts

In this article, we continue our analysis of Protected Concerted Activity in Non-Union Workplaces.  In a case before the National Labor Relations Board (NLRB), the employee, Dawnmarie, was a long-term paramedic for American Medical Response of Connecticut, Inc., an emergency medical service provider in New Haven, Connecticut.  After a verbal disagreement with her supervisor at work, Dawnmarie went home and posted a negative comment about her supervisor on her private Facebook page.  Dawnmarie’s post prompted replies from other employees who were friends with Dawnmarie on Facebook. Dawnmarie was suspended the next day and ultimately fired.  In making the decision to fire her, the company relied, in part, on Dawnmarie’s Facebook post, arguing that Dawnmarie violated the company’s internet policy when she criticized her supervisor online.  A charge was filed with the Hartford NLRB Regional Office alleging Dawnmarie was unlawfully fired.  The charge also alleged the company’s handbook contained unlawful provisions which, among other things, prohibited employees from making negative comments about the company or supervisors. After an investigation, the NLRB issued a Complaint alleging Dawnmarie was unlawfully fired because she engaged in protected concerted activity when she criticized her supervisor on Facebook.  The Complaint also alleged that the company’s handbook contained several unlawful provisions.  Prior to a hearing, the company agreed to revise the provisions in the handbook which were alleged to be unlawful.  The company also reached a private settlement with Dawnmarie regarding her termination.   Takeaway:  Employers must be aware of what constitutes Protected Concerted Activity in Non-Union Workplaces.  Additionally, employers must ensure their handbooks are in compliance with all applicable laws. The experienced employment and labor attorneys at Luchansky Law can train your supervisors to be knowledgeable of Protected Concerted Activity in Non-Union Workplaces.  We also offer audits of employee handbooks.  Contact our office today to ensure your handbooks are in compliance with the National Labor Relations Act and other applicable laws.

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National Labor Relations Board Holds Preemptive Termination Unlawful

In this article, we continue our analysis of Protected Concerted Activity in Non-Union Workplaces. In a case before the National Labor Relations Board (NLRB), the employer was a multinational, life sciences consulting firm that conducted clinical trials on behalf of its pharmaceutical clients at its Baltimore, Maryland location.  Its staff included a number of individuals from South Africa. When the charging party, Theresa, a licensed practical nurse for the company, received information from a co-worker that led her to believe that the employees from South Africa were receiving special treatment, she complained to her direct supervisor.  The next day, Theresa was called into the office by a Human Resources official and the Manager of Clinical Operations, who is also from South Africa, to discuss the “rumor” she had mentioned. In the meeting, Theresa explained that a co-worker, who was South African, told her that he received a raise when he was re-hired by the company and that his wife would also receive a raise when she was re-hired.  Theresa expressed concern that the company was paying the employees from South Africa higher wages and the manager of clinical operations would continue favoring these employees.  Theresa was then asked if she had discussed the conversation she had with her co-worker with anyone else besides her supervisor.  Theresa said she had not.  The next week, Theresa was fired. Theresa filed a charge about her termination with the NLRB’s Regional Office in Baltimore. After an investigation, a Complaint issued and a hearing was held on the matter. The judge’s decision was reviewed by the Board in Washington, D.C., which found the termination unlawful, as the evidence indicated the company fired Theresa as a way to prevent her from discussing her concerns of favoritism with her co-workers. The Board held that a “pre-emptive” termination to keep an employee from discussing wages, hours, or working conditions with other employees is unlawful, even if the employee had not yet engaged in protected activity. As part of its decision, the Board ordered that Theresa be reinstated with full backpay. The employer appealed the Board decision to the U.S. Court of Appeals for the District of Columbia, which appointed a mediator to the case.  With the mediator’s help, the parties reached a settlement under which the employer agreed not to discharge employees to prevent them from engaging in protected concerted activities and to pay Theresa around $250,000 for back wages and medical expenses.  In the agreement, Theresa declined reinstatement. Takeaway: It is imperative that employers ensure their termination policies are in compliance with all applicable laws. Contact the experienced employment and labor attorneys at Luchansky Law today to ensure your company’s termination policies are in compliance with the National Labor Relations Act and other applicable laws.

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Protected Activity in Non-Union Workplaces

The typical employer believes that the National Labor Relations Board (“NLRB”) is only concerned with companies that are unionized. However, the NLRB declares that the National Labor Relations Act (“NLRA”), the law it enforces, gives employees the right to act together to try to improve their pay and working conditions, with or without a union. If employees are fired, suspended, or otherwise penalized for taking part in NLRB protected group activity, the NLRB will fight to restore what was unlawfully taken away. These rights, the NLRB proclaims, were written into the original 1935 National Labor Relations Act and have been upheld in numerous decisions by appellate courts and by the U.S. Supreme Court. Important Questions Related to Protected Concerted Activity in Non-Union Workplaces  Is the activity concerted? Generally, this requires two or more employees acting together to improve wages or working conditions, but the action of a single employee may be considered concerted if he or she involves co-workers before acting, or acts on behalf of others. Does it seek to benefit other employees? Will the improvements sought – whether in pay, hours, safety, workload, or other terms of employment – benefit more than just the employee taking action?  Or is the action more along the lines of a personal gripe, which is not protected? Is it carried out in a way that causes it to lose protection? Reckless or malicious behavior, such as sabotaging equipment, threatening violence, spreading lies about a product, or revealing trade secrets, may cause concerted activity to lose its protection. In following posts, we will analyze recent cases that involved non-union employees engaging in potentially protected concerted activity. If you are in need of an audit to ensure you are in compliance with federal and state labor and employment laws, contact the experienced employment lawyers at Luchansky Law today.

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Supreme Court Issues Favorable Ruling For Employers on the issue of Attorneys’ Fees.

In May of 2016, the United States Supreme Court issued a favorable ruling for employers which opens the door for employers being reimbursed for attorneys’ fees incurred in defending against meritless discrimination cases. The case is CRST Van Expedited, Inc. v. E.E.O.C., 136 S. Ct. 1642, 1644 (2016). Here are the facts: CRST, a trucking company using a system under which two employees share driving duties on a single truck, requires its drivers to graduate from the company’s training program before becoming a certified driver. In 2005, new driver Monika Starke filed a charge with the Equal Employment Opportunity Commission (EEOC), alleging that she was sexually harassed by two male trainers during the road-trip portion of her training. Following the procedures set out in Title VII of the Civil Rights Act of 1964, the EEOC informed CRST about the charge and investigated the allegation, ultimately informing CRST that it had found reasonable cause to believe that CRST subjected Starke and “a class of employees and prospective employees to sexual harassment” and offering to conciliate.  In 2007, having determined that conciliation had failed, the EEOC, in its own name, filed suit against CRST under Title VII. During discovery, the EEOC identified over 250 allegedly aggrieved women. The District Court, however, dismissed all of the claims, including those on behalf of 67 women, which, the court found, were barred on the ground that the EEOC had not adequately investigated or attempted to conciliate its claims on their behalf before filing suit. The District Court then dismissed the suit, held that CRST was a prevailing party, and invited CRST to apply for attorney’s fees. Accepting that invitation, CRST  filed a fee petition and the District Court awarded the company over $4 million. Thereupon, the EEOC dutifully appealed. On appeal, the Eighth Circuit reversed the dismissal of only two claims—on behalf of Starke and one other employee—but that led it to vacate, without prejudice, the attorneys’ fees award.   On remand, the EEOC settled the claim on behalf of Starke and withdrew the other. CRST again sought attorneys’ fees, and the District Court again awarded it more than $4 million in fees, finding that CRST had prevailed on the claims for over 150 of the allegedly aggrieved women, including the 67 claims dismissed because of the EEOC’s failure to satisfy its pre-suit requirements. The EEOC appealed again. The Eighth Circuit reversed and remanded once more. It held that a Title VII defendant (the employer, in this case) can be a “prevailing party” only by obtaining a “ruling on the merits,” and that the District Court’s dismissal of the claims was not a ruling on the merits. CRST appealed to the Supreme Court of the United States. The Supreme Court held that, for purposes of Title VII discrimination suits, a defendant does not need to obtain a favorable judgment on the merits in order to be deemed a prevailing party and thereby entitled to attorneys’ fees. The Supreme Court left it to the Eighth Circuit to determine whether an award of attorneys’ fees was appropriate in this specific case. TAKE AWAYS: This entire situation, which has been ongoing for 10 years (and is still unresolved) and has caused CRST to expend over $4 million out-of-pocket in attorneys’ fees, stemmed from a rudimentary Charge of Discrimination filed by an employee. It is certainly possible that if this matter was handled differently at the investigation stage, this matter could have been resolved prior to a lawsuit ever being filed. The takeaway here is that when the EEOC is conducting an investigation, it is critical that an employer retain competent legal representation well versed in employment law in order to protect the company at the early stage and, thus, engage in the activities necessary to extinguish the matter as soon as possible. As a follow-up on the above takeaway, this case further demonstrates that the EEOC is continuing to be extremely aggressive in investigating and prosecuting claims of discrimination. We have seen this trend for many years, and this case further shows that there is no indication of the EEOC changing course. The Courts have been trending towards opening the door to allowing employers to recover attorneys’ fees in defending against frivolous lawsuits. This case, while still not fully resolved, furthers that trend and may ultimately serve to be a powerful tool for employers in fighting back against the seemingly endless stream of meritless cases. If you are in need of effective litigation representation, contact the employment attorneys at Luchansky Law today.  

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New Federal Trade Secrets Law

The Defend Trade Secrets Act of 2016 creates a federal cause of action for trade secret misappropriation. The Act became law on May 11, 2016. This law presents an additional recourse for Maryland trade secret owners who already may bring an action under the Maryland Uniform Trade Secrets Act (“MUTSA”). Under the Defend Trade Secrets Act of 2016, an owner of a trade secret that is misappropriated may bring an action in federal court if the trade secret is related to a product or service used in, or intended for use in, interstate or foreign commerce. This law provides a more aggressive remedy than MUTSA in that a court may issue an order providing for the seizure of property necessary to prevent the propagation or dissemination of the trade secret. Such an order may only be issued based on an affidavit or verified complaint, filed in an ex parte application and in extraordinary circumstances.  Moreover, the court may not order such a seizure unless it finds that a preliminary injunction or temporary restraining order would be inadequate. Unlike a preliminary injunction or temporary restraining order, such a seizure by law enforcement is allowed without any prior notice to the defendant. Remedies allowed by the law include actual damages and unjust enrichment – if not already included in actual damages.  Additionally, in lieu of damages measured by any other method, the Court may award damages measured by a reasonable royalty for the unauthorized disclosure or use of the trade secret. If the trade secret was willfully and maliciously misappropriated, the Court can award exemplary damages of not more than two times the amount of actual damages, plus attorneys’ fees.  Attorneys’ fees can also be awarded to a defendant if the claim was brought in bad faith. The new law provides that the disclosure of a trade secret in confidence to an attorney or government official solely for the purpose of reporting a suspected violation, or made in a lawsuit under seal, is not subject to civil liability. Additionally, if an employee or former employee brings a retaliation lawsuit against an employer for reporting a suspected violation of law, the employee may disclose the trade secret to their attorney and use the trade secret information in the lawsuit, provided documents containing the trade secret are filed under seal and the employee does not disclose the trade secret, except pursuant to court order. Finally, an employer must provide notice of the above immunities in any trade secret or confidentiality contract or agreement with an employee, contractor or consultant.  Alternatively, the employer may provide a cross-reference to a policy document provided to the employee, contractor or consultant that sets forth the employer’s reporting policy for a suspected violation of law. If an employer does not comply with the immunity notice requirement in its contracts or agreements, the employer may not be awarded exemplary damages or attorney fees in an action against an employee to whom notice was not provided. Contact Luchansky Law today to ensure that your trade secret and confidentiality contracts and agreements are in compliance with the new Federal Trade Secrets Law.  

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New Overtime Law

The Department of Labor has announced an important change in the Overtime Law. The new overtime law raises the salary threshold from $23,660 per year ($455 per week) to $47,476 per year ($913 per week). Under the current law, employees who perform certain executive, professional or administrative duties, and earn more than $23,660 per year, are not eligible for time-and-a-half pay for hours beyond 40 in a week. The new overtime law will make these employees eligible for overtime pay if their annual salary is $47,476 or lower. Moreover, the Department of Labor will automatically update the salary threshold every three years. The new law allows for bonuses and incentive payments to count for up to 10 percent of the new salary level.  Finally, the law lifts the “highly compensated employee” threshold from $100,000 to $134,004. This is the level above which “only a minimal showing is needed to demonstrate an employee is not eligible for overtime.”  The law will become effective on December 1, 2016.  Employers must review the status of their “exempt” employees whose salaries will not meet the new threshold.  If an employer wants to continue to classify those employees as “exempt,” it will have to make sure that their salaries meet the new threshold.  Alternatively, employers may choose to reclassify positions as non-exempt, in which case they have a number of choices concerning the method of payment.  Additionally, employers will need to train both managers and the newly non-exempt employees they supervise on a range of issues, such as refraining from off-the-clock work and recording actual hours worked. Contact Luchansky Law today to ensure that you are in compliance with the new overtime law.

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The Importance of Being Honest

We have discussed the importance of employers providing honest and accurate reasons when they fire employees, since lying about it gives Plaintiffs a foothold in claiming “pretext” or “excuse” for the alleged “real reason.” Once an employer lies about one thing having to do with the termination, it suggests that they easily could have lied about other things. However, the following significantly broadens the serious evidentiary impact when a party lies. Although the law does not generally require truthfulness in employment discipline or termination, the threat of discrimination lawsuits should motivate employers to always act honestly when carrying out such acts. In Reeves v. Sanderson Plumbing Products, Inc., 530 U.S. 133 (2000), the Supreme Court stated that “the factfinder is entitled to consider a party’s dishonesty about a material fact as affirmative evidence of guilt.”  This proposition was re-affirmed in Cleveland v. Home Shopping Network, Inc., 369 F.3d 1189 (11th Cir. 2004), where the court noted that, “Dishonesty can be affirmative evidence of guilt.” It is a well-established principle of law that a party’s lack of truthfulness is indicative of its liability.  In Wilson v. U.S., 162 U.S. 613 (1896), the Supreme Court noted that, if false statements were made by a party, the jury has the right to presume the party’s dishonesty.  That presumption, the Court noted, affects all of the other facts established and statements made by the party.  Even to the point where the jury has the right to draw inferences regarding the party’s other conduct, and most significantly, whether the party is liable or not. The attorneys at Luchansky Law routinely perform employment law audits to ensure our clients’ discipline and termination policies are legally sound.  If you are in need of an audit or are currently involved in litigation, contact our firm today.  

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Confidentiality Agreements: A Powerful Weapon in the Employer’s Arsenal

Most Maryland employers wisely utilize non-compete and non-solicitation agreements.  Many of these agreements also contain provisions that protect a company’s confidential information, called a confidentiality clause or confidentiality provision.  Few employers, however, fully appreciate the protective force of these confidentiality agreements. The purpose of this article is to highlight the added power that a confidentiality agreement brings to a non-compete or non-solicitation agreement. The importance of a non-compete agreement was stated succinctly by the Court of Special Appeals of Maryland: Once the employment relationship is terminated, the employee may solicit his former employer’s business absent an enforceable covenant restricting competition, misuse of trade secrets, or misuse of confidential information. Optic Graphics, Inc. v. Agee, 87 Md. App. 770, 781-82, 591 A.2d 578, 584 (1991). The importance of a confidentiality agreement is often overlooked.  Employers typically don’t think much of a confidentiality agreement.  If you’ve ever perused or scanned such an agreement your eyes may have glazed over from all of the legalese. People often think, “I’m not The Coca-Cola Company.” I don’t have the “world’s most guarded secret” known only to two senior executives of a multi-billion dollar international company who are prohibited from traveling on the same plane. I don’t need a purpose-built vault in headquarters with red lighting, fake smoke, palm scanner, numerical code pad and massive steel door. However, a confidentiality agreement protects much more than a secret formula. A confidentiality agreement can be used as supplemental support to prevent the theft of clients or customers, and even the theft of client or customer names or contact information.  Maryland Courts recognize customer lists as protectable information via confidentiality agreements.  The most important point of this article is that confidentiality agreements are not subject to the time constraints of non-compete or non-solicitation agreements.  Non-compete and non-solicitation agreements are typically valid for two years or so. Confidentiality agreements, on the other hand, are upheld by Maryland Courts without any time limitation—there is no expiration period. Therefore, if an employee steals customer lists and attempts to trade on or capitalize on his or her theft, such an action may violate a confidentiality agreement even if the applicable non-compete or non-solicitation agreement already expired. Confidentiality agreements are a potent tool for protecting companies from solicitation and diversion of clients by former employees. The employment lawyers at Luchansky Law have extensive experience in counseling and litigation in the area of confidentiality agreements. Additionally, Luchansky Law carefully drafts enforceable agreements, thereby successfully preventing litigation or positioning companies for success in the event of litigation. Whether you are in need of aggressive and effective litigation representation or advice regarding current agreements and policies, contact Luchansky Law today.

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Security Clearance Attorneys’ Recent Success

Recently, the Security Clearance Attorneys at Luchansky Law successfully reinstated the Secret clearance of a Department of Defense contractor. The prosecuting attorneys for the Defense Office of Hearings and Appeals (“DOHA”) submitted their File of Relevant Material (“FORM”) asserting that our client’s application for security clearance should be rejected because he had demonstrated:  (a) an inability or unwillingness to satisfy debts; and  (b) a history of not meeting financial obligations.    Our attorneys prepared a persuasive written response arguing the following: Department of Defense Directive, Guideline F, addresses financial considerations in the review of an applicant’s security clearance application: An individual who is financially overextended is at risk of having to engage in illegal acts to generate funds. Unexplained affluence is often linked to proceeds from financially profitable criminal acts.  There was no indication that any of the concerns espoused in Guideline F were applicable to our client.  Indeed, when our client was interviewed by an authorized investigator for the Department of Defense, the investigator stated: The subject does not have a history of indebtedness caused by frivolous or irresponsible spending or the absence of any evidence of willingness or intent to pay debts.  The subject is currently attempting to meet his financial obligations and has completed the bankruptcy procedures and settlement. There is nothing in the subject’s background or activities, including his delinquent financial accounts, that could be used against him for the purpose of coercion or blackmail. Despite the investigator reaching the above conclusions, DOHA failed to provide these findings any deference.  Rather, DOHA proceeded to file its opposition to our client’s security application, submitting that the investigator’s conclusions were inaccurate and “that it was not clearly consistent with the national interest to continue Applicant’s security clearance.”  Further, in so doing, DOHA elected to consciously ignore the express mitigating factors set forth in the Directive, stating it “did not have the burden of disproving the applicability of mitigating conditions.” Our attorneys argued that the bulk of our client’s debt was derived from student loans.  It was not incurred as a result of the concerns outlined in Guideline F, such as “frivolous or irresponsible spending” and it certainly did not represent “unexplained affluence.” Moreover, Guideline F establishes mitigating factors to be applied in considering an applicant’s financial conditions: E2.A6.1.3.3. The conditions that resulted in the behavior were largely beyond the person’s control (e.g., loss of employment, a business downturn, unexpected medical emergency, or a death, divorce or separation); E2.A6.1.3.4. The person has received or is receiving counseling for the problem and there are clear indications that the problem is being resolved or is under control; E2.A6.1.3.6. The individual initiated a good-faith effort to repay overdue creditors or otherwise resolve debts. Section E2.A6.1.3.3 was directly applicable to our client, as the conditions that caused his tumultuous financial condition were largely beyond his control.  Indeed, the examples provided within the directive were the exact situations endured by our client: loss of employment and unexpected medical emergency.  After incurring substantial student loan debt, our client’s subsequent medical condition and succeeding loss of employment were the very incidents which led to our client’s inability to repay his creditors.  Accordingly, his situation fit squarely within the mitigating factors. Our client also satisfied sections E2.A6.1.3.4 and E2.A6.1.3.6, because he handled the matter in a responsible fashion and with the good-faith intent to repay his existing creditors.  When the debt became unmanageable, our client responsibly sought legal relief byway of filing for bankruptcy.   Guideline F does not in any way consider the filing of bankruptcy by an applicant as a factor which should be given any consideration in evaluating his or her security application.  To the contrary, bankruptcy and associated credit counseling are considered positive efforts on an individual’s behalf when they are exercised in order to gain control of one’s financial situation.  This is exactly what occurred with our client and, as such, these mitigating factors were directly applicable. In adjudicating a case seeking denial of a security clearance application on the basis of financial concern, the decision maker must carefully evaluate the cause of the debt and the response of the debtor.  In this case, the cause of the debt was largely student loans and medical bills, not frivolous spending.  The response of our client was to seek bankruptcy protection, and to then establish a reasonable and responsible repayment plan.  As concluded by the investigator, our client’s conduct did not raise any concerns regarding his candidacy for maintaining a security clearance.  Our client’s security clearance was successfully reinstated. Contact the experienced Security Clearance attorneys at Luchansky Law today.  We’ll get you back to work.

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