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Jon Rose Presenting at 138th VBA Meeting

SRH Law attorney Jon Rose will present on health care/employment issues at the 138th Vermont Bar Association Annual Meeting on Friday October 14th.

Jon Rose will present at 4:30pm, with Heather Wright, on “Health Law — Legal Issues in Physician Employment.” The presentation will focus on legal issues implicated in the employment of physicians, including the use of restrictive covenants, compliance with employment classification obligations, health-care specific considerations like the Stark law and Anti-Kickback statute, antitrust considerations, and changing regulations from the Department of Labor.

The meeting will be hosted at the Lake Morey Resort in Fairlee, Vermont. Details can be found in the VBA Annual Meeting online brochure. Registration can be completed here.

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Vermont’s GMO Labeling Law Likely Preempted by New Federal Law

On July 1, 2016, Vermont’s first-in-the-nation GMO labeling law (Act 120) took effect, requiring food manufacturers and retailers to disclose ingredients “produced with genetic engineering.”  As our previous posts on this issue reflect, many food producers and sellers were working diligently over the past years (the law was passed in the fall of 2014) to prepare for the July 1 effective date, analyzing the law’s requirements, assessing and helping to improve the Vermont Attorney General’s regulations, and adjusting labeling practices for compliance.  In fact, after the March 2016 defeat of a voluntary labeling standard in Congress and the initial defeat of a legal challenge to Vermont’s law, several large food manufacturers announced their intent to comply with Act 120’s requirements on a nationwide scale, making it appear that the Vermont’s labeling requirements might become the template for a national standard.

On July 14, though, just two weeks into Vermont’s experiment with GMO labeling and after a flurry of intense lobbying by industry groups and labeling advocates, Congress passed a federal law (S.764) that aims to replace Act 120 with an as yet to be fully worked out federal standard.  President Obama is expected to sign the law, which takes the form of an amendment to the Agricultural Marketing Act of 1946 and reflects a compromise between senators supporting the food industry’s position and pro-labeling interests.  It replaces Act 120’s express labeling requirement with a more flexible approach that would allow food manufacturers the option to print a toll-free phone number or, potentially, a “QR code” on product packaging to allow consumers to determine whether the product contains genetically engineered materials.

Importantly for Vermont food sellers and consumers, the law contains a provision prohibiting states from “directly or indirectly establish[ing]” any “requirement relating to the labeling of whether a food . . . or seed is genetically engineered . . . or was developed or produced with genetic engineering.”  That provision – known as a “preemption clause” – prohibits the states from regulating the labeling of genetically engineered foods or ingredients.  Thus, although Act 120 remains on the books unless and until the Vermont legislature acts to remove or alter it, any attempt to enforce it, either by the Vermont Attorney General or a private citizen under the law’s private suit provision, likely would result in a legal claim that Act 120 is invalid as a matter of federal law.

S.764 leaves it up to the U.S. Department of Agriculture to issue a set of regulations – due within the next two years – spelling out the labeling requirements in more detail.  Therefore, it is difficult to predict what the law’s specific requirements will look like at this time.  It is very likely, though, that the federal law’s requirements will differ from Act 120’s in significant ways.  Food manufacturers and producers who already have begun the process of compliance with the Vermont law will have to decide whether to scrap those efforts or continue to label consistent with Act 120 and make appropriate adjustments as the USDA’s guidance takes shape.

Attorneys in SRH Law’ food and green marketing practices will continue to monitor GMO labeling developments and the USDA’s anticipated regulatory action.

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Jon Rose provides expert commentary on Vt. GMO labeling law for national legal publication Law360; quoted in Barre-Montpelier Times-Argus

On May 31, the national legal news service Law360 published Jon Rose’s expert commentary on Act 120, Vermont’s GMO-labeling law. Law360 publishes breaking news and in-depth expert analysis on legal developments in a wide range of practice areas.

In his commentary, titled “What Businesses Need To Know About The New Vt. GMO Law”  (subscription required), Rose discusses the latest developments in the law’s implementation and outlines some basic steps businesses should be taking to prepare for the law’s July 1, 2016 effective date.

Rose was also quoted in the Barre-Montpelier Times-Argus  on June 1 in an article about businesses preparing for the law to take effect.

Both Brian Dunkiel and Jon Rose are available to assist businesses seeking help complying with Act 120.

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Employer Alert: New DOL Rule Greatly Expands Overtime Eligibility

On May 18, the federal Department of Labor issued a new overtime rule that, when it takes effect, will automatically extend overtime eligibility to four million employees who are currently paid on a salary basis.

The rule, which was initiated by Presidential Memorandum in 2014, raises the salary at which employees must be compensated to be eligible for a “white collar exemption” under the Fair Labor Standards Act.  In most cases, in order to classify an employee as “exempt” from the FLSA’s overtime requirements, an employer must pay that employee at least $455 per week (or about $23,660 per year).

Under the new rule, which goes into effect on December 1, 2016, that minimum threshold more than doubles, so that salaried employees will have to earn at least $913 per week ($47,476 per year) to be considered exempt from the FLSA’s overtime requirements.  Employees who make less than that will be entitled to time and a half overtime pay.

We expect the new rule may cause some significant concerns for employers and employees, including not only concerns about increased payroll costs, but also questions of benefit plan eligibility, scheduling flexibility, and position responsibility.  To complicate matters further, some opponents of the rule are also considering various legislative efforts to block its implementation.

For questions about the status and the requirements of the new rule, or for assistance working through some of the issues the new rule is likely raise, please contact one of the attorneys in SRH Law’ health and employment law practices.

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Vermont’s GMO Labeling Law: The Basics

As we discussed in a recent post, Vermont’s first-in-the-nation GMO labeling law goes into effect July 1, 2016. As you probably know by now, Act 120 (as the law is commonly known) generally requires food manufacturers and retailers to label foods produced in whole or in part with “genetic engineering,” and prohibits such foods from being described as “natural.”  Last April, the Vermont Attorney General issued a set of regulations implementing the law, and more recently, issued comments on those regulations further clarifying the law’s requirements.  The new regulatory scheme is starting to take shape, but food manufacturers and retailers are likely to face a host of complicated issues in determining what the law requires of them.  Here, we answer a few basic questions and note some potential complications that those subject to the law might experience:

What is “genetic engineering”?

The definition in Act 120 is somewhat similar (though not identical) to the definition of “genetically modified organism” under the European Union’s GMO labeling law and lists what we understand to be the primary scientific processes through which the “genetic information of an organism” can be changed by means other than “traditional breeding techniques, conjugation, fermentation, traditional hybridization, in vitro fertilization, or tissue culture” (all of which are excluded from the definition).

What is Act 120’s basic labeling requirement?

Generally, the law provides that any food “offered for sale by a retailer” after July 1, 2016 must be labeled if it is “offered for retail sale in Vermont” and “entirely or partially produced with genetic engineering.”  The Attorney General has made clear that the law applies only to foods offered for sale at “retail premises” physically located in Vermont, though that definition is quite broad, and includes “retail outlets housed in manufacturing facilities, farm stands, vending machines and mobile vendor kiosks.”  Interestingly, the Attorney General has also taken the position that foods must be labeled if offered for retail sale in Vermont even if the product was not originally distributed in Vermont.

What are the specific labeling requirements for different types of foods?

The actual labeling requirements vary somewhat, depending on whether a food is considered “packaged” or “unpackaged” under the law and whether the food is considered “processed” or a “raw agricultural product.”  The Attorney General’s rule organizes the requirements by their application to retailers and manufacturers.

Manufacturer Requirements
Food manufacturers are responsible for labeling only “packaged foods,” and depending on the type of food at issue, the label must specify that a food is “Produced with Genetic Engineering” (for foods with more than 75% GE materials by weight), “Partially Produced with Genetic Engineering,” or in some circumstances, “May be Produced with Genetic Engineering.”  On packaged, processed foods, these disclosures must (1) be located on the package in a place that can be easily found by consumers viewing the outside of the package, and (2) be in a font size related to the “Serving Size” and ingredient list requirements under federal law.  The Attorney General has commented that these requirements serve to ensure that a customer seeking the labeled information must easily be able to find it.

Retailer Requirements
Food retailers are generally responsible for labeling “unpackaged raw agricultural commodities” (mainly produce and the like) and “unpackaged processed foods” (mainly bulk, deli or bakery foods).  Depending on the type of food at issue, these products generally must be labeled on the “bin, shelf or container in which the food is displayed,” and again, the label must specify whether the food was produced in whole or in part with genetic engineering, or in some circumstances, whether the food “May be Produced with Genetic Engineering.”  With respect to the form of the label, the rules are a little less specific, and require only that the label be “immediately adjacent” to the sign identifying the product (or, in the absence of such a sign, on the product bin or shelf itself) and that the label itself be “clear and conspicuous.”

Are there exemptions from the labeling requirement?

Yes.  In addition to foods that are “certified as not produced with genetic engineering” (see below for more on the certification requirement), and foods which contain only a “minimal” amount of GE ingredients (less than 0.9% by weight), the law also contains a variety of other specific exemptions, including:

  • Foods “consisting of or derived entirely from” animals (including processed dairy products);
  • Certain foods requiring USDA labeling;
  • Foods that would be considered free from Genetic Engineering were it not for “processing aids” or “enzymes” as those terms are defined in the Act;
  • Alcoholic beverages, as defined by Vermont law;
  • Foods certified as “organic” or verified as not having GMOs by an organization authorized to make such verifications;
  • Foods for immediate consumption; and
  • “Medical Food,” as defined under federal law.

Again, the Attorney General has issued a set of comments helping to further define some of these exemptions, but food manufacturers are encountering ambiguities already, particularly with respect to whether and under what circumstances certain of the exemptions can be considered together in deciding whether a final product is likely to be considered exempt from the labeling requirements.

What are the documentation requirements?  Can manufacturers and retailers rely on certifications from suppliers?

Generally, the Attorney General’s rules require manufacturers to retain records “sufficient to demonstrate their compliance with the law” for three years from the date the manufacturer sells the food (for retailers, the retention period is one year).  The documentation must be sufficient to show (1) that a product was properly labeled; (2) that an exemption applies; or (3) that a food was not “knowingly and intentionally produced with genetic engineering,” meaning  there is no variety of that food produced with GE commercially available and it was not commingled with foods produced with GE.

Also, for purposes of showing that a food does not contain any GE-produced materials, the law makes clear that a manufacturer or retailer may rely on a “sworn statement” from whomever the food was produced (or, in the case of food produced overseas, from whomever the food was sold) that affirms (1) the food “was made or grown from food or seed that has not been knowingly or intentionally produced with genetic engineering” and (2) the food “has been segregated from and has not been knowingly or intentionally commingled with food or seed that may have been produced with genetic engineering.”  In its comments on the labeling rules, the Attorney General provided a copy of a sample of a sworn statement that would satisfy this requirement.  It can be found here as Appendix A to the Annotated Rules.

What are the prohibitions on “natural” labeling?

As any follower of recent developments in product advertising knows, the use of “natural” claims is being challenged in a variety of settings across the country.  Act 120 weighs in on this hot button issue by making it unlawful to label products containing GMOs (unless they are otherwise exempt from the law’s labeling requirement) with terms like “natural,” “all natural,” or “naturally made,” finding that such terms are likely to “mislead a consumer” in the context of food produced with genetic engineering.

How will the law be enforced?

Again, the Vermont Attorney General is in charge of enforcing Act 120’s requirements, though the law also provides a private right of action for any person aggrieved by a violation.  At present, there is no guidance addressing how violations will be discovered, but we expect that the Attorney General will rely, at least at first, on consumer complaints about potential violations.

Enforcement is set to begin when the law takes effect on July 1, 2016, though there is a presumption that packaged, processed foods offered for retail sale before January 1, 2017 were packaged and labeled prior to the law taking effect.

Penalties for violating the law can run up to $1,000 per SKU (or, under the regulations, for each “uniquely named, designated, or marketed product”) per day.

Where can I get more information?

The text of Act 120 can be found here.  Links to the Attorney General’s regulations and comments are included in the introduction above.  In addition, attorneys in SRH Law’ food and green marketing practices have been studying the law and are available to assist retailers and manufacturers with more detailed questions.

Disclaimer:  This article is provided for general informational purposes only and is not intended to constitute legal advice or to substitute for the advice of an appropriately licensed attorney.  If the reader requires legal advice, s/he should contact a competent attorney licensed to practice in the reader’s jurisdiction.  This article is general in nature and may not apply to particular factual or legal circumstances.  The information presented is not an invitation to, and does not form, explicitly or implicitly, an attorney-client relationship.

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Jon Rose presenting on sovereign immunity at the VBA’s Mid-Year Meeting

SRH Law attorney Jon Rose will be presenting at the Vermont Bar Association’s Mid-Year Meeting on Friday, April 1st.

Jon – who prior to joining SRH Law was a litigator in the Vermont Attorney General’s Office – will be speaking about state sovereign immunity, an important and complex doctrine that protects states from many types of lawsuits. Jon will discuss the constitutional history and current status of the doctrine, and the various ways in which it arises in litigation.

The seminar will be located at the Hilton on Battery Street in Burlington. The official event brochure can be accessed here.

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Paid sick leave is about to arrive in Vermont

As all employers and employees should know, both Vermont and federal law – in the form of the Parental and Family Leave Act, and the Family and Medical Leave Act – already require employers of a certain size to provide leave to employees who need to be absent for medical reasons or to care for family members.  Efforts have been underway for years, though, to fill in some of the gaps left by these laws by mandating paid leave for employees.

This week, the Vermont legislature passed H.187, a bill first approved in the House in April 2015 that would mandate paid sick leave for Vermont employees.  Again, the bill should not be completely unfamiliar to Vermont employers, as various advocacy groups have been campaigning for similar legislation for years.  The stars aligned for passage this time around, though, as the Governor and other key legislative members – as well as a surprising number of small businesses and business coalitions – supported the bill.

Once the bill is signed by the Governor, Vermont will join a growing list of states and localities that have adopted paid sick leave laws since the City of San Francisco enacted the nation’s first paid leave ordinance in 2006.  Presently, four states (Connecticut, California, Massachusetts and Oregon), 21 cities and one county have paid leave laws on the books and campaigns are underway to pass similar legislation in other jurisdictions.

The new law is set to take effect for most employers (those with more than five employees) on January 1, 2017 and for small employers (five or less employees) on January 1, 2018. Here are the nuts and bolts of the new law:

Does the law apply to all employers? 

Almost.  Or most, at least.  “Employer” is defined very broadly, though certain “employees” are not entitled to the paid leave benefits created by the law.  Examples expected to be of most interest include temporary and seasonal workers (those who work 20 weeks or fewer per year), certain per diem employees at hospitals, substitute teachers, “guest workers” exempt from federal visa requirements, and minors under the age of 18.  Part-time employees who work fewer than 18 hours per week on average are also exempt.

What about small employers?

Importantly, unlike the Parental and Family Leave Act and the Family and Medical Leave Act, which both exempt employers with fewer than a set number of employees (10-15, depending on the type of leave for the PFLA, and 50 for the FMLA), the requirements in the new law apply to all sizes of employers, including “mom and pop” businesses that might have only a few employees, though the law contains several important provisions designed to ease its impact on small employers.  For instance, as mentioned above, the law does not go into effect until 2018 for small employers, and includes a one-year exemption for “new employers,” defined as those employers for whom less than a year has passed since hiring their first employee.  The law also directs the Department of Labor and the Agency of Commerce and Community Development to study the costs of the law’s requirements to employers with five or fewer employees and to develop a program to help smaller employers implement the law’s requirements.

How much leave do employees get?

Employees must accrue “not less than” one hour of paid sick leave for every 52 hours worked.  The cap is set at 24 hours of total leave for the first year the law is in effect (i.e. from January 1, 2017 until December 31, 2018).  After that first year, the cap is raised to 40 hours of total leave.  Unused hours carry over from year to year, up to the cap, or the employer can pay employees for any unused sick leave at the end of the year.

Employers are not required to provide new employees with leave immediately, though.  The law provides that employers may require a waiting period of up to one year before an employee may begin using paid leave (though leave must accrue during the waiting period).

Finally, employers are given the option of calculating accrued leave every pay period, or on a quarterly basis (provided employees can use sick time as they accrue it during the accrual period).

What does the paid leave cover?

Employees may use accrued sick time to:

  • Cover their own injury or illness;
  • Obtain health care for themselves;
  • Care for a sick or injured family member or co-resident;
  • Arrange for social or legal services or obtain medical care or counseling for a family member or co-resident who is a victim of domestic violence, sexual assault or stalking; or
  • Care for a family member or person residing with the employee because that person’s school or business is closed for public health or safety reasons.

At what rate does sick leave need to be paid?

The law requires employers to pay accrued leave at the employee’s normal hourly rate or the minimum wage, whichever is greater.

As for benefits, the law requires that “Group insurance benefits” continue during the employee’s use of leave “at the same level and conditions that coverage would be provided as for normal work hours,” though employers may require employees to contribute to the cost of those benefits “at the existing rate of employee contribution.”

What if we already have a paid leave policy? 

So long as the paid time off policy covers the minimum requirements of the law (as described here, for the most part), employers with such policies will be considered “in compliance” with the law.

Any posting requirements?

Of course!  Get ready to add another poster to your break room bulletin boards.  The Department of Labor will be tasked with producing a form.

What are the consequences of failing to comply?

In addition to any sick pay unlawfully withheld, an employer who violates the new law could be held liable for a $5,000 penalty per violation.  Moreover, the law incorporates anti-retaliation provisions that make it unlawful to take adverse action against an employee for exercising his or her rights under the law.

Anything else I should know?

Interestingly, the new law will prohibit employers from engaging in what may be common practice in some businesses: requiring employees to find a replacement when going out on leave.  Under the new law, employers may offer employees the opportunity to swap shifts in lieu of using paid sick time, but may not require them to do so.

The law also allows employers to require that employees “make reasonable efforts to avoid scheduling routine or preventative health care during regular work hours,” and to notify the employer “as soon as practicable” of the intent to take earned sick time.

Finally, it is worth noting that any willful failure to pay appropriate wages in Vermont, including the paid sick leave due under this new law, can result in personal liability to any corporate officer who has “control of the payment operations of the corporation.”

Disclaimer:  This article is provided for general informational purposes only and is not intended to constitute legal advice or to substitute for the advice of an appropriately licensed attorney.  If the reader requires legal advice, s/he should contact a competent attorney licensed to practice in the reader’s jurisdiction.  This article is general in nature and may not apply to particular factual or legal circumstances.  The information presented is not an invitation to, and does not form, explicitly or implicitly, an attorney-client relationship.

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