Sunday, November 22, 2015

Civil Protection Orders: Online Threats





OAJ Family Law Section Article July 2015 ONLINE THREATS AND CIVIL PROTECTION ORDERS


The potential reach of the U.S. Supreme Court’s recent ruling in Elonis v. United States 

By: Chelsea Berger: Farlow & Associates LLC


A prospective client comes in to your office with several screenshots of their soon to be ex- spouse’s social media posts, containing messages they find personally threatening. What can be done? When do online statements cross the line to possible real-life danger? On June 1, 2015, the United States Supreme Court rendered an opinion that may be extremely relevant to the family law practitioner in these situations.
In Elonis v. United States, the Court considered online threats made on sites such as Facebook and Twitter. 135 S. Ct. 2001 (2015). When Elonis’ wife of almost seven years left him, taking with her the couple’s two children, Elonis began posting at length on Facebook in the form of “rap” lyrics which used “graphically violent language and imagery.” Id. at 2004-2005. Elonis claimed his lyrics were artistic expression, therapeutic and “fictitious,” with no intentional “resemblance to real persons.” Id. at 2005. However, Elonis’ posts included “crude, degrading, and violent material about his soon-to-be ex-wife” and others. Id. After viewing the posts, his wife felt “extremely afraid for [her] life,” and applied for and received “a three-year protection-from-abuse orderagainst Elonis. Id. at 2006.
A grand jury indicted Elonis for making threats against his wife and others in violation of 18 U. S. C. §875(c). Id. at 2007. That section states that an individual who “transmits in interstate or foreign commerce any communication containing any threat to kidnap any person or any threat to injure the person of another” is guilty of a felony and faces up to five years’ imprisonment. Id. at 2008. At trial, Elonis testified that “his posts emulated the rap lyrics of the well-known performer Eminem, some of which involve fantasies about killing his ex-wife.” Id. at 2007. He claimed that he had posted “nothing . . . that hasn’t been said already.” Id.
Elonis argued unsuccessfully to the District Court, and later to the Third Circuit that the jury should have been required to find that he intended his posts to be threats. Id. Both courts disagreed, upholding his conviction and sentence, with the Third Circuit holding “that the intent required by Section 875(c) is only the intent to communicate words that the defendant understands, and that a reasonable person would view as a threat.” Id. (citing
United States v. Elonis, 730 F.3d 321, 332 (3d Cir. 2013)).
In its majority opinion, the Supreme Court limited its review, refusing to touch on First Amendment issues. Id. at 2004. It found that Section 875(c) did not specify any required mental state, but that “wrongdoing must be conscious to be criminal.As a result, it is necessary to “read into the statute the mens rea which is necessary to separate wrongful conduct from otherwise innocent conduct.” Id. at 2009-10 (internal citations omitted). The Court, thus, reversed and remanded, holding that “Section 875(c)’s mental state requirement is satisfied if the defendant transmits a communication for the purpose of issuing a threat or with knowledge that the communication will be viewed as a threat.” Id. at 2004.
page1image27176 page1image27336 page1image27496
could convict him, and it did, if it found that what he wrote in his postings would be understood by
At Elonis’ trial, the jury was told that it
page1image29632 page1image29792
“a reasonable person” as a threat to his wife. Id.

Although Elonis involved the violation of a federal criminal statute, it questions what it takes to consider an online posting a threat; therefore, courts may use it for guidance when reviewing whether or not a protection order is warranted in domestic violence situations. As noted in the Brief of the Domestic Violence Legal Empowerment and Appeals Project and Professor Margaret Drew as Amici Curiae in support of the Respondent in Elonis, “threats are integral to most domestic violence cases, and are typically at the top of the list of behaviors that protection orders enjoin.” Elonis v. United States of America, 2014 WL 5035111 (U.S.), 26 (2014)(citing Lori A. Zoellner et al., Factors Associated With Completion of the Restraining Order Process in Female Victims of Partner Violence, 15 J. INTERPERSONAL VIOLENCE 1081, 10851088 (2000)). Ohio’s domestic violence statute specifically highlights that threats warrant the need for protection. Ohio Revised Code Section 3113.31. It states that “immediate and present danger of domestic violence to the family or household” is good cause for a court to issue protective temporary orders after an ex parte hearing, and further defines “immediate and present danger” as follows:
O.R.C. § 3113.31(D)(1)(emphasis added).
Furthermore, since “most protection order proceedings involve conduct which is independently criminal, judges in these proceedings are inevitably influenced by and cognizant of the criminal implications of the civil proceedings.” Domestic Violence Amici Curiae Brief, supra at 27. It is not uncommon for judges to reference the criminal law in adjudicating civil protection orders as the imposition of a protection order subjects the individual upon which it is served to possible criminal ramifications if violated. Id.
It is certainly worthwhile to be aware of the Supreme Court’s analysis in Elonis, and to use it when advising a client or when preparing for a protection order hearing. At the very least, providing subjective factors, such as that the individual made the post with the purpose of issuing a threat, or with the knowledge that it would be viewed as a threat, will add extra credence to your argument. And unfortunately, in this digital age, where a message is susceptible to misinterpretation and can easily reach a wide audience, the subjective test used in Elonis may eventually become the new norm. 

Federal Employees: Administrative Remedy Requirements



GREAT ARTICLE! FEDERAL EMPLOYEES BE AWARE OF THE CHALLENGES YOU FACE 




OAJ Employment Law Section Article July 2014
An Overview of the Federal Sector Administrative Remedy in Employment Discrimination
Claims
By Alissa Sammarco Magenheim, Esq.


The area of Federal Sector Employment Law and the Administrative Remedy that
precedes litigation is a niche practice in which I find myself engaged. In preparing to draft my
introductory article to the Ohio Association of Justice as the new Chair of the Employment Law
Committee, I felt that this little known area needed attention.
First, Federal Sector employees include many people we see every day, for example, our
Letter Carrier, the Federal Court Staff, the Veteran’s Admiration doctors, nurses, and
administrators. It is during the administrative process where employees are often left without
representation, and give up or lose without a hearing. It is key to develop the record during the
administrative process and that the claims be made to include a variety of related matters.
Title 29 of the CFR, Part 1614, governs the administrative process and has its own set of
time restraints. Part 1614 is intended to implement the Government’s policy to provide equal
opportunity in employment for all persons, to prohibit discrimination based on race, color,
religion, sex, national origin, age, disability or genetic information, and to prevent retaliation for
opposing any practice made unlawful by Title VII, the ADEA, the Equal Pay Act or GINA, or
for participating in the administrative process. 29 CFR 1614.101. This part applies to employees
of Military departments as defined in 5 USC 102, Executive agencies as defined in 5 USC 105
which include Employees of the Justice Department, The United States Postal Service, Postal
Rate Commission and Tennessee Valley Authority, All units of the judicial branch of the Federal
government having positions in the competitive service, except for complaints under the
Rehabilitation Act, The National Oceanic and Atmospheric Administration Commissioned
Corps, The Government Printing Office except for complaints under the Rehabilitation Act; and,
The Smithsonian Institution. 29 CFR 1614.103(b)(1).
However, Part 1614 does not apply to Uniformed members of the military departments
referred to in paragraph (b)(1) of 1614.103, Employees of the General Accounting Office,
Employees of the Library of Congress, Aliens employed in positions, or who apply for positions,
located outside the limits of the United States; or Equal Pay Act complaints of employees whose
services are performed within a foreign country or certain United States territories as provided in
29 USC 213(f) .
The short time limitations are rolling and strictly complied with as jurisdictional. The
employee must make a pre-complaint claim of discrimination within 45 days of each discrete act
of discrimination. 29 CFR 1614.105 (a). If it is a “continuing action” or “harassment” claim, the
employee must be careful to allege it as such. In order to succeed on such a claim, the employee
must demonstrate that similar actions were frequent and regular, and involved the same
managers. (See the three factors of consideration stated in National R.R Passenger Corp. v.
Morgan, 563 US 101, 117.) Although under Morgan, 536 US 101, 122 S.Ct. 2061 (2002), each
of the discrete acts of discrimination must be administratively exhausted, the continuing
violation doctrine remains alive upon consideration of those three factors. Semsroth v. City of
Wichita, 304 Fed.Appx. 707, 722 (10th Cir. 2008).
Under 29 CFR 1614.106 (d), if the new allegations are like or related to claims raised in
counseling, the pending complaint can be amended and no additional counseling is required. A
new allegation is like or related to the initial complaint if it adds to or clarifies it, or could
reasonably be expected to grow out of the initial complaint. See Scher v. Postmaster General,
05940702 (1995). If the new issues are not like or related to the matters that were raised in
counseling, the complaints should be consolidated for processing under 29 CFR 1614.606. There
is little practical difference between amending a complaint to include additional claims and
consolidating complaints. See Porter v. Secretary of Defense, 02965323 (1997); Lee-Buhl v.
Secretary of Defense, 01966748 (1997).
The pre-complaint process may include Redress or Mediation at the employee’s option.
If no resolution results, than the Agency must notify the employee of their rights, the time
restraints and issue a Notice of Right to File Formal Complaint. The Formal Complaint must be
mailed within 15 days of the employee’s receipt. 29 CFR 1614.106(b).
If new claims are alleged in the Formal Complaint, and are not like or related to the
claims made at the counseling stage, those allegations may be dismissed and not accepted for
investigation. Subsequently, they may be denied for adjudication, either by the ALJ or by Judge
for failure to exhaust the administrative remedy.
At this point, the agency is required to conduct an impartial and appropriate investigation
of the complaint. Once the investigation is completed (between 180 and 360 days), the
employee has 30 days to request a Hearing before an ALJ with the EEOC. In the alternative, the
employee can request or wait for an Agency Decision on the record and then has 90 days from
the date of the Decision to file a civil lawsuit.
Research your case carefully. Justice Department Employees may not have a right to file
a Bliven’s Action. See Blade v. US Bankruptcy Court 1009 F.Supp.2d 872 (SD Ohio 2000)
(Judicial employees do not have a Bliven’s Action).
Whether you choose to litigate before the EEOC or the Federal Court depends on your
client and your case. If you choose the EEOC, the ALJ will issue a Scheduling Order with right
to limited discovery. This is shorter and less costly, but does not provide for a jury trial.
Development of the record is key at the administrative level as the record follows the case into
Court if you file a civil lawsuit.
The main point I want to make is that development of evidence is key and will make or

break the case. This starts in the administrative process

Sunday, August 2, 2015

FAIR LABOR STANDARDS ACT - OVERTIME PAY

OVERTIME PAY REQUIRMENTS

FAIR LABOR STANDARDS ACT       


                                            



DOES MY EMPLOYER OWE ME OVERTIME PAY IF I WORK MORE THAN 40 HOURS PER WEEK?

YES

Except for limited situations in which employers are exempt from paying overtime, if an employer requires or permits you to work overtime in a 7 day consecutive work week, they must pay you a premium under current Federal Law. 

   

IS MY EMPLOYER EXEMPT FROM PAYING ME OVERTIME?

MAYBE

Certain employees considered executive, administrative, professional, working in outside sales and certain employees working in the computer industry are exempted from coverage under the Federal Law. 




CAN MY EMPLOYER FIRE ME FOR FILING A COMPLAINT TO RECIEVE OVERTIME PAY?

NO

Federal Law prohibits employers from taking action against employees who file complaints or take actions to recover overtime pay. 



CLICK BELOW TO READ MORE ABOUT THE FLSA



Thursday, July 9, 2015

Intervention in Lieu of Conviction (IILC)

https://www.ohiobar.org/ForPublic/Resources/LawYouCanUse/Pages/Ohio-Law-Allows-Conviction-Alternative-for-Eligible-Offenders.aspx


Ohio State Bar Association

Ohio Judges, Attorneys Discuss Next Steps for Marriage Equality

Ohio judges have their work cut out for them moving forward in the wake of the U.S. Supreme Court's historic ruling that legalized same-sex marriage across the country. After last months 5-4 decision, the court struck down same-sex marriage bans in Ohio and other states. The decision came in response to five court cases, including two Ohio cases: Obergefell v. Hodges and Henry v. Hodges. The split decision still leaves plenty of unanswered questions to be hammered out by Ohio courts and lawmakers

 For example, who is to be considered the biological parent in the case of the artificial insemination of a same-sex spouse, the judges pondered - the same-sex spouse who was not inseminated or the potentially anonymous biological father who donated? And at which date is a same-sex marriage conducted in another state considered to have begun - is it the official wedding date in that other state, the date of the court ruling, or the date of the couple's commitment ceremony if there was one?

"We're left, as judges, in a bit of a vacuum," said Delaware County Probate/Juvenile Court Judge David Hejmanowski. "We have statutes we know have been declared unconstitutional.... Until the legislature takes that action, the judiciary is in a bit of a quandary over how to move forward."

Judge Long said the group has already discussed how to best rectify a judge or court worker's personal religious beliefs with the new ruling. In a county with only one judge, the pair said, a judge's personal objection to same-sex marriage could be problematic. "There were a couple different thoughts," Judge Long said. "One is we're an elected official ... therefore we as elected officials must (officiate that wedding). Those that are working for us are also duty-bound as well." He said the best practice the group has recommended is for a judge to consider any employee's religious objection and relocate that worker to another job if necessary. Failure to do so could not only invite a lawsuit from prospective spouses, but from court employees who feel they're being forced to violate their religious beliefs by officiating the wedding. When asked whether non-profit, tax-exempt entities would be permitted to refuse performing same-sex weddings, Ms. Branch said they likely would. She cited Justice Elena Kagan's oral argument question in which the justice gave the example of a rabbi refusing to perform an interfaith marriage between a Jewish person and a Christian. "They are allowed to do that," Ms. Branch said. "There's no law in Ohio that says the officiant, that rabbi, must perform that marriage. So I think the analysis would apply here and I don't think that's going to be a real problem in Ohio." She added that same-sex couples would likely be hesitant to do business with a business or officiant once they knew the person's adverse thoughts toward same-sex marriages. 

"http://www.courtnewsohio.gov/happening/2015/marriageEquality_070715.asp#.VZ6E6_lViko

Friday, July 3, 2015

OSBA | Living Wills and Health Care Powers of Attorney

We often get questions regarding Living Wills. Here is some information regarding setting up living wills and the purpose of health care powers of attorney.


OSBA | Living Wills and Health Care Powers of Attorney



OSBA | Child Support

Some great information on Child Support and Calculating Amounts from the Ohio State Bar Association.

OSBA | Child Support