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Articles by Our Attorneys

Escaping Liability for Building an Empire of Misery: OxyContin, Purdue Pharmaceutical, the Sackler Family, and Bankruptcy

January 16, 2024 by MacElree Harvey, Ltd. Leave a Comment

Bankruptcy proceedings are sometimes used to limit corporations’ exposure to civil liability—stopping lawsuits in their tracks, and allowing vast numbers of plaintiffs just pennies on the dollar in their quest to hold corporate wrongdoers to account. This is not a new phenomenon. Indeed, asbestos producers (among others) have for years looked to the nation’s bankruptcy courts as a means of bundling underlying tort suits together, imposing limited recoveries on the corporation’s alleged victims, and allowing the “reorganized” corporation to resume operations free and clear of asbestos claims.

Traditionally, a corporate defendant’s eligibility for bankruptcy protection has been the same basic standard that applies to all persons and entities in bankruptcy: the fact that they owe more than they have, which is to say that their actual and potential liabilities exceed their assets. But are there circumstances where the wealthy and powerful should be afforded bankruptcy protection even when they aren’t bankrupt?

That’s the question posed in a massive bankruptcy case called Harrington v. Purdue Pharma, now pending before the United States Supreme Court.

Harrington is a creature of the opioid crisis. Nearly 30 years ago, Purdue Pharma began promoting its patented painkiller, OxyContin, as more or less non-addictive. But as is now universally recognized, the drug proved to be highly addictive. The result was an unprecedented public health crisis and, ultimately, thousands of lawsuits seeking trillions of dollars against Purdue Pharma and the Sackler family, who owned the lion’s share of the company throughout most of the drug’s history. These lawsuits allege that the Sacklers marketed OxyContin deceptively.

In response to this tidal wave of potential liabilities, Purdue Pharma filed for bankruptcy in 2019. Significantly, the Sacklers themselves have never filed for bankruptcy, and it is believed that the family retains billions in personal wealth—much of it derived from the sale of OxyContin. In response to Purdue Pharma’s filing, a bankruptcy court in New York put lawsuits against both the company and the Sackler family on hold.

In September 2021, the bankruptcy court confirmed a plan to reorganize Purdue Pharma as a nonprofit devoted to addressing the opioid crisis. Members of the Sackler family, who had taken pre-tax distributions of $11 billion from Purdue Pharma in the years leading up to the bankruptcy filing, agreed to contribute up to $6 billion to the bankruptcy plan. Under the plan’s terms, those funds would go to individual plaintiffs in the underlying tort suits, as well as to state and city governments and other entities. In exchange for the funds, the Sacklers would be shielded from future civil liability for opioid-related claims.

A federal district court struck down the bankruptcy court’s ruling, but a federal appeals court reinstated it. Now the Supreme Court will have the final word on whether non-bankrupt persons and entities, like the Sacklers here, can secure bankruptcy protection in so-called “mass tort” cases like Harrington.

Purdue Pharma argues that the plan is in the public interest because, through the bankruptcy system’s unique power to centralize relief, the bankruptcy courts can marshal “life-saving” funds on an urgent basis. Instead of waiting for tort cases to wind their way through state courts, yielding uncertain and potentially inconsistent results, the proposed bankruptcy plan can get money to victims quickly. Opponents of the plan point out that the Sacklers would not have agreed to a $6 billion contribution had they not feared that the traditional tort system would ultimately require them to pay more; and if that is the case, shouldn’t victims have an opportunity to prove that they are indeed owed more? And doesn’t due process entitle victims to their day in court? Those who defend the Sacklers’ plan to contribute $6 billion dollars must necessarily adopt the position that the Sacklers are acting in the interest of the public, and have chosen to contribute such a sum out of a desire to further public health, or some other noble cause in place of their desire to spend a smaller sum than they might owe. It strains belief to suggest that the family who so profitably oversaw the public health catastrophe known as the opioid crisis has undergone a change of heart. And regardless, the legal objection to this plan remains: why should the Sacklers be allowed to use bankruptcy to protect additional assets when they are not bankrupt? This is a question that proponents of the Sacklers’ proposed plan will likely struggle to answer directly, as the plan flies in the face of the core principles of bankruptcy law.

The plan’s opponents also argue that allowing a bankruptcy court to put a permanent end to thousands of lawsuits in scores of state and federal courts places too much power in the hands of a single judge. Allowing such a culling of potential suits may be appealing to state and federal judges who can count on less populous dockets, but it is likely less appealing to those whose lives have been touched by the opioid crisis and are rightfully seeking compensation for their losses in court. Finally, the plan’s opponents say that by neatly packaging the matter in a bankruptcy plan, the bankruptcy court allows wrongdoers to bypass the mechanisms that are used in tort cases to discover the truth; and this means that the information typically developed in such cases—information that might be used to implement necessary reforms, and thereby protect the public in the future—will be lost.

The case was argued before the Supreme Court in December 2023, and a decision is expected in the months ahead.

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

Employment Law Update December 2023

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

In December 2023, the Delaware Chancery Court tees up a potentially major shift in non-compete disputes, Disney, Miramax and others try to distance themselves from Harvey Weinstein, and the 10th Circuit sets limits to “reasonable” under ADA accommodation law.  See what happened at the close of the year below.

Delaware Chancery Court Urges Swift Appeal in Noncompete Dispute, Asserting “Unsustainable” Trend of Using Delaware Courts for Legal Disputes

The Delaware Chancery Court has recommended a midcase appeal to the state’s highest court in the dispute between Sunder Energy LLC and former executive Tyler Jackson. The court cites the need for guidance on “substantial” legal questions and expresses concern about the “problematic and unsustainable” trend of companies using Delaware’s legal system to bypass other states’ laws in noncompete disputes. Vice Chancellor J. Travis Laster ruled in favor of allowing Sunder to appeal the denial of a preliminary injunction to the Delaware Supreme Court, emphasizing the “substantial issue of material importance” involved. The dispute revolves around noncompete covenants in Delaware LLC agreements and highlights the growing reluctance of the Chancery Court to modify such clauses. The case raises questions about whether the nearly 2 million businesses chartered in Delaware can rely on the state’s courts to enforce restrictive provisions. The court acknowledges the conflict between Delaware’s interests and the individual interests of clients and their lawyers in using Delaware’s legal regime for resolving disputes.

The case is Sunder Energy LLC v. Tyler Jackson et al., case number 2023-0988, in the Court of Chancery of the State of Delaware.

Disney and others Move to Dismiss Negligent Supervision Case relating to Harvey Weinstein Assault

In a legal battle related to Harvey Weinstein’s alleged sexual assault on actress Julia Ormond in 1995, The Walt Disney Co., Creative Artists Agency (CAA), and Miramax are jointly seeking dismissal of the lawsuit. Weinstein, the former co-chairman of Miramax, is serving a prison sentence for sexual assault convictions. Ormond claims that Disney, CAA, and Miramax did not protect her from Weinstein’s abuse.

The defendants argue that they are not responsible for the alleged assault, with Disney asserting that Ormond failed to demonstrate that Weinstein was a Disney employee or that the company had direct control over him. Disney contends that Miramax and Disney were separate entities, emphasizing the critical distinction between them.

Ormond, a well-known actress in the 1990s, asserts that she signed a production deal with Miramax without being warned about Weinstein’s predatory behavior. She alleges that her agents and CAA were aware of previous settlements but did not inform her. The lawsuit, filed under New York’s Adult Survivors Act, includes claims of battery against Weinstein, negligent supervision and retention against Miramax and Disney, and negligence and breach of fiduciary duty against CAA.

Disney argues that it cannot be held liable for Weinstein’s actions as he was not its employee, and it was unaware of his past misconduct. Miramax and CAA also challenge the sufficiency of the allegations against them, denying negligence and arguing that they had no knowledge of Weinstein’s history before the assault. The legal battle underscores the complex issues surrounding corporate responsibility and accountability in cases of sexual misconduct.

The suit is Julia Ormond v. Harvey Weinstein et al., case number 952107/2023, in the Supreme Court of the State of New York, County of New York.

Request for “Open-ended” leave Too Unreasonable for ADA Protection

In a recent decision, the Tenth Circuit upheld the dismissal of a former casino worker’s Americans with Disabilities Act (ADA) lawsuit, stating her accommodation request for managing asthma attacks was “unreasonable.” Danielle Davis, a table-games dealer, sought accommodations allowing her to miss work during asthma flare-ups and to erase attendance points accumulated due to previous health-related absences. The court rejected her claim, deeming the request for “open-ended” leave incompatible with the essential job function of regular attendance. Davis argued against the importance of attendance in her role, but the court cited the casino’s vice president of human resources, emphasizing its critical role in the core gambling service. The decision highlights the need for employees to demonstrate that attendance expectations are non-essential by proving inconsistent enforcement or lack of business necessity, which Davis failed to do. Additionally, the court rejected Davis’s plea to erase attendance points, stating that ADA does not mandate disciplinary record resets predating accommodation requests. The panel also declined to revive her disability bias claim, emphasizing her termination’s alignment with company policies rather than prejudice.

The case is Davis v. PHK Staffing, case number 22-3246, in the U.S. Court of Appeals for the Tenth Circuit.

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

Love Story: Will Travis Give Taylor A Ring For Christmas?

December 6, 2023 by MacElree Harvey, Ltd. Leave a Comment

Taylor Swift and Travis Kelce have taken the NFL and the world by storm this fall.  Their romance is the highest profile one since Princess Di and then Prince Charles.  Right now, theirs looks like a great Love Story.

However, high profile and high asset romances come with many less romantic complications.  What happens if their romance turns to Bad Blood, and Taylor has to tell Travis, “We are never, ever, ever getting back together?” There’s a number of questions these two New Romantics should be asking each other now even in through Lavender Haze:

  • Whose house or houses are we living in?
  • Will we have children?
  • When and where will we get married to accommodate a concert schedule or an NFL season?
  • What happens when the bloom on the rose fades and the relationship does not last?
  • Who gets to keep the one-of-a-kind engagement ring?

Whether Taylor and Travis tie the knot or simply continue with their whirlwind romance, these are just some of the many legal complications that they will need to navigate.  While your relationship may not dominate the tabloids, many of these questions are based on the same concerns many couples face when they write their Story of Us.

A cohabitation agreement can address many of these issues prior to marriage, like where you are going to reside and under what terms is a common issue dealt with. In addition, the sharing of expenses and commingling of funds can also be addressed by these agreements.

If Taylor and Travis do tie the knot in what would be the wedding of the century, you can guarantee there would be a lengthy premarital agreement. A Premarital Agreement, popularly referred to as a “pre-nup”, can address such issues as individual property, joint property, support obligations, and other matters. 

The one issue that neither a cohabitation Agreement or premarital Agreement could address would be child support or child custody. As is often seen in the headlines, celebrity child custody and support issues are often played out in court with high stakes drama. Regardless of whether you are Taylor and Travis or simply Lois and Peter, once you have a child with another person, either biologically or via adoption, there are life long legal obligations and rights that need to be addressed.

We all hope for the storybook ending for Taylor and Travis. However, it is good to be prepared for the realization that You Know They Were Trouble and be ready to Shake it Off and move on.

Filed Under: Articles by Our Attorneys Tagged With: Lance J. Nelson

4 Things to Know for Employment Severance Agreements

December 4, 2023 by MacElree Harvey, Ltd. Leave a Comment

Employee severance agreements are becoming increasingly common in the modern workplace. With the ever-changing business landscape, companies often find themselves having to restructure, downsize, or lay off employees.  Employers often find themselves in situations where they have to navigate separating from problematic employees.  Conversely, employees sometimes find themselves victims of problematic and potentially unlawful employment practices and have to part ways with their employer.  In such situations, severance agreements can help protect the interests of both the employer and the employee.

Drafting an effective severance agreement requires a thorough understanding of the relevant laws and legal issues. Unfortunately, I have seen numerous instances where employers have failed to properly draft these agreements, leaving them vulnerable to legal challenges; or, employees have signed questionable severance agreements that lack the proper benefits or legal protections.  In this article, I will provide 4 things to know when facing an employee severance situation.

  1. Consideration: The agreement must provide adequate consideration to the employee. This typically takes the form of a lump sum payment or salary continuation for a specified period, but can also include other forms of compensation such as continued health insurance coverage, outplacement services or other benefits.  If the agreement only provides benefits to which the employee is already entitled, it lacks consideration and will not be enforceable.
  2. Non-compete, non-solicitation, and non-disclosure clauses: Non-compete, non-solicitation, and non-disclosure clauses can be included in severance agreements to protect the company’s clients, trade secrets, and proprietary information. However, such clauses must be carefully crafted to ensure that they are reasonable in terms of scope and duration.  In addition, non-disclosure clauses must comply with state and federal laws, including the National Labor Relations Act, which protects employees’ rights to engage in protected concerted activity.
  3. Waivers of rights and releases of claims: The agreement typically also includes a release of claims against the company along with waivers of the employee’s rights to bring legal action against the company. This means that the employee is giving up his or her right to sue the company for any claims arising out of their employment.  However, there are limits to what can be released, and certain claims such as workers’ compensation or unemployment benefits cannot be waived.  Waivers must be drafted in a clear and specific manner, and must comply with state and federal laws.
  4. Proper execution: The agreement must provide the employee with adequate time to review and execute the agreement.  For certain severance agreements, allowing up to 21 or even 45 days is required.  In addition, certain severance agreements must allow the employee a 7-day window to revoke the agreement after he or she signs it.

Drafting an effective employee severance agreement requires a thorough understanding of the relevant facts and legal issues. The agreement should be tailored to the specific needs of the company and the employee, and should be drafted in compliance with state and federal laws.  The best way to ensure these goals are accomplished is to consult with a qualified attorney.

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

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

November 29, 2023 by MacElree Harvey, Ltd. 3 Comments

What it is: Welcome to Subject to Review, your monthly dose of all things criminal defense! Subject to Review brings you real case updates, trending news, and answers questions you submit about the criminal justice system.

How it started: Subject to Review is the spinoff of Subject to Cross, the criminal defense podcast hosted by criminal defense attorneys and my fellow colleagues, Caroline G. Donato and Peter E. Kratsa.

So who am I? I’m Mary E. Lawrence, the newest attorney and addition to MacElree Harvey’s Criminal Defense Practice Group. You might have heard me as a guest on Subject to Cross Episodes 25, 27, and 28 or seen me in action in the courtroom. Either way, I am here to round out the content produced by our practice group and give an option to scroll through if listening to the podcast is not doable (like while waiting in court!)

Why a monthly update: Criminal law is constantly evolving. Staying on top of news, case updates, and information can be time consuming. Subject to Review will keep you informed, answer your questions, and explain complicated issues in uncomplicated terms efficiently. Stay tuned for more and see below for the next edition.

October & November 2023 Edition

Did You Know? Did you know that any conviction for a crime graded as a misdemeanor of the first degree (“M1”) in Pennsylvania results in a federal lifetime ban on possessing firearms? This collateral consequence to a criminal conviction may see its end soon.

Currently, federal law prohibits any person convicted of a crime punishable by imprisonment for a term exceeding one year, and provides an exclusion for state misdemeanors punishable by a term of imprisonment of two years or less.

So, what does that actually mean? Any person with a conviction, for any crime, that carries a potential maximum penalty of more than two years’ imprisonment is subject to a federal ban on possessing firearms. Convictions for crimes graded an M1 are subject to a maximum of 5 years imprisonment, which means that any M1 earns this federal lifetime ban on firearms. Crimes subject to this penalty include:

  • 2nd Offense DUI at a BAC of 0.16%+
  • Possession of an instrument of crime
  • Stalking
  • Library Theft of items worth $150 or more
  • Terroristic Threats
  • Forgery
  • Endangering the welfare of children
  • Firearms not to be carried without a license

This may soon change. In 2022, the United States Supreme Court 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. This decision has made waves in courts across the country, and criminal defense attorneys are now brushing up on 18th Century law to best serve their clients.

Case Law Update: The Pennsylvania Superior Court decided 11 criminal appeals in September and 18 criminal appeals in October. Here is what I think is most important to know:

  • DNA obtained as a result of an order for paternity testing in a family court case can be used as evidence in a subsequent criminal action.
  • A conviction for indirect criminal contempt, a criminal conviction for violating a Protection from Abuse Order, is graded as a Misdemeanor of the 3rd degree.
  • Requesting the Commonwealth to clarify how poison was “introduced” into a person’s body is a reasonable request from the accused in order to be fully apprised of the charges and to adequately prepare a defense.
  • The act of driving through Pennsylvania to commit a robbery in New York is not an overt act in furtherance of a conspiracy.
  • Repeated messages sent by a veterinarian to a dog owner regarding the vet’s opinion about the dog’s lack of care was harassment and not constitutionally protected by the First Amendment.

National News: Ohio passed new legislation legalizing adult recreational use of cannabis. This new law takes effect December 7, 2023. As the 24th state in the United States to legalize recreational use of marijuana, Pennsylvania is now surrounded on all borders by states that have legalized recreational cannabis.

What We’re Listening To: Caroline and Pete are back at it! Three new episodes of the podcast Subject to Cross were released in October and November:  

  • Episode 34: Pete in the Hot Seat is a fun episode where Caroline takes a turn asking Pete Kratsa questions about himself.
  • Episode 35: “But Officer, I Have A Medical Marijuana Card” dives in to some of the nuances related to the per se DUI statutes I covered in the August 2023 Edition
  • In Episode 36: Harbingers from the Supreme Court, Pete and Caroline discuss opinions from the Supreme Court that may impact constitutional protections the public now enjoys. And, Pete gets to use one of his favorite words. Can you guess what word that is?
    • This Episode covers the Slate article: “The Supreme Court’s Right Flank Is Laying the Groundwork to Dismantle Defendant Rights”

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

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

I Am Officially Divorced! What Do You Mean There Are Still Things I  Need To Do?

November 10, 2023 by MacElree Harvey, Ltd. Leave a Comment

When you finally receive your Divorce Decree, it is only natural that you breathe  a huge sigh of relief and finality. The path from separation to final divorce is often  emotionally taxing, lengthy, and time consuming. After what seems like endless  discovery and tough negotiations, your initial reaction upon receipt of your Decree is relief and an opportunity for a much-needed break. However, life continues to move on,  and there are some critical steps you should take as soon as possible to make sure  your affairs are together and in order. In this article, we will try to provide a simple checklist to help you work through the much-needed post-divorce steps. 

Step 1, Employment: Meet with your HR Director to complete new beneficiary forms for  all your work-related benefits. These include your 401(k), life insurance, and disability.  

Step 2, Property Settlement Agreement: Carefully read your Property Settlement  Agreement. You need to make sure you understand your obligations and complete  them in a timely manner. Do you need to refinance, transfer retirement accounts, redo  beneficiary forms? Are you expecting payments in a certain time frame from your  former spouse?  

Step 3, Estate Planning: Meet with a good estate planning attorney in order to update  your Wills and Powers of Attorney. Most people will think of updating their Wills once  divorced. It is actually more important to update your Powers of Attorney both your  Durable Power of Attorney as well as your Medical Power of Attorney.  

Step 4, Bank Accounts: You need to make sure that you have updated all of the  information with your financial institutions. Often times, a bank account does have a  death beneficiary.  

Step 5, Investment Accounts: Similarly, you need to make sure all of your information  with any third-party investment advisors is updated and all of the beneficiary  designations are also updated.  

Step 6, Life Insurance: Any private life insurance you have outside of your employment  needs to be updated as well. Please made sure that all of your beneficiary designations  are as you wish them to be post-divorce.  

Step 7, Disability Insurance: Many kinds of private disability insurance have death  benefits attached to them. You need to make sure your beneficiary is as you wish it to be. 

Step 8, Car Titles: Often times, people do not think about how they purchased their car  many years ago. If your car is titled jointly, you will need to redo the title to the car so it  does not become an issue down the road.  

This may seem like a daunting list, especially after going through the long divorce  process. However, if you take your time and go through the list item by item, you will  save your loved ones a lot of anxiety down the road and eliminate any surprises or  unintended consequences. At MacElree Harvey, we help our clients navigate through  this list and have excellent estate planning attorneys that can help with those issues as  well. Please do not hesitate to reach out to us with any questions. 

Filed Under: Articles by Our Attorneys Tagged With: Lance J. Nelson

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