Commerce websites need to make themselves accessible to visually imparied visitors in a hurry

The question of whether the Americans with Disabilities Act applies to websites has been simmering for several years.  (Sherry Karabin, Companies, Courts Debate Whether ADA Applies to Web Sites (September 6, 2007) www.law.com.)  The answer is coming into focus.  On Wednesday, after several years of litigation, Target Corp. agreed to a settlement with the National Federation of the Blind that calls for Target Corp. to pay out $6 million in damages and make its website fully accessible to blind customers.  (Evan Hill, Settlement Over Target's Web Site Marks a Win for ADA Plaintiffs (August 28, 2008) www.law.com.)  Judge Marilyn Hall Patel likely moved the parties closer to settlement after ruling that the ADA and California's Unruh Civil Rights Act both apply to businesses' websites.

Other companies have decided to avoid litigation (probably to foster more goodwill with consumers).  Amazon.com and RadioShack both agreed to make changes to their sites without protracted litigation.  Following Target's settlement, I think it is likely that online retailers can expect a rapid surge in litigation of this type.  And frankly, the only reason why I am not 100% certain that this area of litigation will explode is that Internet-linked issues seem to deter some otherwise confident litigators because of an irrational fear of all things digital.

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Evidence surfaces that some class action lawyers don't actually file bad cases

According to anecdotal accounts collected by a reporter for the Houston Chronicle, at least some class action attorneys practicing in the area of wage & hour law have reportedly turned away problematic clients or those with non-viable claims.  (L.M. Sixel, Employment lawyers know no-go cases when they see them (August 27, 2008) www.chron.com.)  I know that this may be viewed as a shocking (and unsubstantiated) development, but my experience is that this actually happens.  Perhaps I'm just filled with a bit too much sarcasm tonight, or maybe I was possessed of some peculiar wave of partisanship in advance of attending CAALA's annual convention.  In any case, I hope to do a bit of "live blogging" from CAALA if I can find some useful sessions, so check back on Friday in particular to see if anything interesting is going on here.

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Printers continue to lie about ink and toner levels

A number of years ago, Epson was faced with costly litigation surrounding its practice of designing ink cartridges that reported an empty status long before the cartridge was out of ink.  Apparently this practice hasn't stopped; printers are stll "lying" about ink and toner levels.  (Christopher Null, Your printer is lying to you (August 24, 2008) tech.yahoo.com.)  Fortunately, there are things you can do to get at all of the ink or toner you bought (other than file another class action lawsuit).  (Farhad Manjoo, Take That, Stupid Printer (August 21, 2008) www.slate.com.)  One piece of advice is to "Google some combination of your printer's model number and the words toner, override, cheap, and perhaps lying bastards."  Now that's useful advice.

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Predictably, the UCL "safe harbor" can be supplied by regulations

Greatsealcal100The Second Appellate District of the California Court of Appeal has been busy issuing decisions in the last few weeks that touch on matters relevant to class actions and complex litigation.  Any decision concerning the Unfair Competition Law ("UCL") certainly qualifies.  On August 18, 2008, the Court of Appeal, in Yabsley v. Cingular Wireless, LLC (Second Appellate District, Division Six) held that the "safe harbor" discussed in Cel-Tech Communications, Inc. v. Los Angeles Cellular Telephone Co., 20 Cal.4th 163 (1999) could be supplied by a regulation, not just a statute.  This doesn't qualify as a grounbreaking holding.  The Cel-Tech analysis essentially says that when conduct is expressly declared lawful under a statutory scheme, it cannot constitute a violation of the UCL.  As the Yabsley Court noted, regulations, when properly promulgated, have the same force and effect as statutes.

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Certification decision Medrazo v. Honda of North Hollywood discusses commonality, ascertainability requisites and the prohibition on merits-based denials

Greatsealcal100With all the class certification decisions over the years, one might think that there isn't much left to say on the topic that hasn't been said before.  While there is a kernel of truth to that sentiment, many of the governing principles of class action law aren't put into practice by trial courts in a consistent manner.  Reviewing courts occasionally take such opportunities to emphasize what should be well-settled principles.  In Medrazo v. Honda of North Hollywood, the Court of Appeal (Second Appellate District, Division Four) used just such an opportunity to reinforce the appropriate analyses that apply to the "commonality" and "ascertainability" requisites of class certification.  In addition, the Court of Appeal emphasized the prohibtion on merits-based denials by trial courts.

In Medrazo, the Plaintiff alleged that Honda of North Hollywood violated Vehicle Code sections 11712.5 and 24014 by failing to attach a suggested retail price and costs label to motorcycles.  The trial court denied a motion for class certification and an appeal followed.  Starting with the standard for evaluating motions for certification, the Court said:

“As the focus in a certification dispute is on what type of questions -- common or individual -- are likely to arise in the action, rather than on the merits of the case [citations], in determining whether there is substantial evidence to support a trial court’s certification order, we consider whether the theory of recovery advanced by the proponents of certification is, as an analytical matter, likely to prove amenable to class treatment.” (Sav-On Drug, supra, 34 Cal.4th at p. 327.)

(Slip op., at pp. 7-8.)  After articulating the standard, the Court held that the trial court erred when it considered the merits of an affirmative defense as a basis for denying certification.

Next, Medrazo addressed the trial court's determination that common issues of fact or law did not predominate.  Explaining predominance, Medrazo reminded courts and litigants that predominance is not requirement that demands an absence of individualized issues:

“Predominance is a comparative concept, and ‘the necessity for class members to individually establish eligibility and damages does not mean individual fact questions predominate.’ [Citations.] Individual issues do not render class certification inappropriate so long as such issues may effectively be managed. [Citations.] [] Nor is it a bar to certification that individual class members may ultimately need to itemize their damages.” (Sav-On Drug, supra, 34 Cal.4th at p. 334.)

It is true that in this case, each Honda purchaser will be required to establish that there was no hanger tag attached to the motorcycle he or she purchased and/or that the dealer-added costs were not disclosed on the hanger tag [footnote omitted], and all purchasers will be required to establish the suggested retail price of their motorcycles and the amount of dealer-added costs included in their purchases (if it is determined that the class is entitled to a monetary recovery measured by those items). But those individual issues must be compared to the issues that are subject to classwide (or sub-classwide) treatment. Those issues include: (1) whether HNH violated section 11712.5 and section 24014 by selling motorcycles without hanger tags; (2) whether a purchaser who buys a motorcycle sold in violation of section 11712.5 and section 24014 is entitled to restitution, disgorgement, and/or damages, and if so, what is the proper measure of restitution, disgorgement, and/or damages; (3) whether the alleged injury to the purchaser is mitigated by the disclosure of dealer-added costs in a sales agreement; and (4) whether HNH is excused from the requirements of section 11712.5 and section 24014 if the manufacturer does not supply a hanger tag that complies with section 24014.

There is nothing in the record to suggest that the individual issues cannot be effectively managed. Indeed, the record suggests that the resolution of the individual issues will involve mostly undisputed evidence -- presumably, the class members will attest that there were no hanger tags on the motorcycles they purchased, and HNH has admitted it did not attach hanger tags on any Suzuki or Yamaha motorcycles, did not attach them to some of the Honda motorcycles, and has no evidence to show there were hanger tags on any specific motorcycles. That HNH may be hampered in its ability to challenge the class members’ evidence due to its failure to keep records of its casual approach to affixing hanger tags is not a valid reason to deny class certification on the ground that individual issues predominate. In short, the substance and scope of the individual issues pale in comparison to the substance and scope of the common issues.

(Slip op., at pp. 12-13.)  Significantly for plaintiffs, this analysis provides a very concrete roadmap for presenting certification motion for claims based on statutory violations.

Finally, Medrazo explains yet again the fact that ascertainability does not require the Plaintiff to identify the class members at the time certification is determined:

“A class is ascertainable if it identifies a group of unnamed plaintiffs by describing a set of common characteristics sufficient to allow a member of that group to identify himself or herself as having a right to recover based on the description.” (Bartold v. Glendale Federal Bank (2000) 81 Cal.App.4th 816, 828.) While often it is said that “[c]lass members are ‘ascertainable’ where they may be readily identified without unreasonable expense or time by reference to official records” (Rose v. City of Hayward (1981) 126 Cal.App.3d 926, 932; accord, Aguiar v. Cintas Corp. No. 2, supra, 144 Cal.App.4th at p. 135), that statement must be considered in light of the purpose of the ascertainability requirement.

“Ascertainability is required in order to give notice to putative class members as to whom the judgment in the action will be res judicata.” (Hicks v. Kaufman & Broad Home Corp. (2001) 89 Cal.App.4th 908, 914; accord, Aguiar v. Cintas Corp. No. 2, supra, 144 Cal.App.4th at p. 135.) The representative plaintiff need not identify the individual members of the class at the class certification stage in order for the class members to be bound by the judgment. (Daar v. Yellow Cab Co. (1967) 67 Cal.2d 695, 706.) As long as the potential class members may be identified without unreasonable expense or time and given notice of the litigation, and the proposed class definition offers an objective means of identifying those persons who will be bound by the results of the litigation, the ascertainability requirement is met.

(Slip op., at pp. 13-14.)  This, too, is an important point.  It has been my observation that the ascertainability requirement is often twisted beyond recognition, until a trial court concludes that no class definition is workable.  As Bartold notes, what is important at the outset is that the definition be sufficiently specific that a class member viewing the definition knows whether he or she falls within the class definition.  Nobody else needs to know the answer to that question at the point of certification.  Thanks to Medrazo, the context added to the Rose decision may help resolve disingenuos challenges to ascertainability.

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Judge Bonnie Sabraw, assigned to hear complex cases in Alameda County, reportedly retires

According to the well-connected authors of WageLaw, Judge Bonnie Sabraw has retired.  Judge Sabraw recently made news with her recent decision to award a class of consumers roughly $20 million as a result of Sprint's Early Termination Fees associated with cell phone contracts.

[Via WageLaw]

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Class discovery rights receive yet another post-Pioneer boost

Greatsealcal100In Pioneer Electronics (USA), Inc. v. Superior Court (Olmstead), 40 Cal.4th 360 (2007), the California Supreme Court confirmed the right of plaintiffs to discover the identity and contact information of putative class members.  Soon thereafter, Pioneer's anlaysis was extended into the wage & hour setting in Belaire-West Landscape, Inc. v. Superior Court, 149 Cal.App.4th 554 (2007). The Court of Appeal (Second Appellate District, Division Seven), further supported the right of proposed class representatives to engage in discovery in Puerto v. Superior Court, 158 Cal.App.4th 1242 (2008), which confirmed the right of plaintiffs to discover contact information of putative class members and witnesses (who are often putative class members as well).

Today, the Second Appellate District (in a split decision) had even more to say on the issue of basic discovery of information about putative class members.  In Alch v. Superior Court (August 14, 2008), the Court of Appeal granted a Petition for a Writ in a collection of class action lawsuits filed by television writersa gainst studios, networks, production companies and talent agencies, asserting an industry-wide pattern and practice of age discrimination.

The issue of discovery of information about class members arose when:

The writers served subpoenas on third parties, including the Writers Guild of America, seeking data on Writers Guild members from which they could prepare a statistical analysis to support their claims of age discrimination. A privacy notice was sent to 47,000 Writers Guild members, advising them of their right to object to disclosure of personal information on privacy grounds. Some 7,700 individuals filed objections. The writers moved to overrule the objections. The trial court sustained the objections in their entirety. The writers sought a writ directing the trial court to vacate its order and allow access to certain of the requested information, arguing the information was critical to proving their claims and privacy concerns were minimal.

(Slip op., at p. 3.)  Initially, the writers sought a broad swath of information.  When the trial court denied the motion to overrule objections, the writes sought reconsideration as to certain types of information:

The writers moved for “clarification and/or reconsideration” of Judge Mortimer’s order, to the extent the order protected “four discrete categories of information” from disclosure. Those categories included (1) date of birth and other basic demographic data, and (2) employment data such as a writer’s employer, job title, credits and dates of employment; in addition, the writers sought (3) “a link for the multiple databases” containing the demographic and employment history information, as well as (4) two types of anecdotal evidence of discrimination against class members: documents containing words or phrases indicating age was a consideration in hiring and documents containing lists of or references to preferred writers. This information, the writers contended, was the bare minimum necessary to litigate their claims of systemic practices of age discrimination. They argued these discrete categories of information were either publicly available, albeit at great cost in time, or not especially sensitive private information. Judge Mortimer denied the motion.

(Slip op., at p. 8.)  The Court of Appeal, in analyzing the Petition, applied the balancing test set forth in Pioneer and Hill v. National Collegiate Athletic Assn., 7 Cal.4th 1 (1994) (Hill).  (Slip op., at p. 11.)  The majority had some sharp comments of rebuke for the Real Parties' arguments:

Real parties’ argument is, in effect, a claim that, because privacy interests are involved, the writers must prove that the data they seek will prove their case before they may have access to the data. But there is no support in law, or in logic, for this claim. First, we are aware of no precedent, and the employers and agencies cite none, for the proposition that a statistical study must be proved valid in advance of its performance simply because the underlying data is subject to privacy claims. Indeed, we know of no principle requiring subpoenaed information to be proved “admissible” in advance of its production. Second, such a rule would be wholly impractical and unreasonable in the context of class action litigation requiring complex statistical analysis. At this stage of the discovery process, uncertainty is inevitable about the “kind and character” of data contained in the multiple databases that have been subpoenaed from multiple third parties. Some information in the databases doubtless will be, in the end, irrelevant or unusable for any number of reasons, including the subject’s lack of interest or availability for television writing. But that does not mean that the overall body of information subpoenaed – demographic and work history information of Writers Guild members – is not directly relevant and essential to the writers’ case.

(Slip op., at p. 20.)  Perhaps I will no longer hear defendants' counsel demand that I explain the "admissibility" of information sought in discovery.  Perhaps I hope for too much.

In any event, the Court ordered the trial court to permit discovery of (1) work history information, and (2) demographic data.  (Slip op., at pp. 23-28.)  The opinion includes an extensive discussion of privacy interests and coutervailing public policies.  The dissent concludes, essentially, that sufficient information is available from the tens of thousands of non-objecting putative class members to eliminate the compelling need for data from the objecting pool of individuals.  In all, a significant decision.  And I thought nothing significant was going to happen this week.

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State Bar offers Teleseminar on Brinker

In its ongoing effort to reduce any chance for physical activity associated with the practice of law, the State Bar's Labor & Employment Law Section is offering a Teleseminar on everyone's favorite wage & hour decision, Brinker Restaurant Corporation v. Superior Court.  The seminar, entitled Brinker: the End of California Meal and Rest Break Litigation -- or Only the Beginning?, will include speakers William Sailer and Miles Locker, who argued Brinker as amicus for the respective sides.

You need to act quickly to participate.  The particulars can be found at the link above, but the basics are as follows:

  • Friday, August 15, 2008
  • 12:00 p.m. - 1:00 p.m.
  • 1 Hour Total Participatory MCLE Credits
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Wage & hour class actions won't be ending any time soon

"[T]he dirty little secret among employers and HR departments is that classifying employees as exempt—even if it means breaking the law—is in their best interest provided, of course, that they don't get caught."  It's an observation that goes unsaid most of the time, but a recent article on cio.com airs that dirty laundry just a bit.  (Meredith Levinson, Fair Labor Standards Act: Six Things Tech Workers Need to Know (August 11, 2008) www.cio.com.)

The article quotes Jahan Sagafi, a partner with Lieff Cabraser Heimann & Bernstein, who explains the strong incentive for employers to misclassify workers.  Observing that (1) governmental enforcement entities have little ability to heavily enforce wage & hour laws, and (2) employers can profit by breaking the law, even when caught, Sagafi concludes that wage & hour violations are inevitable.  The profit incentive is worth a few addition comments.

One counter-argument to the profit incentive is that employers will lose any profit in litigation costs and wage payments.  There are several reasons why this couter-argument does not supply a sound basis for discounting the strong incentive on employers to cross the line in wage & hour practices.

First, small employers and very large employers have different incentive sets that may very well result in the same behavior, a fact that we can at least anecdotally observe.  Large employers can essentially cheat with enough employees that, even if ultimately caught and sued, the settlement of the suit, combined with the costs of litigation, can still be much lower that the unpaid wages at the 100% level.  In this instance, cheating on wage & hour compliance is actually a rational course of conduct; it is a profit center as compard to conservative, fully legal conduct.

Small employers, on the other hand, could face a scenario where the costs of litigation eradicate any savings from wage & hour compliance cheating.  Nevertheless, a rationally acting small employer would be aware that enforcement occurs far less than 100% of the time.  Thus, the expected value of wage & hour cheating remains positive unless, in varying degrees, the following is true: (1) the chance of getting caught approaches 100%, (2) the payment in litigation approaches the full amount of unpaid wages owed, and (3) the cost of litigation plus the compromised amount of unpaid wages is higher than the full amount of wages owed.

Small employers face an addtional incentive to cheat that is often attenuated in large employers - the greater difficulty in maintaining operating capital.  Thus, small employers may avoid full wage & hour compliance partly out of necessity.  Growing organizations often operate on the edge of the financial cliff.  A misclassified group of employees could be difference success and failure.  To be clear, I don't defend wage & hour violations as a means of sustaining an employer in tough times.  Rather, I think that there is a troubling lack of honesty about the fact that, so long as it is profitable, employers will not fully comply with wage & hour laws.

The next time you hear that plaintiffs' lawyers are to blame for wage & hour class actions, consider the possibility that employers ought to shoulder a significant portion of the blame.

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