Archive for the ‘BUSINESS LAW’ Category

Damaged business owners able to sue in their own state for Internet Defamation caused by defendants in other jurisdictions

Tuesday, July 20th, 2010
Generally, plaintiffs may not file lawsuits against someone unless they do so in a forum that can exercise what’s known as “personal jurisdiction” over the defendant.  The personal jurisdiction rule is designed to protect our constitutional due process.  Imagine, for instance, if someone in Alaska files suit, in an Alaskan court, against a Floridian who had never been to and had no ties to Alaska.  To defend the suit, the Floridian might have to travel to Alaska, which could be prohibitively expensive.

The Internet, however, tends to raise all kinds of issues begging for exceptions to general rules, and such was the case raised recently in the Missouri Court of Appeals in Baldwin v. Fischer-Smith, where the Court allowed Missouri residents to file a defamation lawsuit in Missouri against out-of-state defendants.

The out-of-state defendants had published a website, “stop-whisperinglane.com,” which they had created specifically to “malign and damage” the plaintiffs’ business.  The plaintiffs, who operate a Chinese Crested dog-breeding business in Missouri, sued the defendants in a Missouri court, even though they lived in Arizona and Pennsylvania.
The Court said that the issue of personal jurisdiction, since the defendants were not Missouri residents, turned on whether the defendants had “purposely directed” their conduct at Missouri.  Because the defendants had directed their website specifically to a business in Missouri, the Court said that due process was not offended in Missouri, and it granted personal jurisdiction over them.
 
Although the Court said it had “not sought to tease out any universal rule about personal jurisdiction in Internet cases,” the case will likely be referenced in other Internet law disputes. Of particular note, the court included in its opinion a short law-journal excerpt:

People write lots of nasty stuff about each other and publish it on the Internet. Sometimes the targets of these publications sue for defamation. Usually the targets want to sue at home and most of the time the defendants live elsewhere. Those who then find themselves defending libel actions brought in other states often move to dismiss on the ground that the court lacks personal jurisdiction. This basic scenario has been played out in dozens of reported cases.

 

One might think that by now there would have emerged a clear rule on whether the target can sue at home or not. However, there is no clear rule; in fact, there is not even really a clear majority position.… Moreover, the variables on which the outcome depends seem to vary from court to court and case to case.

(Citing Patrick J. Borchers, Internet Libel: the Consequences of a Non-Rule Approach to Personal Jurisdiction, 98 Nw. U. L. Rev. 473 (2004)).

For a link to the Court’s opinion, click here.

If you have any questions or comments about this blog entry, feel free to email the author, Cynthia Conlin, Esq. at cconlin@cplspa.com.

Fighting Discrimination in the Workplace by Strengthening Protections for Employees.

Sunday, July 11th, 2010

Until recently, Congress remained relatively dormant in its effort to fight employment discrimination. Its last major effort was the Civil Rights Act of 1964, a “legislative landmark” that was enacted to combat discrimination in employment, courts, schools, public facilities and accommodations, and voter registration. To fight employment discrimination, Congress established the Equal Employment Opportunity Commission (EEOC) to enforce certain protections in the workplace. Title VII of the Act prohibits employment discrimination based on color, race, religion, sex and national origin. But since 1964, Congress has been relatively inactive in enacting updated legislation to fight discrimination in the workplace. That was until Lily Ledbetter came along.

In 1979, when Ms. Ledbetter was hired to work at the Goodyear Tire and Rubber Company in Alabama, she was earning the same salary as the male plant workers. By the time Ms. Ledbetter retired in 1998, however, the wages she was earning were significantly lower than that of her male co-workers. She took her case to Court which held that Ms. Ledbetter’s claim was barred because its statute of limitations had run. Ledbetter v. Goodyear Tire & rubber Co., 550 U.S. 618 (2007).

Congress disagreed with the Court’s interpretation, however, and overturned its decision. It enacted the Lily Ledbetter Act which holds employers liable for compensation discrimination at the time when employers adopt discriminatory practices in the workplace and also when employees are affected by such practices, “including each time wages, benefits, or other compensation is paid.” The effect the Ledbetter Act has is that each time wages are paid to workers, a new statute of limitations begins to run that enables employees to bring claims of wage discrimination. What this effectively means for companies in the U.S. is that they must be able to articulate valid reasons for any pay disparity that may exist among co-workers or otherwise face actions and possible sanctions for employment discrimination.

From its recent actions, it does not appear that Congress will again become dormant in fighting the evils of discrimination in our society. Currently pending in Congress is the Employment Non-Discrimination Act of 2009 (ENDA). If this Act is passed by Congress and then signed by President Obama, it would add protections that many states already have in place. The Non-Discrimination Act would make it illegal for employers to discriminate against employees based on sexual orientation and gender identity. What the Act does not do is require that employers extend spousal benefits to same-sex couples. In effect, this means that employers are not required to treat unmarried couples similar to married couples.

In addition to ENDA, Congress is also considering the Paycheck Fairness Act (PFA). This Act would basically require that when employers face an action of wage discrimination, they would have to prove that any wage discrepancy amongst male and female counterparts is 1) not based or derived from sex-based differential in compensation; 2) job-related to the position in question; 3) and consistent with business necessity.

So what is the lesson to be learned from these recent changes in employment legislation?

Companies should be diligent in reviewing their compensation structures to identify pay discrepancies that may be present amongst their employees. If pay discrepancies do exist, companies must be prepared to articulate non-discriminatory reasons for the differences in pay.

To find out how we can help your company understand and comply with these and other laws, please call us at 407-647-7887 or email us at info@cplspa.com.

Eleventh Circuit rules against ‘CocoDorm’ sex site

Thursday, July 1st, 2010

BY CYNTHIA CONLIN, ESQ.

The U.S. Court of Appeals for the Eleventh Circuit decided last week that Flava Works Inc., a company selling sexual images filmed in a house in Miami, had violated city zoning laws by “illegally operating a business in a residential zone.”

The case, Flava Works Inc. v. City of Miami, originated in 2007 when the City issued a zoning violation, then order, against Flava Works.  Although Flava Works used an off-site location for its general office work, it also maintained a residential house, the “CocoDorm,” and paid independent contractors $1,200.00 a month plus room and board to “engage in sexual relations which are captured by the webcams located throughout the house.”

The City found that the CocoDorm violated two City Codes:  (1) “adult entertainment not permitted in C-1 zone property” and (2) “illegally operating a business in a residential zone.”  

Flava Works appealed the order to the Southern District of Florida and, at the District Court level, won.  The District Court pointed to a 2001 case, Voyeur Dorm, L.C. v. City of Tampa, that it found controlling.  The “materially indistinguishable” facts of the Voyeur Dorm case included a house of women who disrobed and performed “intimate” acts on webcam in exchange for rent and payment.  The Eleventh Circuit held that the Tampa “adult entertainment” ordinance at issue did not apply to the Voyeur Dorm because customers were never physically invited to the house, and the Voyeur Dorm only offered entertainment “over the Internet in ‘virtual space.’”

The City of Miami appealed the District Court’s decision and argued that, although the Voyeur Dorm decision may be controlling as it pertains to application of one of the zoning ordinances (specifically, the one prohibiting “adult entertainment” in C-1 zone property), it could not pertain to whether Flava Works had violated the other zoning ordinance: “illegally operating a business in a residential zone.” 

Flava Works argued no actual “business” was conducted at the CocoDorm, as “no goods were bought or sold and nothing was manufactured” there, and all commercial transactions took place at a separate office, and that the second ordinance could not apply either.

Disagreeing with Flava Works, the Eleventh Circuit Court of Appeals said, “it can be reasonably asserted that raw video images, which were later sold over the internet, were created” at the CocoDorm.  “While these images are not tangible goods, they have a commercial value and enable Flava Works to earn a profit.”  Furthermore, the activities at the CocoDorm are “part and parcel to Flava Works’s business operation,” and “the sole reason individuals are paid to live and engage in sexual activities” is business.

The Court also looked at the zoning ordinance in question, which includes specific exceptions “for a variety of home occupations,” such as “architect, broker, or lawyer.”   Unfortunately for the operators of the CocoDorm, there was no exception for adult etertainers.

The Court concluded that Flava Works and the CocoDorm were “in clear violation” of operating a business in a residential zone.

(Download a PDF of the Court’s opinion here.) 

If you have questions or comments about this blog article or other related issues in Internet Law or Business Law, feel free to email Attorney Cynthia Conlin at cconlin@cplspa.com.

Business litigation with no upfront fees and costs? A dream come true.

Wednesday, December 9th, 2009

Businessmen and women know the nightmare of business litigation. Bills, bills and more bills. Every phone call to the attorney is charged. Every copy made is charged. A one page motion may cost thousands of dollars in “research and drafting.” Cases seem to never end. You wonder if your attorney is working for you or for himself. Have you ever dreamed of being able to litigate a meritorious business claim that will not cost you a penny unless you win? If you have, your dream has come true at CPLS, P.A. We have brought into the business litigation world the concept of contingent fee litigation. We will evaluate your case and if we conclude that you have a meritorious case that will likely result in a substantial recovery of money or property, we will agree to represent you without you having to front a penny. We will be paid our fees and costs if and only if we obtain a recovery for you. The percentage of our fees may vary with the complexity of the case, the monetary amounts involved and the likelihood of collection, and will typically be in the range of 25% to 45%.

For more information, please call us at 407-647-7887 or email us at info@cplspa.com