CBS News reports:

In a stunning new development, WJZ learns there may be as many as 9,000 victims of a Johns Hopkins gynecologist.

Dr. Nikita Levy killed himself after allegations surfaced that he secretly videotaped his patients during exams.

Mike Hellgren tells us what else his victims claim he did to them.

They say he performed extra exams and touched them inappropriately. Now — a class action settlement process is moving forward in the case, with the lawyers representing the victims praising Johns Hopkins.

Investigators say gynecologist Nikita Levy used a pen camera to record exams at Johns Hopkins’ East Baltimore Medical Center. The FBI is still sifting through thousands of images on Levy’s computer.

There may be 9,000 victims, and their lawyers are now working to settle the class action case through a mediator.

Class actions sometime provide an excellent device to help victims receive treatment for mass traumas such as occurred here. More often individualized injuries from mass torts can be organized into groups of cases for discovery and then bell weather cases can be tried to set a settlement value for the remaining cases. Treating this type of case as a class action is somewhat unusual.

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As with all relationships, business partnerships can sometimes turn out to be more trouble than they are worth. Such was apparently the case in the relationship between Ford Motor Co. and Navistar. Beginning in 1994, Ford had Navistar build every Power Stroke engine used in Ford’s F-Series. However, the diesel engines produced by Navistar resulted in dozens of class action consumer lawsuits against Ford for cars it sold with allegedly defective engines.

Ford has now agreed to settle the lawsuits outside of court, which include all of the 2003-2007 Super Duty pickups and E-series vans sold by the car company. At the center of the lawsuit is the diesel 6-liter V-8 engine which allegedly had multiple problems with the fuel system, turbochargers, and other major components. The settlement covers any consumer in the United States who purchased or leased any 2003-2007 Ford vehicle which was equipped with a 6-liter Power Stroke diesel engine and had to replace, repair, or adjust the vehicle’s exhaust gas recirculation (EGR) cooler and EGR valve, oil cooler, fuel injectors, or turbocharger before the vehicle reached 135,000 miles or six years of age.

The settlement will reportedly cover half of the full value of all of the claims made by class members in addition to $150,000, which the car company will pay to the 16 named plaintiffs of the case. The total amount of the settlement will depend upon the number of potential class members who decide to file a claim. Each component of the diesel engine has a reimbursement limit. If a class member paid at least a $100 deductible multiple times for repairs under the five-year/100,000 mile engine warranty, Ford will reimburse the consumer $50 for each deductible paid, beginning with the second deductible and going through the fifth. They will pay up to $200 covering no more than four deductible payments. All told, each consumer will be able to claim between $50 and $825 in reimbursements for repairs to their engine and engine components as a result of this settlement.

Despite the long relationship between Ford and Navistar, poor engine quality, high repair costs, and lower customer satisfaction led to the demise of that relationship. Beginning in 2010, Ford replaced the Navistar diesel engine with a new 6.7 liter diesel V-8 which the company designs itself.

Some of the failures of the Navistar 6-liter diesel engines were so severe that Ford was forced to replace entire engines. Ford also had to issue recalls which resulted in the company buying back hundreds of trucks with engines that required extensive and costly repairs. Due to all of these problems, the relationship between Ford and Navistar grew to be more costly to Ford than beneficial. They dramatically increased the warranty costs on Ford vehicles and resulted in litigation with Navistar. However, Navistar was eventually removed from the class action lawsuit which Ford has recently agreed to settle. This leaves Ford with the full burden of costs of the class action lawsuit. Because consumers grouped together in a class action they were finally able to achieve some damages for their defective trucks.

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As of late, employers have been using non-compete provisions in their contracts with their employees with increasing frequency. A non-compete provision is part of a contract which prohibits a worker from going to work for a competitor of the employer after they leave the company’s employment. These provisions usually include a geographic radius and a time frame after termination of employment. Such provisions were initially used most often in tech companies, such as Apple and Google, who were afraid of employees taking trade secrets to their competitors. However, non-compete provisions have spread throughout the job market to include more and more positions in more and more companies.

Most recently, a college football coach, Bret Bielma, signed an employment contract with the University of Arkansas which included a Covenant Not to Compete. Having had a long and very successful career as the football coach at the University of Wisconsin, many people in the industry were surprised to see Bielma leave Wisconsin for Arkansas. However, college sports are becoming increasingly similar to their professional counterparts in the way that they compete for coaches and athletes. No doubt, the multi-million dollar contract that Arkansas offered Bielma played a role in his decision to change employers.

What was unusual about Bielma’s contract with the University of Arkansas was the Covenant Not to Compete which was included. It states that Bielma is not to coach another football team in the Southeastern Conference (SEC), in which Arkansas competes. The time limit on the non-compete is only as long as the coach’s contract with the University of Arkansas lasts: from December 4, 2012 to December 31, 2018. After that date, Bielma is free to coach any football team that he wants.

The contract points out that the University of Arkansas has a vested interest in Bielma’s coaching and that its legitimate business interests would be in jeopardy without this provision in Bielma’s contract. The agreement states, “The parties … agree that the competitiveness and success of the University’s football program affects the overall financial health and welfare of the Athletic Department and that the University maintains a vested interest in sustaining and protecting the well-being of its football program”. The contract further states that, “Coach understands and agrees that without such protection, the University’s interests would be irreparably harmed.”

The non-compete provision also gives Bielma relief from its restrictions in the event that his contract is prematurely terminated. According to the contract, “This covenant not to compete, however, shall not apply if the University exercises its right to terminate the Agreement for convenience or if the Coach terminates this Agreement for cause based upon the University’s material breach of this Agreement.”

The inclusion of a covenant not to compete illustrates the further broadening of non-compete contracts into a variety of industries. The University of Arkansas, like many other institutions, is trying to protect the substantial investment it has made in its football coach. This non-compete agreement provides the University of Alabama with preventive measures from Bielma abandoning them to coach a competing football team, as well as substantial leverage against any other university in the SEC that might want to lure Bielma away from Arkansas.

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It is an age old question. If a company finds and harvests gold on someone else’s property, to whom does the gold belong? The company that harvested it or the person who owns the property that the gold was found on? This is the question around which several class action lawsuits in Virginia revolve.

CNX Gas Co. and EQT Production Co. drilled Virginia’s coalfields for methane gas. In doing so, they mined the natural gas from property owned by many different residents of Virginia. So far, the companies have paid $30 million into an escrow fund to pay the residents for their share of the oil that was taken from their land. CONSOL Energy Inc., which owns CNX, has said in its statement that it complied with state law by placing the money into an escrow fund and insists that it supports efforts to release that money to the Virginia property owners.

The class action lawsuits, however, allege that the $30 million is not nearly enough to pay the landowners for the gas that was taken from their property. The lawsuits allege that CNX and EQT deducted post-production costs and other expenses far beyond what was reasonable. In this way, the lawsuits, allege the energy companies cheated the Virginia residents out of tens of millions of dollars.

Don Barrett, a Mississippi attorney who is representing the property owners who first sued, is not convinced that the $30 million is enough to properly compensate the landowners for the gas that was taken from their property. “We’re going to find that the money put in escrow is not nearly what should have been put in escrow,” he said. “What’s in escrow is not half of it.”

In arguing against class certification, the energy companies employed some familiar tactics used by defendants in class action lawsuits. They argued, first, that they had abided by state law and had done nothing wrong. They also argued that the individual claims of the class actions were too diverse and complicated to be handled as a class.

The federal judge disagreed with them and has recently certified the class actions against the companies and now the lawsuits can move forward. Barrett is pleased with the certification of the class actions, calling it “a body blow to the defendants” and “a wake-up call to them.”

According to the plaintiff class action attorney representing the class, Don Barrett, the next step is to make CNX and EQT reveal all of their business dealings with the Virginia landowners. “Now they have to go back and tell us what they’ve taken out of the ground, exactly every penny that was spent for expenses and so on, and why it was reasonable.”
If CNX and EQT are unable to provide the necessary documentation for the gas that they drilled, Barrett says that he can have his own people come up with an estimate of what is still owed to the Virginia residents. “Our experts” he says, “can go back and figure out what the best price for natural gas at that particular time and that’s what they owe.”

Although the exact size of the classes is not yet known, Barrett estimates that thousands of landowners could be included in the lawsuits.

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Many people these days have come to accept as a fact of modern life that corporations have, and use, some of our personal information. Our browsing history, our shopping history, etc., all get recorded and sold by companies like Facebook and Google. However, according to a new class action lawsuit, which includes customers from all over the country, one company has crossed the line.

Aaron’s Inc., a furniture rental company, and SEI, the franchise owner of the Aaron’s store in Niagara Falls, as well as other local stores, have allegedly been spying on customers who rent computers from Aaron’s. The rented computers allegedly contain “spyware” that the companies installed in order to spy on their customers.

SEI claims that the software, known as “PC Rental Agent”, was used to give the company the ability to turn off the computers in case a customer failed to pay their bill. According to the class action lawsuit, however, the software enabled the companies to do much more than just that. Allegedly, the software also gave Aaron’s and SEI access to their customers’ personal information, even allowing them to turn on the webcams on the computers and record or take pictures of customers in their homes.

According to the class action lawsuit, the spyware on the rented computers sent more than 185,000 emails to the rental company, including customers’ social security numbers, passwords, and captured keystrokes. The webcams also allegedly took pictures of their customers, including nude children and people having sex, and sent these pictures back to the companies’ corporate computers.

Aaron’s has denied all responsibility for the invasion of privacy, saying that it did not install the spyware and that individual franchises, such as SEI, were responsible for the violations of privacy. Despite this claim, the class action lawsuit alleges that the sensitive information captured by the spyware was sent to computers at Aaron’s corporate headquarters.
The Federal Trade Commission has ordered seven different rental companies, including Aaron’s, to stop putting spyware on customers’ computers. The customers’ express consent is now required before rental companies can install spyware on their computers. Given this, and other recent violations committed by companies, as you’ll find on this blog, it might be a good idea for customers to begin taking a closer look at their Terms of Service and consumer contracts before signing anything.

Jon Leibowitz, the chairman of the Federal Trade Commission, has gone on record as saying that, “An agreement to rent a computer doesn’t give a company license to access consumers’ private emails, bank account information, and medical records, or, even worse, webcam photos of people in the privacy of their own homes.”

The law firm for the plaintiffs in the class action lawsuit, Herman, Herman, and Klatz, have warned that Aaron’s may still be spying on their customers through their rented computers. Anyone who suspects that they may have had their privacy violated by Aaron’s “or any of its franchises” should check to see if they fit the qualifications to join the class.

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A St Louis news station reports:

A class-action lawsuit was filed this week in St. Louis Circuit Court on behalf of former and current nurses and medical personnel employed by BJC Healthcare System …

The lawsuit, Speraneo v. BJC Health System Inc., d/b/a BJC Healthcare, accuses BJC of failing to properly pay employees through its recording policies and failing to pay overtime for employees working more than 40 hours per week. BJC’s timekeeping rounds down to the nearest quarter hour even though exact times employees clocked into work are electronically documented.

BJC is also accused of automatically deducting time for meal breaks even though some employees, such as nurses, work through their break time and are not compensated.

You can view the lawsuit here.

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In recent years, courts have largely been ruling against employers in cases of disputed non-compete agreements. A non-compete agreement is a provision in an employment agreement which states that the employee, after leaving the employer, will not compete with the employer for business within a certain time frame and a certain geographical radius of the employer. Such provisions are intended to protect the employer but many of them have lately begun to stretch the bounds of what is reasonable, making it increasingly difficult for the employee to find another job.

In one such dispute over a non-compete agreement, John Malyevac signed an employment agreement with Assurance Data, which included a non-compete provision. The provision stated that, after termination with the company, Malyevac would not compete with Assurance Data within a fifty-mile radius of its headquarters for a duration of “twelve (12) [sic] after the date of termination.” After Malyevac left his employment with Assurance Data and went to work for another company, Assurance Data sued Malyevac for alleged breach of employment contract.

Malyevac filed a demurrer to the complaint, saying that it failed to state a claim upon which relief could be granted. A demurrer, also known in most courts as a motion to dismiss, is when the defendant asks the court to dismiss the case based solely on the allegations given in the complaint, rather than the actual facts. Malyevac also claimed that the non-compete agreement was too broad and therefore unenforceable. For example, he pointed out, the provision of prohibiting the employee from soliciting for customers for “twelve (12) [sic] after the date of termination” does not say whether that applies to days, weeks, months, or years. Six to twelve months is a common duration for these types of agreements, but without specifically saying so in the agreement, it would be difficult for a court to uphold.

Assurance Data argued that the court could not decide how enforceable the non-compete agreement is on demurrer, because doing so would deny the company the opportunity to present evidence that the restraints of the agreement are reasonable and necessary to protect its legitimate business interests. The Fairfax County Circuit Court ruled in favor of Malyevac and sustained the demurrer without leave to amend. Assurance Data appealed the ruling.

The Virginia Supreme Court, however, disagreed, saying that the enforceability of non-compete agreements must be determined on a case-by-case basis “balancing the provisions of the contract with the circumstances of the businesses and employees involved.” The court agreed with Assurance Data that, in cases of disputed non-compete agreements, it is the responsibility of the employer to provide evidence that the scope of the agreement is no more than that which is necessary to protect the legitimate business interests of the employer. Such a determination can only be made after considering three elements of the non-compete agreement: 1) how the agreement would restrict the employee’s job functions; 2) the geographic scope of the restriction; and 3) the duration of the restriction.

The ruling is significant for both employers and employees. Although the current court ruling is in favor of the employer, such favor is conditional upon the employer’s ability to provide sufficient evidence that the scope of its non-compete provision was indeed necessary to protect its business interests. Employers may want to take extra care in the future to ensure that their non-compete provisions cover only what is necessary to protect them and no more. The ruling is also significant for employees who may want to take a closer look at their employment agreements before signing.

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The issue of ground contamination is an extremely important one for homeowners. With the collapse of the housing market, many people have already found that their homes are worth far less than what they paid or still owe on them. If there has been any kind of chemical leak in the area, homeowners may find themselves with property that can’t sell at all, no matter how low they drop the price.

Such might be the case due to Shell Oil Company allegedly contaminating private property near its refinery in Roxana, IL. The lead plaintiff, Jeana Parko, filed the lawsuit on behalf of herself and her neighbors, alleging that they suffered lower values on their property as a direct result of benzene leaking into the ground and other carcinogenic chemical releases caused by the refinery. The leaks were allegedly caused by broken pipelines in the refinery itself, resulting in more than 200,000 pounds of pure benzene being released directly into the ground. The lawsuit was originally filed in Madison County Court in April 2012, but has since been moved to federal court.

U.S. District Judge G. Patrick Murphy has agreed to certify the class, although Shell argued that the owners of the estimated 387 plots of land at issue should be forced to litigate individually. Defendants often argue for individual litigation over class action lawsuits because the awards of individual litigation are likely to be much lower and the plaintiffs are less likely to sue on their own. The pressure of a certified class is also more likely to induce the defendant to settle the case outside of court.

Judge Murphy did not agree with Shell’s arguments for denying the class certification. In his decision, he wrote, “The question of whether hazardous petroleum byproduct pervades village property and of whether defendants are complicit in any resultant damage are best suited to class-wide resolution”. He also points out that to have each of the almost 400 plaintiffs file their own individual lawsuits would create a “redundant and unnecessary strain on the dockets of multiple justices” without doing anything to increase the “accuracy of the resolution”.
Derek Brandt is a shareholder of Simmons, Browder, Gianaris, Angelides & Barnerd, the law firm representing the plaintiffs in the case. Brandt argues that the class certification will be beneficial to both the plaintiffs and the defendants. “It gives authority to the defendant, so that no one later can come back and ask ‘what about me?’ All of the plaintiffs would be included in whoever is in the class,” says Brandt. “It also gives the plaintiffs an advantage because they can proceed in mass.”

Earlier in the case, Shell attempted to have the class action lawsuit stayed or dismissed due to two other similar cases they are facing which are still pending in Madison County. These attempts were unsuccessful and the case is now preparing to go to trial.
In addition to Shell Oil Company, the defendants in the lawsuit include Equilon Enterprises dba Shell Oil Products, US, ConocoPhillips Company, WRB Refining LP, ConocoPhillips WRB Partner and Cenovus GPCO.

Simmons is also representing the Village of Roxana in a similar lawsuit against Shell Oil Co.

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While many people grumble about paying the exorbitant ATM fees that are being charged these days, few people know that there may be legal recourse. Until recently, the Electric Funds Transfer Act required ATMs charging a fee to provide two notices to customers: one notice in a sticker on the ATM, and another notice on the screen during the transaction. The Act has since been amended so that only the onscreen notification is required. However, during the time that both notices were required, Kore of Indiana Enterprise allegedly failed to provide one of these notices on two ATMs that they owned.

Kore owned ATMs in two bars in Indianapolis, which are allegedly popular with college students. Kore allegedly failed to post a notice that it charges a fee for each use of the ATMs. David Hughes sued Kore on behalf of himself and everyone who had used the ATMs during the time that the Electric Funds Transfer Act required two notices of an ATM fee. The lower court denied his motion for certification for class status, and Hughes appealed.

A plaintiff in an individual suit of this kind is entitled to actual damages or to statutory damages of anywhere from $100 to $1000. In the case of a class action lawsuit, the amount of damages is left to the discretion of the judge but cannot exceed $500,000 or 1 percent of the defendant’s worth, whichever is smaller. If the plaintiffs are successful, it is also the judge’s responsibility to award “a reasonable attorney’s fee” which the defendant would also pay.

In this class action lawsuit, the limit to the damages would be $10,000, since that is 1 percent of Kore’s worth. In the time period that this case covers, there were more than 2800 transactions at the two ATMs. The damages for a class action would this be at most $3.57 per transaction. If each class member only engaged in one transaction, that would leave 2800 class members who are each entitled to no more than $3.57.

The district judge decertified the class for two reasons, the first reason being that the class members would do better to bring individual suits, since they are entitled to at least $100 in an individual lawsuit. The $100 to $1000 range for statutory damages appears to be per suit rather than per transaction. However, individual lawsuits of this kind are unlikely to make it to court since $100 is such a small reward to sue for.

The judge’s second reason for decertifying the class was that the requirement of providing notice to class members could not be satisfied since the ATMs do not store user names. They track each transmission with a 10-digit identification number. The first six digits identify the user’s bank while the last four identify the user. To attach names to these numbers would require subpoenaing each bank that is identified. Since these ATMs were used largely by college students, this could involve subpoenaing hundreds of banks from students’ home towns.

Since distributing $3.57 to each class member would provide no real relief to the plaintiffs, the best solution, according to the appellate court, may be a “cy pres” decree. This is when the money the plaintiffs are awarded in a case goes to a charity whose work coincides with the interest of the class. In this case, the money could be given to a foundation that deals with consumer protection. Such a foundation could do much more with $10,000 than each class member could do with $3.57. Another purpose of a cy pres is to prevent the defendant who violated a statute or otherwise engaged in wrongdoing from getting away without punishment when distribution of the award to the class members is unlikely.

The US Court of Appeals for the Seventh Circuit reversed the lower court’s decision refusing to certify the class and remanded the case for further proceedings.

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