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Articles by Our Attorneys

Child Abuse Cases in Pennsylvania: The Real Face Behind the Mask of the Child Protective Services Law

June 10, 2024 by MacElree Harvey, Ltd. Leave a Comment

An individual accused of child abuse, whether sexual or physical, is up against more than the criminal justice system. An initial accusation of child abuse travels through a ChildLine hotline, which taps the shoulder of the local district attorney’s office and the corresponding county child protective services (“CPS”) agency.1 Both legal bodies initiate investigations which can yield different yet devastating results for the accused, as the ChildLine process differs greatly from its criminal counterpart.2 Unlike the Child Protective Services Law (CPSL) system, the roles are clear in a typical criminal case: law enforcement investigates the allegations, attorneys litigate the facts and legal issues, and ultimately a jury or judge decides the outcome of a case. In the CPSL system, the allegations are investigated by CPS caseworkers and the outcome is determined by the county agency without any involvement of a court system, and the accused must appeal the CPS outcome to finally have their day in court.3 Unlike the criminal system where due process applies prior to any adjudication, the CPSL arena withholds due process until after CPS makes a determination and the accused petitions to be heard on appeal. The devastating consequences of CPS investigations often go undetected and are overshadowed by the criminal investigation until it is too late.

By way of background, the CPSL was expanded in 2014 to give broader protection to children as a result of the Jerry Sandusky Penn State child abuse scandal.4 Fit with worthy intentions, the CPSL delegates authority to CPS agencies within the Pennsylvania Department of Human Services (“DHS”) to brand the accused as a “perpetrator” of child abuse and place them on the ChildLine Registry after a quick investigation.5 Under the CPSL, the agency investigates, determines the outcome and imposes consequences within a span of 60 days, in contrast to the criminal justice system where allegations are investigated by law enforcement and challenged by attorneys prior to the deprivation of

personal liberties. This means that, upon a report of suspected child abuse to ChildLine, an individual can be labeled a perpetrator and put on the ChildLine Registry without the opportunity to defend themselves in court, and that same individual will remain on the ChildLine Registry as a perpetrator of child abuse until their record is expunged, if ever. Being listed on the ChildLine Registry can have detrimental consequences for employment, especially in fields involving children.6 It can also have negative consequences for an individual’s reputation and their parental rights.

The unique procedure of CPSL cases has faced criticism over the years for the lack of due process available before a determination is made, but without much progress to date. In 2001, Commonwealth Court Senior Judge Rochelle Friedman voiced concerns over this process in a dissenting opinion stating, “It shocks my conscience that the [CPSL] would allow the investigating caseworker to render a de facto adjudication that is adverse to an individual’s reputation without an independent adjudicator having had the opportunity to consider the investigator’s evidence of child abuse in accordance with established procedures of due process.”7 Additional progress is incrementally accomplished by the underlying effort and advocacy of the criminal defense bar. This article discusses the systemic flaws in the CPSL, unveils the process for what it has become, and provides fellow defense attorneys with the insight needed to defend and protect clients from the collateral consequences of any child abuse accusation.

The current state of the ChildLine process is flawed, in large part, because there is no standardized decision-making and no court oversight of the initial decision.8 Within a certain timeframe, the accused may seek review or appeal of that CPS decision, but they are not afforded counsel if indigent.9 Many people facing CPS accusations do not realize that they have been labeled as a perpetrator of child abuse until after the window to seek review or to appeal expires.

The CPSL system often fails because of its own infrastructure, and it is up to competent and persistent lawyers to fix the failure, which is an onerous, time consuming, and expensive process.10 The initial decision-making authority of CPS to put someone on the ChildLine Registry, without any court oversight, ignites debate over the constitutional fairness of the entire system. CS’s ability to place an individual on the ChildLine Registry without court oversight before filing an appeal infringes upon an individual’s rights to due process under the Fifth and Fourteenth Amendments to the United States Constitution and under the Pennsylvania Administration Code, as well as the right to reputation under Article I, Section 1 of the Pennsylvania Constitution.11

Time Limits on CPS Investigations

Mandated reporters such as teachers, therapists, or doctors as well as others must make a referral to ChildLine when they have reasonable cause to suspect that a child is a victim of child abuse.12 A mandated reporter has immunity from civil and criminal liability that might otherwise result from making a report of suspected child abuse and, what is more, the good faith of that mandated reporter shall be presumed.13 However, failure to report suspected abuse as a mandated reporter carries serious criminal sanctions14 and, as a result, there may be a tendency for mandated reporters to err on the side of caution when considering whether or not to report an allegation.

The CPSL requires swift action on the part of county agencies.

As soon as a referral is made to the ChildLine hotline, a person is placed on the ChildLine Registry with their determination marked as “pending.” 15 County caseworkers are required to start an investigation into reports of child abuse within 24 hours of a referral and to finish their investigation within 60 days.16

Following the 60-day investigation period, the investigation is either “Unfounded” or “Indicated.” An “Indicated” report means that the county CPS agency determined there is “substantial evidence” of child abuse and that the alleged perpetrator should remain on the ChildLine Registry.”17 An “Indicated” status can become “Founded” upon a collateral court making a finding of fact that abuse occurred. 18 The collateral findings of abuse include: guilty plea based on the same underlying factual circumstances as the CPS determination; finding of abuse in a dependency case based on the same underlying factual circumstances as the CPS determination; ARD admission based on the same underlying factual circumstances as the CPS determination; finding of abuse in a juvenile delinquency case based on the same underlying tactual circumstances as the CPS determination; and a final protection from abuse order when based on the same underlying factual circumstances as the CPS determination and issued after the accused defends against the allegations at a hearing. 19

In a criminal case, there is no time limit to investigate aside from a corresponding statute of limitations.20 The investigative time limit imposed on county CPS agencies often results in the CPS agency deciding an outcome prior to law enforcement determining whether there is probable cause that a crime occurred. The 60-day CPS investigation period practically limits a CPS caseworker’s ability to thoroughly investigate allegations of child abuse and may result in CPS erring on the side of caution to protect children by making an “Indicated” determination. That “Indicated” determination must be appealed in order to introduce due process in the mix.

The burden of proof in a CPS “Indicated” determination is if the Agency finds there is “substantial evidence” of abuse. Substantial evidence is defined as: evidence which outweighs inconsistent evidence and which a reasonable person would accept as adequate to support a conclusion.21 In other words, to conclude that there is substantial evidence that abuse occurred, the evidence consistent with abuse must outweigh any inconsistent evidence and the reasonable inferences derived therefrom.22 CPS must analyze evidence and apply the law to the circumstances of the case within 60 days. This combination of a strict timeline without effective procedural safeguards for the accused to immediately challenge CPS determinations can yield erroneous and dangerous results. In a criminal case, when law enforcement files criminal charges the accused is entitled to challenge the Commonwealth’s evidence at a preliminary hearing where a judge determines if there is prima facie evidence that the accused committed a crime; but, under the CPSL, there is no comparable procedural safeguard to challenge allegations of child abuse. Only after a report is “Indicated” can the accused demand due process by filing an appeal.

Individuals who have an “Indicated” status have 90 days to request an administrative or secretary review or to appeal the decision to the Bureau of Hearings and Appeals (“BHA”). 23 This is the only opportunity for the accused to demand and receive due process-after the damage is already done. In comparison to criminal procedure, an example of how this process applies in practice would be to only permit the accused to challenge the evidence and outcome against them post-conviction. In cases where there is both an “Indicated” status and criminal charges are pending, an administrative appeal will be automatically stayed until the conclusion of the criminal prosecution. 24 Individuals who have a “Founded” status due to a collateral finding of abuse by a court must submit a court order indicating that the underlying adjudication that formed the basis of the founded report has been reversed or vacated to appeal the CPS determination.25

The CPS Process

The decision-making process in ChildLine investigations is systemically flawed. The lack of a standardized process creates unique challenges for defense attorneys to navigate on a case-by-case basis. Certain variables influence how cases become Indicated.

For example, allegations of sexual abuse are more frequently investigated and “Indicated” than any other kind of alleged child abuse.26

The CPSL delegates decision-making to CPS caseworkers and their supervisors. The CPS only requires that county agencies have “sufficient staff of sufficient qualifications” to fulfill the purposes of child protective services. 27 Qualifications for CPS caseworkers vary from county to county and there is no standardized training in areas necessary for conducting investigations. At a minimum, in addition to some schooling or experience in social services, a CPS caseworker is required to have 12 college credits in sociology, social welfare, psychology, gerontology, criminal justice or other related social sciences.28 The variety of acceptable qualifications translates to sporadic backgrounds for county CPS caseworkers and a lack of uniform training. These are the professionals responsible for determining if substantial evidence of child abuse exists without court oversight and without due process. From a defense perspective, it is important to understand this context behind CPS decision-making in order to prepare for, and have confidence in, challenging that same decision in a court of law during the appeal.

The Department of Human Services Data Shows that County CPS Agencies Get it Wrong…A Lot

The CPSL requires the Department of Human Services to produce annual reports to the Governor and General Assembly with full statistical analysis of the reports of suspected child abuse and neglect.29 The results of these reports show that the CPSL system, as it currently stands, is not working fairly.

When an individual is placed on the ChildLine Registry, that individual has 90 days to seek an appeal and ask the court to remove them from the ChildLine Registry. The BHA is the administrative court that adjudicates those appeals, and, after a hearing, either maintains the individual on the ChildLine Registry or overturns the CPS agency’s “Indicated” determination, thereby removing that individual from the ChildLine Registry.30 In 2022, there were 61 appeal hearings of “Indicated” reports conducted and completed throughout the BHA after an administrative or secretary review.31 Of those 61 appeal hearings, 60 CPS agency determinations were overturned by the BHA and only 1 CPS agency determination was upheld.32 Stated differently, the BHA overturned approximately 98%33 of “Indicated” reports that reached a hearing and were ultimately decided before the BHA after an administrative or secretary review.34 This staggering statistic does not even account for the number of cases dismissed or withdrawn by CPS prior to the accused having their day in court, on appeal. 35

In 2014, the General Assembly amended the CPSL to require county CPS solicitors to review CPS determinations before an “Indicated” status is reached.36 Notwithstanding CPSL’s legal requirements, the practitioner should not assume that the CPS solicitor will thoroughly review the case at this time. Rather, it has been the authors’ experience that the solicitor may only provide such a review after the appeal is filed by the accused and the CPS agency is required to review their evidence with an eye towards their burden of proof in a court of law. The deadline of an impending BHA hearing provides an opportunity for the practitioner to facilitate pre-hearing discussions with the CPS solicitor, which likewise presents an opportunity to negotiate a non-pursuit (withdrawal) of the “Indicated” status by CPS before, or even in the middle of the BHA hearing process.

Due Process – Only for Teachers?

Unlike the Megan’s Law Registry, the list of individuals on the ChildLine Registry is not accessible to the public. Information related to individuals on the Megan’s Law Registry is discoverable by any person with Internet access, whereas the ChildLine Registry is maintained by the Commonwealth and a person’s status on that Registry is only revealed by a specific background check through a Child Abuse Clearance by the Pennsylvania Department of Human Services.37 Many employees are required to provide their potential employers with certification from ChildLine as to whether they are named in the Statewide database as an alleged perpetrator in a pending child abuse investigation or as the perpetrator of a “Founded” report or an “Indicated” report. 38 For teachers, in addition to the reputational harm of being listed as a perpetrator of child abuse, being listed on the ChildLine Registry results in an employment bar—the most severe form of infringement on an employee’s liberty and property interest associated with their employment. 39

In July of 2023, the Commonwealth Court decided that teachers facing allegations of child abuse are entitled to a pre-deprivation hearing to confront and challenge allegations prior to being listed as a perpetrator of abuse on the ChildLine Registry.40 In S.F. v. Pa.

Department of Human Services, the Commonwealth Court found that teachers who receive an educator’s license have a protected interest in the practice of their profession and a protected liberty interest in their reputation.41 While the government has a paramount interest in preventing child abuse, the government has an equal interest in not stigmatizing those who are innocent or wrongfully accused or foreclosing them from employment and other opportunities prior to being named on an “Indicated” report of child abuse. 42

While the Commonwealth Court officially demands due process for teachers, the court in S.F. provides little guidance as to what due process should look like for everyone else. The S.F. court limited its finding to individuals accused of child abuse who hold professional teaching licenses and deferred further revision of the CPSL to the General Assembly. 43

Racial Socioeconomic Disparity in “Indicated” Reports

A study conducted by the University of Pennsylvania Carey Law School and the Temple University Beasley School of Law found a disproportionate impact of the CPSL on young, Black Pennsylvanians.44 Black Pennsylvanians 45 are represented the ChildLine Registry at nearly twice their proportion in the general population.46 Specifically, neglect investigations lack clear benchmarks for determining what is caused by parental inaction, and CPS caseworkers can conflate issues caused by poverty or a lack of resources as evidence of neglect, which is a form of child abuse under the CPSL.47 Typical deprivations that low-income families more commonly experience, such as inadequate food, housing, and medical care, can become grounds for child abuse findings instead of providing adequate social services to address those inadequacies.48

This racial disparity extends to the employment consequences of being listed on the ChildLine Registry. More employers in Pennsylvania are requiring child abuse clearances, even for positions not directly involving children, which is required under the CPSL.49 The expanded use of the ChildLine Registry for employment clearances further exacerbates the negative impact on those listed, particularly affecting Black communities.

False Reports of Child Abuse

Just as in any false report, false reports of child abuse can be the product of custody disputes, mental health illnesses, motive, or issues involving child competency; yet, false reports are rarely prosecuted.50 A person commits the crime of False Reports of Child Abuse “if the person intentionally or knowingly makes a false report of child abuse under 23 Pa.C.S. Ch. 63 relating to child protective services.” 51 A potential explanation for the rarity of false report prosecutions is that one of the CPSL’s main objectives is to encourage more complete reporting of suspected child abuse which supports the overall purpose of the CPSL, protecting children from abuse.52

In November of 2023, the Superior Court interpreted the criminal statute to include a parent who knowingly made a false report to a mandated reporter as the report had the same effect as making a direct disclosure to ChildLine or law enforcement. 53 At trial, the subject child alleged to be the victim of physical and sexual abuse testified on behalf of the Commonwealth that he had never been abused, nor had he informed anyone that he had been abused. 54 His mother, the accused, was convicted following a bench trial for false reports of child abuse and was sentenced to two years’ probation. 55 This example shows that false reports can be prosecuted under extreme circumstances.

Current Litigation Challenging the Constitutionality of the CPSL

Parents and non-profit agencies are suing the Department of Human Services in a civil action challenging the constitutionality of the process of immediately placing individuals on the ChildLine Registry based solely on “Indicated” reports without first providing the individual with prior notice and a hearing. 56

The individual petitioners include: A.W., a certified nursing assistant; M.A., a nursing student; W.B., a therapist working with children in the foster system in New York; T.W., a registered nurse; and P.L., a single mother seeking employment as a home health care worker. 57

The non-profit petitioners include La Liga del Barrio, a youth basketball league, and Philadelphia Lawyers for Social Equity (PLSE), a legal service organization for low-income residents of Philadelphia.58 La Liga del Barrio has experienced shortages in volunteers and parent chaperones due to “Indicated” reports hindering its ability to serve the children it was created to benefit. One of the functions of PLSE is to host expungement clinics for those facing barriers preventing them from working, and an issue of growing concern is the amount of clients disqualified from working in jobs such as home health care, senior care, and behavioral health care due to their placement on the ChildLine Registry.59 Many of the PLSE clients did not know they were being investigated for child abuse or neglect, other clients did not know their reports had been Indicated, and some clients could not understand the letters they received or figure out how to navigate the appeals process.60

Conclusion

The current state of the CPSL calls for a critical reassessment. Left unchecked, CPS agencies have a dangerous and detrimental impact on the reputation and liberty interests of parents, professionals, and all people who find themselves accused of child abuse. Legislative reforms are essential to providing meaningful interventions for children at risk while safeguarding a citizen’s rights. Until then, a strong, competent, and informed defense led by criminal defense practitioners will have to do.

Link to original article

NOTES:

1 Depending on the county, CPS can also be referred to as Children, Youth & Families (“CYF”), Children & Youth Services (“CYS”), or the Department of Human Services (“DHS”).

2 If the suspected child abuse is alleged to have been committed by a perpetrator and the behavior constituting the suspected child abuse may include a violation of a criminal offense, the appropriate county agency and law enforcement officials shall jointly investigate the allegation. See 23 Pa.C.S.A. § 6334.1(2).

3 23 Pa.C.S.A. § 6368.

4 23 Pa.C.S.A. §§ 6301-6386; Diana Spurlin, Sandusky and Beyond: The Ever-Changing Landscape of Child Abuse Legislation, FOR THE DEFENSE Vol. 1, Issue 4 (Dec. 2016).

5 23 Pa.C.S.A. §§ 6303, 6368(n).

6 23 Pa.C.S.A. § 6341(a).

7 K.J. v. Dept. of Pub. Welfare, 787 A.2d 609, 616 n.9 (Pa. Cmwlth. 2001)(Friedman, J. dissenting).

8 23 Pa.C.S.A. §6368.

9 Id. The accused may elect to have an attorney present for interviews with CPS and administrative hearings, but one will not be appointed in the event the accused cannot afford an attorney.

10 The Commonwealth Court recently held that procedural due process required teachers to be given a predeprivation hearing before being listed in state child abuse registry. S.F. v. Pa. Dept. of Hum. Servs., 298 A.3d 495 (Pa. Cmwlth. 2023).

11 Petition for Review at 4, 29-35, A.W. v. Pa. Dep’t of Hum. Servs., No. 396 MD 2022 (Pa. Cmwlth. Aug. 10, 2022); see also S.F. v. Pa. Dept. of Hum. Servs., 298 A.3d at 526; U.S. Const. amends. V, XIV; 2 P.S. §504; Pa. Const. art. 1 § 1.

12 23 Pa.C.S.A. § 6311.

13 23 Pa. C.S.A. § 6318.

14 23 Pa.C.S.A. § 6319.

15 Samantha Melamed, Thousands in Pa. Are Put on a Child Abuse Registry with No Hearing. They Say It’s Ruining their Lives, THE PHILADELPHIA INQUIRER (Nov. 18, 2020).

16 23 Pa.C.S.A. § 6368(b).

17 23 Pa.C.S.A. §§ 6303(a); 6368(n).

18 23 Pa.C.S.A. § 6303.

19 Id.

20 There is no limitation for allegations involving sexual abuse, and a limitation of five years for all major offenses. See 42 Pa.C.S.A. §§ 5551; 5552.

21 Id.

22 See R.J.W. v. Dept. of Hum. Servs., 139 A.3d 270, 282 (Pa. Cmwlth. 2016) quoting In re S.H., 96 A.3d 448, 453 n.4 (Pa. Cmwlth. 2014).

23 23 Pa.C.S.A. § 6368(f)(6).

24 23 Pa.C.S.A. § 6341(d).

25 23 Pa.C.S.A. § 6341(c.1).

26 https://capacity.childwelfare.gov/sites/default/files/media_pdf/decision-making-welfare-cp00051_0.pdf#Challenges%20in%20Child%20Welfare%20Decision-Making.

27 23 Pa.C.S.A. § 6361(b).

28 https://www.governmentjobs.com/careers/pabureau/jobs/newprint/2353608.

29 23 Pa.C.S.A. § 6347(a).

30 Hearings before the BHA are heard and decided by attorneys serving as an administrative law judge or hearing officer. See 23 Pa.C.S.A. § 6341(c.2).

31 https://www.dhs.pa.gov/docs/publications/pages/child-abuse-reports.aspx.

32 https://www.dhs.pa.gov/docs/OCYF/Documents/2022-PA-CHILD-PROTECTIVE-SERVICES-REPORT_8-102023_FINAL.pdf at p. 25. Of note, the authors of this article were involved in 4 BHA appeals in 2022, all of which resulted in overturned “Indicated” reports.

33 https://www.dhs.pa.gov/docs/OCYF/Documents/2022-PA-CHILD-PROTECTIVE-SERVICES-REPORT_8-102023_FINAL.pdf at p. 25. While the statistics appear to show great success in the area of administrative review and appeals, the presentation of data is misleading unless carefully reviewed. In 2022, a total of 1,833 cases were appealed through an administrative review, secretary review, or directly to the Bureau of Hearings and Appeals. Only cases that are appealed to the BHA are heard by an administrative law judge or hearing officer. Of the 268 cases heard by the BHA, 181 remain pending without a decision, 21 were dismissed, and 5 were withdrawn. This leaves 61 cases actually decided by the BHA in 2022. Of the 61 decisions decided by the BHA in 2022, sixty “Indicated” reports were overturned and only one was upheld.

34 https://www.dhs.pa.gov/docs/publications/pages/child-abuse-reports.aspx.

35 Id.

36 23 Pa.C.S.A. § 6368(e).

37 https://www.dhs.pa.gov/KeepKidsSafe/Clearances/Pages/PA-Child-Abuse-History-Clearance.aspx

38 23 Pa.C.S.A. § 6344(b)(2).

39 S.F. v. Pa. Dep’t of Hum. Servs., 298 A.3d 495, 515 (Pa. Cmwlth. 2023).

40 S.F., 298 A.3d at 503.

41 Id. at 511-12.

42 Id. at 503.

43 S.F., 298 A.3d at 526.

44 https://www.law.upenn.edu/live/files/12705-pathways-to-poverty-how-the-childline-andabuse#:~:text=This%20report%20seeks%20to%20highlight,trapping%20Black%20families%20in%20poverty.

45 The term “Black Pennsylvanians” is not the preferred verbiage used by the authors of this article, but the term was initially used by the researchers at the University of Pennsylvania as the study did not include all people of color. For consistency with the study, we have used the same language.

46 Id. p. 2.

47 Id. p.12 (As noted in the study, “by conflating poverty and neglect, typical deprivations that low-income families more commonly confront, such as inadequate food, housing, and medical care, become grounds for child abuse findings. The current system accuses poor parents of neglecting their children for exactly the same behavior that is considered perfectly acceptable if wealthier parents engage in it.” ); 23 Pa.C.S.A. § 6303.

48 Id. p. 12 citing DOROTHY ROBERTS, Torn Apart: HOW THE CHILDWELFARESYSTEM DESTROYS BLACK FAMILIES—AND HOW ABOLITION CAN BUILD A SAFER WORLD, , BASIC BOOKS 66, 70 (2022).

49 Id. p. 13, 23 Pa.C.S.A. §§ 6303-6383.

50 Case law is non-existent for prosecuted claims false reports in the context of child custody, the closest relevant example is in A.C. v. J.B., 296 A.3d 589 (Pa. Super. 2023), an unpublished child custody decision which references a father’s claim that his child was coached by the child’s mother to make a false report of child abuse, however no criminal investigation took place.

51 18 Pa.C.S.A. § 4906.1.

52 23 Pa.C.S.A. § 6302(b); Commonwealth v. Krankowski, 304 A.3d 1275, 1279 (Pa. Super. 2023).

53 Id.

54 Id. at 1277.

55 Id. at 1276.

56 Petition for Review at 9-10, A.W. v. Pa. Dep’t of Hum. Servs., No. 396 MD 2022 (Pa. Cmwlth. Aug. 10, 2022).

57 Id. at 36-54.

58 Id. at 54-56.

59 Id. at 57-60.

60 Id. at 58.

Filed Under: Articles by Our Attorneys Tagged With: Caroline G. Donato, mary e. lawrence

Employment Law Update May 2024

May 31, 2024 by MacElree Harvey, Ltd. Leave a Comment

In May 2024, U.S. Equal Employment Opportunity Commission (EEOC) enforcement made headlines, with numerous states challenging the recently updated EEOC harassment guidance and the EEOC cracking down on EEO-1 delinquent filings, while Starbucks’ labor woes continued.  Read about the details below.

18 State Attorneys General Assert EEOC Transgender Harassment Guidance Oversteps

Eighteen Republican state attorneys general, led by Tennessee, have filed a lawsuit against the EEOC, urging a federal judge to revoke recently finalized workplace harassment guidelines related to gender identity. The guidelines, issued in October 2023 and finalized in April, mandate employers to use employees’ preferred pronouns, allow transgender employees to use restrooms matching their gender identity, and prohibit dress codes based on biological sex. The states argue that the EEOC overreached its authority by issuing these protections, which they claim extend beyond the scope of the U.S. Supreme Court’s Bostock v. Clayton County decision, which held that terminating an employee based upon transgender status constitutes unlawful discrimination based upon sex under Title VII of the Civil Rights Act.  They further argue that the mandates contradict state laws and impose significant costs and irreparable harm. They contend that the EEOC lacks the authority to amend Title VII to include such gender identity accommodations, a task they believe should be reserved for Congress and the states. Tennessee Attorney General Jonathan Skrmetti described the EEOC’s actions as a misuse of federal power that undermines constitutional separation of powers and local governance, particularly regarding gender ideology and privacy concerns in schools and workplaces.

The case is State of Tennessee et al. v. Equal Employment Opportunity Commission et al., case number 3:24-cv-00224, in the U.S. District Court for the Eastern District of Tennessee.

EEOC Files Lawsuits Over EEO-1 Reporting Noncompliance

The EEOC initiated a series of lawsuits this month against companies in hospitality, transportation, food service, and construction sectors for failing to report required demographic data about their employees. Federal law mandates that businesses with 100 or more employees must annually submit workforce data to the EEOC, detailing job categories by sex, race, and ethnicity. This data aids in enforcement, research, and employer self-assessment.

The EEOC’s actions target firms in Alabama, Arizona, Florida, Georgia, Missouri, New Jersey, New York, North Carolina, Ohio, Texas, and Wisconsin, alleging noncompliance with EEO-1 report submissions for 2021 and 2022. Notable defendants include Transdev Services Inc., an Ohio-based auto parts dealer, and Primary Aim LLC, a Wendy’s franchisee. Despite notices, these companies failed to submit the required reports. The EEOC seeks court orders for compliance with past and future reporting obligations, with the 2023 EEO-1 report deadline looming on June 4.

The filings may signal a renewed effort by the EEOC to require employers to turn over pay information, and serves as a reminder to employers that EEO-1 reporting is more than a formality – the failure to comply can lead to legal consequences.

NLRB Judge Rules Starbucks Violated Labor Law by Banning Union Shirts While Allowing Other Logos

A National Labor Relations Board judge recently ruled that Starbucks violated federal labor law by preventing workers at its Staten Island, New York store from wearing union shirts, while allowing other non-standard attire. Judge Michael Silverstein noted that Starbucks’ claim of a strict dress code was undermined by its acceptance of shirts promoting various causes, such as Pride and Black Lives Matter, and themed attire for holidays and events.

The ruling followed a complaint from Workers United, which represented the employees after their union vote in September 2022. The dispute intensified when store manager Michelle DeAngelo enforced the dress code against union shirts and stickers about store closures, leading to unfair labor practice allegations.

The judge determined that the restriction on union shirts and stickers violated the National Labor Relations Act, as these were union activities protected by law. However, he dismissed one allegation due to insufficient evidence that Starbucks enforced its dress code more strictly for union apparel compared to other non-uniform clothing. 

The case is Starbucks Corp. and Workers United, case number 29-CA-305960, before the National Labor Relations Board Division of Judges.

Jeff Burke is an attorney at MacElree Harvey, Ltd., working in the firm’s Employment and Litigation practice groups. Jeff counsels businesses and individuals on employment practices and policies, executive compensation, employee hiring and separation issues, non-competition and other restrictive covenants, wage and hour disputes, and other employment-related matters. Jeff represents businesses and individuals in employment litigation such as employment contract disputes, workforce classification audits, and discrimination claims based upon age, sex, race, religion, disability, sexual harassment, and hostile work environment.  Jeff also practices in commercial litigation as well as counsels business on commercial contract matters.

Filed Under: Articles by Our Attorneys Tagged With: Jeffrey Burke

Employment Law Update April 2024

May 2, 2024 by MacElree Harvey, Ltd. Leave a Comment

April 2024 brought major pronouncements from the federal government that will affect employment nationwide, including the FTC’s controversial ban on non-compete agreements, and the EEOC issuing guidance on workplace harassment and a final rule implementing the Pregnant Workers Fairness Act. The details are below. 

FTC Issues Ban for Non-Compete Agreements Nationwide, but Challenges Loom

The Federal Trade Commission (FTC) issued a Final Rule this week to ban non-compete agreements, marking a significant shift in employment law nationwide.  The Final Rule is not an absolute ban, however the exceptions are narrow.  Some key takeaways from the Final Rule are:

  • The Ban does away with all new post-employment non-compete agreements between employers and employees, regardless of industry or type of worker.
  • The Ban allows existing post-employment non-compete agreements to remain in effect only for senior executives. A “senior executive” is defined as an employee “earning more than $151,164 annually who [is] in a policy-making position.”
  • The Final Rule calls for notice to employees that previously executed post-employment non-compete agreements are no longer enforceable.
  • The Ban creates an exception for the sale of a business, regardless of the ownership percentage.
  • The Ban does not apply to franchisee/franchisor contracts (though the Ban does apply to employees working for a franchisee or franchisor).

The FTC rule isn’t set to go into effect until 120 days from the day it is published in the Federal Register, so likely not before September, 2024.  Moreover, less than 24 hours after the FTC issued the final rule, the US Chamber of Commerce filed a lawsuit against the agency in federal court in the Eastern District of Texas.  As such, the final impact of the Rule is yet to be determined.

Ultimately, employers may need to reassess their employment practices and consider alternative ways to protect their interests without resorting to non-compete agreements.  Meanwhile, employees may find themselves with greater freedom in their career paths. As this issue continues to evolve, both employers and employees should stay informed about their rights and responsibilities under the new regulatory landscape.

EEOC Issues Long-Awaited Updated Enforcement Guidance on Workplace Harassment

The U.S. Equal Employment Opportunity Commission (EEOC) has released its long-awaited final version of enforcement guidance on workplace harassment. This updated advice reflects contemporary developments, including the landmark Bostock decision by the U.S. Supreme Court and the increasing prevalence of remote work.

After a seven-year effort to modernize its harassment guidelines, the EEOC has crafted a comprehensive blueprint to combat workplace misconduct. This guidance replaces publications from the 1980s and 1990s, addressing topics such as the #MeToo movement and the Bostock v. Clayton County, Georgia decision, which affirmed protections against discrimination based on sexual orientation and gender identity under Title VII of the Civil Rights Act.

The document also addresses emerging issues like remote work, teleconferencing, and social media, recognizing that harassment can occur both in-person and online. Key provisions emphasize protections against intrusive questions about sexual orientation, gender identity, or intimate body parts, as well as the importance of providing access to “gender-affirming” workplace facilities.

While the guidance received support from Democratic commissioners, it faced opposition from Republican-appointed members who criticized its stance on gender identity and restroom policies. Despite dissent, the EEOC moved forward, drawing on extensive public feedback to refine the document.

The final guidance expands on the initial draft, providing detailed examples of harassment scenarios, particularly in virtual work environments. It highlights the persistence of harassment in remote settings, debunking the notion that telework would reduce misconduct.  Moreover, the document delves into intersectional and intraclass harassment, recognizing the complexities of mistreatment based on multiple protected characteristics or within shared identity groups. 

EEOC Issues Final Rule Implementing Pregnant Workers Fairness Act

The U.S. Equal Employment Opportunity Commission (EEOC) has unveiled its final rule implementing the Pregnant Workers Fairness Act (PWFA), marking a significant milestone in workplace protections for pregnant individuals and those with related medical conditions. The PWFA mandates that employers provide reasonable accommodations to pregnant workers, ensuring their safety and well-being without fear of job repercussions.

The EEOC’s final regulations, spanning over 400 pages, largely endorse a pro-worker interpretation of the law, aligning with its mandate to offer accommodations unless it poses an undue burden on businesses. The regulations, following a period of public comment, encompass a broad spectrum of conditions related to pregnancy and childbirth, including lactation, endometriosis, infertility, miscarriages, and notably, abortion.

While receiving bipartisan support upon enactment, certain aspects of the EEOC’s interpretation have sparked debate. Commissioner Andrea Lucas dissented due to concerns over the expansive definition of covered conditions, including abortion. Senator Bill Cassidy expressed opposition, deeming the inclusion of abortion illegal and divergent from congressional intent.

Conversely, Commissioner Kalpana Kotagal hailed the regulations as upholding hard-won rights, emphasizing the importance of not forcing pregnant workers to choose between health and employment. Dina Bakst of A Better Balance praised the regulations as robust, ensuring access to accommodations crucial for safeguarding the health and employment of millions, particularly those in physically demanding roles.

Jeff Burke is an attorney at MacElree Harvey, Ltd., working in the firm’s Employment and Litigation practice groups. Jeff counsels businesses and individuals on employment practices and policies, executive compensation, employee hiring and separation issues, non-competition and other restrictive covenants, wage and hour disputes, and other employment-related matters. Jeff represents businesses and individuals in employment litigation such as employment contract disputes, workforce classification audits, and discrimination claims based upon age, sex, race, religion, disability, sexual harassment, and hostile work environment.  Jeff also practices in commercial litigation as well as counsels business on commercial contract matters.

Filed Under: Articles by Our Attorneys Tagged With: Jeffrey Burke

MacElree Harvey Team Shines in “Bet-the-Company” Corporate Litigation

April 24, 2024 by MacElree Harvey, Ltd. 1 Comment

A high-stakes lawsuit that threatens the continued existence of a business enterprise is often referred to in legal circles as “Bet the Company” litigation. Because the company’s survival depends on the outcome of the case, it is critical that the matter is entrusted to legal counsel with the skills and experience to deliver a successful result in these complex, “must win” cases.

MacElree Harvey’s litigation team, led by J. Charles Gerbron, Jr. and Robert A. Burke, recently achieved a highly favorable result in complex, multi-jurisdictional, “Bet-the-Company” litigation involving multimillion-dollar claims for alleged violations of the Racketeer Influenced and Corrupt Organizations Act (“RICO”), breach of fiduciary duty, minority shareholder oppression, and related claims.

After securing dismissal of the RICO and related common-law claims brought derivatively by minority members of a limited liability company, the MacElree team guided its clients through extensive e-discovery, exhaustive depositions, and the litigation of multiple hard-fought discovery motions before ultimately achieving a remarkably favorable resolution for the clients. 

“Our clients were focused on total victory from day one and demonstrated incredible perseverance and determination throughout the litigation,” Gerbron said. “Representing clients in matters that are not only important to them but are critical to their business’ survival is both thrilling and humbling. We appreciate the confidence that our clients place in us.”

Gerbron credits the individual talents that each of the members of the MacElree team brought to the case. “Bob Burke is an unshakable, seasoned litigator who adroitly navigates all aspects of litigation in federal court, and Stephanie Donlevie was indispensable in her mastery of the surfeit of e-discovery that was involved in the case,” Gerbron said. “We are fortunate to have such a talented and dedicated team eager to achieve results for our clients.”

Filed Under: Articles by Our Attorneys Tagged With: J. Charles Gerbron Jr., Robert A. Burke

Subject to Review – Your Monthly Dose of Real Criminal Law: April 2024 Edition

April 8, 2024 by MacElree Harvey, Ltd. Leave a Comment

Did You Know? Did you know that there are increased penalties if a person charged with DUI refuses to submit to Blood Alcohol Content (BAC) testing? If the police arrest a person for DUI and take them to get a breath test, refusing to participate results in a mandatory minimum 72 hour sentence in jail. Essentially, if a person refuses to give a breath sample, the law treats the DUI as if they had the highest level BAC (0.16%+).

However, if a person is taken to the hospital for a blood test, rather than a breath test, there is no mandatory minimum jail sentence unless police have a valid search warrant.

The reason there is no mandatory 72 hour sentence for a blood test refusal is because the Supreme Court found blood tests to be so intrusive that police would need a warrant before adding a criminal penalty (i.e. more jail time) for refusing a blood test. If police have a warrant and the driver still refuses, then they are subject to the 72 hour mandatory minimum.

Criminal penalties aside, a refusal of either breath or blood results in a 12 month driving suspension through PennDOT. Penalties through PennDOT are not considered criminal penalties, but rather civil penalties. The rationale is that driving is a privilege, not a right. If a driver disputes that they refused testing, they can file a license suspension appeal through the civil court.

Case Law Update: The Pennsylvania Supreme Court decided 5 criminal appeals in February and March, and the Superior Court kept up the pace with 22 criminal appeals. Here is what I think is most important to know:

  • Refusing to hand over your license in a traffic stop for more than 25 minutes is a traffic offense, and a person who refuses to cooperate does not get to use the exception created for people who merely forget their license at home.
  • Police do not need a warrant to access GPS location data for a person who agreed to  wear a GPS ankle monitor as an alternative to incarceration.
  • A person on parole and residing at a community corrections center is still technically an “inmate” and any drugs possessed by them is considered “contraband.”

National News: Police can no longer request Ring camera footage from individuals through the Neighbors app after Ring announced it would be taking away the Request for Assistance tool. The Request for Assistance tool allowed police to request doorbell camera footage from people directly through the app regardless of its purpose and without a warrant.

Now police can either request Ring footage contacting individuals outside of the Neighbors app or by getting a warrant based on probable cause. This change followed a 5.8 million dollar settlement to the FTC related to allegations that Ring failed to implement safeguards to protect employees and third-party contractors from accessing customer videos.

Removing this feature adds a layer of protection to personal privacy, and if the police need footage and you do not want to offer it to them, they can apply for a search warrant.

What We’re Listening To: Caroline and Pete have been busy in the podcast studio! Four new episodes of the podcast Subject to Cross were released since the last Subject to Review update: 

  • Episode 42: The Full Force of the 2nd Amendment discusses the United States Supreme Court decision which ruled that in order to uphold any restriction related to firearms, the government must affirmatively prove that its firearms regulation is consistent with historical traditions that restrict a person’s right to keep and bear arms. Caroline and Pete review how this decision has impacted our practice, and some of the practical and political issues that have come up as a result.
  • Episode 43: Confirmation Bias in American Nightmare unpacks the Netflix series American Nightmare covering a 2015 home invasion and kidnapping in Vallejo, California. The Netflix series covers an area of true crime deserving of more attention: wrongful accusations and the traumatizing impact of police investigations.
  • Episode 44: Mental Health and Criminal Justice Caroline and Pete discuss a recent news article revealing that Dauphin County inmates in solitary confinement spent two weeks in November with no electricity.
  • Episode 45: “Free Meek” Pete and Caroline review upcoming changes to probation in Pennsylvania where courts are required to take an individualized approach to determining probation conditions, creating a presumption against confinement for minor technical violations, and requiring mandatory review conferences to allow for early termination of probation. 

What’s Next? If you have a topic that you want to see covered on Subject to Review, email Criminal Defense Attorney Mary Lawrence at [email protected].

New to Subject to Review and want to learn more about what it is and how it started? Check out the First Edition of Subject to Review.

Filed Under: Articles by Our Attorneys, Podcasts Tagged With: mary e. lawrence

School Daze – When Divorced Parents Cannot Agree on Schools for their Children

April 4, 2024 by MacElree Harvey, Ltd. Leave a Comment

Navigating the tumultuous waters of divorce does not, unfortunately, always end with the divorce decree. Because selecting a school is often one of the most challenging decisions that a parent must make for a child, disputes over a child’s education can add a layer of complexity and emotional strain to divorced parents.

When divorced parents are unable to agree on the best school for their children, the courts are often forced to determine in which school the children should enroll. A divorced parent advocating for certain public school districts over others, disagreements over which private independent or parochial school is best for their child, or whether both parents should contribute to the cost of tuition are, among others, the specific types of clashes often resolved by the courts.

Upon what criteria, clients often ask, do courts resolve these disputes? In Pennsylvania, the court acting as arbiter of educational disagreement will decide the issue based on the best interests of the child. To make that determination, the court will consider, on a case-by-case basis, all factors which legitimately have an effect upon the child’s physical, intellectual, moral, and spiritual well-being, including, without limitation:

  • quality of the schools under consideration, including reputation and academic performance;
  • extracurricular opportunities, including the availability of special programs;
  • educational needs of the child and the school’s ability to provide a good “fit”;
  • social needs and adjustment of the child;
  • proximity of the schools under consideration to the child’s primary residence;
  • continuity in an educational environment; and
  • preferences of the child.

As with any litigation, the parties must present evidence to the court in support of their position. Anecdotal references or supposition is, not surprisingly, insufficient. A persuasive presentation that will convince the court that a divorced parent’s preferred school is in the best interest of the child will therefore require convincing evidentiary support, articulate argument, intense preparation, and the right legal counsel to lead the way.

Should you be at an impasse with your former spouse regarding the critical matter of your child’s education, please contact MacElree Harvey attorneys J. Charles Gerbron, Jr. and Brian J. Forgue to discuss how to achieve your goals.

J. Charles Gerbron, Jr. is an experienced litigator who achieves favorable results for schools, individuals, and business in a variety of litigation and land use matters. Charlie can be reached at 610-840-0265 or [email protected].

Brian J. Forgue is a talented family law practitioner who represents clients in a variety of divorce, custody, and support matters. Brian can be reached at 610-840-0221 or [email protected].

Filed Under: Articles by Our Attorneys

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