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Articles by Our Attorneys

Controversial Supreme Court Decision in Opioid Litigation Bankruptcy Jeopardizes Victims’ Settlements – Right or Wrong Call?

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

In a landmark 5 to 4 Decision, the United States Supreme Court in the case of Harrington v. Purdue Pharma ruled that allowing the release of the Sackler family as part of the Purdue Bankruptcy was impermissible under the Bankruptcy Code.

This controversial decision invalidates a negotiated global settlement of the thousands of claims of victims of opioid injuries and deaths alleged to have resulted from the misdeeds of the Sackler family and their company, Purdue Pharma, in the marketing and sale of the popular opioid painkiller OxyContin.

Did the Supreme Court make the right or wrong call?

What will happen with the claims now?

Let’s break it down:

What were the claims against Purdue and the Sacklers?

Purdue Pharma was a drug company owned and operated by the Sackler family. In the 1990s, Purdue developed the drug OxyContin, a powerful and addictive opioid painkiller. Purdue and individual members of the Sackler family who ran the company aggressively marketed Oxycontin and downplayed its addictive qualities.

OxyContin became wildly popular and played a central role in the opioid abuse crisis from which millions Americans and their families suffered or died. In 2007, Purdue pled guilty to criminal charges misbranding of OxyContin. Thousands of civil suits followed both by individual victims and their families and by governments alleging harm from the opioid crisis.

It is estimated that the total value of the opioid crisis is $40 trillion, which is seven times the annual spending of the United States government.

What did Purdue and the Sacklers do to try to escape from the claims?

Realizing that the Opioid litigation would eventually lead to their personal financial ruin, the Sackler family began a “milking“ program in which they took a large percentage of Purdue’s revenue out of the company each year and deposited it into overseas accounts and trusts to protect it from the victims and other creditors. It is estimated that the Sacklers milked a total of $11 billion from Purdue.

This milking program eventually drove Purdue Pharma (but not the Sacklers) into Bankruptcy because litigation was mounting and it became clear that Purdue’s assets were worth far less then the value of the victims’ claims.

How is bankruptcy supposed to Work?

Bankruptcy exists in order to allow individuals or companies who are insolvent (debts exceed assets) to receive a discharge of their debts if they offer a “full and fair surrender” of all of their assets.

A Bankruptcy Trustee is appointed to manage the process and the Debtor and its Creditors work out a proposed Plan to be approved by the Trustee and the Court. Once the Plan is approved, the assets are paid out to the Creditors and the insolvent individual or company is discharged/released from all of its debts.

How was the Purdue bankruptcy unique?

The Purdue bankruptcy was unique because in addition to seeking its own discharge from the opioid claims, Purdue also sought the discharge of the Sackler family so that they would be forever released from any past or future opioid claims. In order to justify such a release, the Sackler family agreed to pay about $5 billion(over a decade) into the Purdue Bankruptcy from the $11 billion it had milked from Purdue.

Ultimately, the a majority of the victims agreed to this settlement proposal and the Sackler release. Under the settlement, individual victims would receive between $3500 and $48,000 each depending on the severity of the harm.

The Trustee agreed to approve the proposed settlement which would provide compensation to thousands of victims and their families as well as governmental entities that had made opioid claims and, in exchange, both Purdue and the entire Sackler family would be released from any past or future opioid claims.

Why did the Supreme Court strike down the bankruptcy plan?

In a close vote of 5 to 4, the Supreme Court Majority ruled that the proposed settlement and discharge of the Sacklers was not allowed under the Bankruptcy Act.

In the end, the reasoning was fairly simple. The Majority held that the Bankruptcy Act does not permit the release of a person or entity other than the Debtor who filed for Bankruptcy without the consent of the Creditor.

In this case, Purdue Pharma filed for Bankruptcy, not the Sacklers. However, the settlement agreement provided for a complete release of Purdue and the Sacklers. Moreover, although the Sacklers had agreed to return monies to the Purdue Bankruptcy to help fund the victims’ settlements, they were only returning a fraction of their assets, about $5 billion of the $11 billion it had milked from Purdue.

Ultimately, the Majority ruled that this non-debtor release was not permitted under the Bankruptcy Act.

What happens to the victims now?

The Opinion of the Justices who dissented to this decision is critical of the basic reasoning of the Majority and laments that this decision will be devastating to the victims of the opioid epidemic.

The dissenting Justices argued that a vast majority of the victims had agreed to the proposed settlement and that the Court striking it down jeopardizes any chance at recovery because the Sacklers have shielded themselves by moving their money overseas and placing it in trusts.

It is certain that the litigation will move forward against both Purdue and the Sacklers and there will likely be more settlement talks that may or may not result in a global settlement. It remains to be seen whether the victims will do better or worse then what was proposed in the Bankruptcy settlement.

Tim’s Thougths

In my opinion, the Supreme Court did the right thing.

Bankruptcy is meant to protect people or companies who relinquish all of their assets to their creditors. It was not designed to release other related people without the creditors’ consent. In this case, the Sacklers tried to piggy back on the Purdue Bankruptcy and be released from all claims without giving up anything close to the entirety of the assets that they had milked from Purdue.

The Sacklers should be held accountable for their wrongful actions and forced to relinquish the vast majority of their assets in the event that they want to be released from liability.

It’s unfortunate that victims must wait and fight for more compensation, but it appears to me that the deal that had been struck was not fair to all concerned.

Tim Rayne is a Pensylvania Personal Injury lawyer with the Chester County law firm MacElree Harvey, Ltd. Tim helps injured accident victims understand their legal rights and receive fair compensation from insurance companies. Contact Tim at 610-840-0124 or [email protected] or check out his website at www.TimRayneLaw.com.

Filed Under: Articles by Our Attorneys Tagged With: Timothy F. Rayne

Employment Law Update June 2024

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

In June 2024, a local employment verdict created whistleblower precedent in the field of sports medicine, a federal court narrowed the scope of what might be a hostile work environment, and Pennsylvania steelworkers sought to advance wage and hour rights for pre and post-shift obligations.  See more below.

Jury Awards $5.25 Million to former Team Doctor for Penn State Football Team

A Pennsylvania jury has awarded Dr. Scott Lynch $5.25 million in damages against Penn State Health in a landmark whistleblower case in sports medicine.  Dr. Lynch, formerly the orthopedic physician for Penn State University’s football team, alleged he was terminated for refusing to yield to undue pressure from head coach James Franklin regarding player health decisions.

The jury’s verdict, disclosed recently, detailed compensatory damages of $250,000 for lost wages and $5 million in punitive damages against Penn State Health’s Milton S. Hershey Medical Center and a supervisor accused of retaliatory actions. Dr. Lynch claimed that Coach Franklin had interfered with his decisions about how to treat injured players and when they should return to the field, and that when he reported his concerns to his supervisors at the hospital and the university in 2019, he was removed as the team’s doctor.  Despite assertions by Penn State that the termination was part of a strategic reorganization, the jury upheld Lynch’s claims of retaliation and whistleblower status.  Notably, although the complaint named Coach Franklin, Penn State, and several university officials as defendants, they were not included in the verdict because they had already been dismissed from the case in April, 2020 due to the expiration of the statute of limitations against them.  Penn State Health has publicly stated that the verdict was incorrect, and that it may appeal.

Federal Court holds Single Instance of Slur by Co-Worker Not Enough for Hostile Work Environment

A Wisconsin-based manufacturer, Lakeside Plastics Inc. successfully defended a lawsuit brought by the U.S. Equal Employment Opportunity Commission (EEOC), which had accused the company of fostering a hostile work environment and retaliating against an employee. The case revolved around Brian Turner, a Black employee who alleged that a white co-worker, Curt Moraski, used racial slurs and created a hostile work atmosphere, leading to Turner’s dismissal.

U.S. District Judge William C. Griesbach granted summary judgment in favor of Lakeside Plastics, determining that the single documented instance of a racial slur at work did not meet the threshold for “severe or pervasive” discrimination. Judge Griesbach acknowledged that Moraski’s behavior was offensive and inappropriate. However, he noted that since Moraski was not Turner’s supervisor and the alleged incident was isolated, it was insufficient to substantiate claims of a hostile work environment.

The court also examined Turner’s termination, which occurred shortly after he reported the incident. The EEOC contended that the firing was retaliatory. However, Judge Griesbach found that Turner was terminated due to performance and attendance issues, not his complaint. Despite the EEOC’s argument that Turner had received high evaluations, evidence showed he had been late or absent on several occasions, which contributed to Lakeside’s decision.

This ruling underscores the legal complexities in proving workplace harassment and retaliation, highlighting that isolated incidents, unless quite severe, may not satisfy the legal criteria for a hostile work environment.

The case is Equal Employment Opportunity Commission v. Lakeside Plastics Inc., case no. 1:22-cv-01149, in the U.S. District Court for the Eastern District of Wisconsin.

Pennsylvania Steelworkers seeking Wages for Pre and Post-Work Duties

A lawsuit has been filed against U.S. Steel Corp. in Pennsylvania state court by James Nadalin, a utility technician at the Edgar Thomson steel plant in Braddock, Pennsylvania, alleging wage violations under the Pennsylvania Minimum Wage Act. The complaint, submitted to the Allegheny County Court of Common Pleas, claims that U.S. Steel failed to compensate employees for the time spent donning and doffing protective gear, as well as for walking between locker rooms and workspaces.

Nadalin, who often works 40 or more hours a week, argued that he and his colleagues were not paid for these pre- and post-shift activities, despite their necessity for workplace safety. The lawsuit seeks class certification to represent all hourly employees at the Edgar Thomson plant over the past three years, potentially encompassing hundreds of workers.  The plant, part of U.S. Steel’s Mon Valley Works, combines raw materials in furnaces to produce liquid iron, which is then refined into steel.

This legal action mirrors a similar case filed in February against U.S. Steel by an employee at another Pittsburgh-area plant, also alleging violations of the Pennsylvania Minimum Wage Act for uncompensated pre- and post-shift work.  The case is Nadalin v. U.S. Steel Corp., case number GD-24-006878, in the Court of Common Pleas of Allegheny County, Pennsylvania.

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

The Trump Trial: Why Was Trump Charged and What Should Happen on Appeal?

June 12, 2024 by MacElree Harvey, Ltd. Leave a Comment

The commentary surrounding the Manhattan DA’s successful prosecution of former President Donald J. Trump under Section 175.10 of New York’s Penal Law often overlooks an important historical fact: To date, New York prosecutors have brought charges under that statute, which prohibits the falsification of business records, nearly 10,000 times. Until now, of course, none of those criminal defendants has been a former President of the United States. But the Manhattan DA’s pursuit of charges under Section 175.10 is otherwise fairly routine.

New York’s Penal Law makes it a misdemeanor offense to create a false entry in any business record with the intent to defraud another person or entity. But when someone undertakes the falsification of business records with the purpose of committing some separate and additional crime, Section 175.10 escalates the gradation from misdemeanor to felony:

A person is guilty of falsifying business records in the first degree when he commits the crime of falsifying business records in the second degree, and when his intent to defraud includes an intent to commit another crime or to aid or conceal the commission thereof.

In other words, mere falsification of business records with an intent to defraud is a misdemeanor under New York’s Penal Law; but falsification of business records in furtherance of a separate crime is a felony.

In Trump’s case, the DA alleged that his falsification of business records was in furtherance of a conspiracy, undertaken with the Trump organization’s in-house lawyer, Michael Cohen, the publisher of the National Enquirer, David Pecker, and others, to skirt federal campaign finance laws. On appeal, Trump will argue that a state legislature cannot rely on a federal crime as a predicate for a state felony. New York’s appellate courts will now have to decide whether this argument holds water. 

As stated above, the relevant passage of Section 175.10 employs the language “another crime.” Criminal statutes are construed narrowly by the judiciary, but the judiciary will apply these statutes based on their plain meaning absent a constitutional hurdle to such an application. Through this lens, of course, “another crime” refers literally to any other crime. And had the legislature intended to narrow the scope of the section’s application, it had the option to include language that reads “another crime under the law of this state,” but instead opted for the broader terminology that appears in Section 175.10 as codified. Trump may find some traction, however, because unlike state civil courts, state criminal courts lack general jurisdiction, and as such are an inappropriate forum to prosecute federal crimes. 

I believe this argument fails, however, because the crime being prosecuted here is not a federal crime, it’s a New York State offense that allows for amplification of the grade of the offense based on the commission of any crime. The Tenth Amendment holds that all powers not delegated to the federal government, nor prohibited to the states, are vested in the states. Thus, unless the U.S. Constitution prohibits the states from passing the legislation that the New York State legislature has passed in this instance to allow for the amplification of the gradation of offenses under Section 175.10, that power remains with the states. And to my mind, there is no basis for concluding that the U.S. Constitution either delegates this power to the federal government or prohibits it to the states. Therefore, New York is likely within its rights as a state in drafting Section 175.10 as it did, and the conviction will probably be upheld. 

Filed Under: Articles by Our Attorneys Tagged With: John Spadaro

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

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