Update of Residential Sprinkler Requirement

With the signing of the House Bill No. 377 by Governor Tom Corbett, the requirement of installing automatic fire sprinklers in one-family and two-family homes pursuant to the 2009 International Residence Code (and future revisions) has been eliminated. The sprinkler requirements, however, are still required for new townhome construction. To protect owners, the sections of the Bill dealing with sprinklers (now codified at 35 P.S. § 7210.901(g)) do require builders of such homes to do the following at or before the time of entering into the purchase contract:
 
  • Offer to the buyer the option to install or equip, at the buyer's expense, an automatic fire sprinkler system in home pursuant to the 2009 International Residential Code;
  • Provide the buyer with information which explains the initial and ongoing cost of installing and equipping an automatic fire sprinkler system in the home; and
  • Provide the buyer with information, as made available by the State Fire Commissioner on the agency's website, on the possible benefits of installing an automatic sprinkler system.
 
If the buyer chooses not to have a sprinkler system, then the home will still have some fire protection. The floor assembly of the home will need to be fire-resistance rated with a 1/2 -inch gypsum wallboard membrane, 5/8 -inch wood structural panel membrane, or equivalent, on the underside of the floor framing member. (see 35 P.S. § 7210.901(h).

UPDATE: Fair Share Act Passes General Assembly, Heads to Govenor Corbett

 

As expected, the Pennsylvania House today approved landmark liability reform legislation that passed the Senate last Wednesday. The measure now moves to Governor Corbett’s desk, and he is expected to quickly sign it into law.

 

As discussed in previous posts, the Fair Share Act limits liability for defendants found less than 60 percent responsible to the amount of their assessed liability, with a few narrow exceptions. Under existing law, if a liable defendant fails to pay his share of a legal award, any remaining liable defendant(s) is required to assume the unsatisfied portion to the plaintiff in addition to their assessed percentage of the award. Passage of the Act brings Pennsylvania in line with approximately 40 other states who have already passed similar reforms.

 

Today marks the third time in the last nine (9) years that the Fair Share Act has passed the General Assembly. This time, however, it will be greeted by a friendly governor and holds no apparent basis for constitutional challenge.

UPDATE: PA Senate Passes Fair Share Act - Act Now Expected to Become Law

The Pennsylvania Senate has passed its version of the Fair Share Act in a bill nearly identical to HB1, which easily passed the House in April. The House is expected to quickly move the bill to Governor Corbett, who is expected to sign it into law.

 

Proponents have been trying to pass broad-based liability reform in Pennsylvania for at least a decade. In fact, this will mark the third time that the Fair Share Act has passed the Pennsylvania General Assembly in the last nine (9) years. The first version of the Act passed in 2002, and was signed into law on June 19, 2002, by then-Governor Mark Schweiker. The Act was later ruled unconstitutional for violating the “Same Subject” rule (the 2002 version of the Act included not only a provision related to liability reform, but also a provision related to DNA sampling).

 

Even while the Pennsylvania Supreme Court was considering the constitutionality of the 2002 version, supporters passed a new version of the Act (minus the DNA sampling provision) through the full General Assembly in 2005. However, then-Governor Rendell quickly vetoed the 2005 version of the Fair Share Act.

The Fair Share Act - Arguments For and Against HB 1 and SB 500: Part II

 As noted in last week’s entry, HB 1 and SB 500 are competing liability reform proposals that await consideration in the Pennsylvania Senate Judiciary Committee. While each proposal is notionally aimed at adding fundamental fairness to Pennsylvania’s liability system, the particular bills are vastly different in effect. HB 1 would end joint and several liability for liable defendants with less than 60% assessed liability (the “60% Rule”), while SB 500 would only relieve defendants with assessed liability less than that attributed to the plaintiff. Not surprisingly, there exist strong opinions on the respective merits of these proposals.

 

Proponents of HB 1 argue that it is the only proposal that promises meaningful reform of a flawed system that forty-one (41) other states have already seen fit to abandon. The current joint and several scheme unjustly forces some defendants to pay damages beyond their assessed degree of responsibility solely because they possess the ability to pay. The result is a system that invites abuses. Plaintiffs (and their often contingent-fee advocates) are induced to name as many “deep-pocketed” defendants as possible, regardless of how attenuated their involvement. Huge liability risk is thus foisted upon parties with relatively little culpability. Because of this exposure, companies are forced to spend huge sums of money on liability insurance and legal fees, rather than focusing precious resources on their core mission. Moreover, the threat of having to pay a disproportionate award, regardless of fault, likely compels at-risk defendants to pay much more to settle cases than they might otherwise. More broadly, such a system inevitably contributes to the explosion of health care costs and dampening of economic growth that threaten the overall economic well-being of Pennsylvania.

 

Opponents of HB 1, on the other hand, argue that the bill is merely an effort to create a “loophole” by which deep-pocketed corporations can avoid liability and shift the risk of insolvent defendants back to plaintiffs and taxpayers. Whatever their assessed percentage of comparative liability, each liable defendant’s negligence may have been a sufficient cause for the entire injury. Therefore, any amount up to 100% of the award is reasonable to impose on each defendant. Regardless, under the proposed reform wealthy defendants will hire the best lawyers and deflect most of the liability onto insolvent defendants, thus leaving plaintiffs uncompensated. Defendants will also be tempted to join numerous other defendants into a suit, regardless of how tangentially related, in order to dilute the percentage of ultimate liability falling on each individual defendant. Moreover, in the event a liable defendant cannot pay its share, plaintiffs will be unable to recover amounts sufficient to repay the Commonwealth Medicare/Medicaid Programs which presumably will pay much of the upfront costs. Therefore, large amounts of unreimbursed medical expenses could be left to the taxpayers of Pennsylvania. Finally, adoption of this proposal could lead to more risky behavior by commercial actors unburdened by the threat of disproportionate award contributions.

 

Proponents of SB 500 argue that it is less radical than HB 1, but would eliminate at least the most egregious potential outcomes. Support for this bill appears comparatively tepid, however, largely due to the fact that the circumstances addressed are so narrow. Major supporters of liability reform, such as hospitals and other health care institutions, will likely not be appreciably benefitted given the practical challenges to even pursuing contributory negligence by plaintiffs. Thus, adoption of SB 500 would in the vast majority of circumstances amount to change without substance, and thus hold little more than symbolic political value.

Wal-Mart Fails to Overturn Award of $187.6 Million For Wage and Hour Violations

In the 2007 case of Braun v. Wal-Mart, one of the largest awards in a wage and hour class action in Pennsylvania history was levied against Wal-Mart. The award resulted in $187.6 million in back wages and damages to Pennsylvania employees who worked during what were promised to be paid rest breaks and who were forced to work off the clock. On June 10, 2011, the Pennsylvania Superior Court upheld this verdict against Wal-Mart, but sent the $45.6 million award of attorneys fees back to the trial court in Philadelphia for reconsideration.
 
In this highly publicized case, two former hourly workers filed suit on behalf of a class of approximately 187,000 current and former retail employees of Wal-Mart and Sam’s Club stores throughout Pennsylvania. The workers claimed that they were forced to work during what should have been paid rest breaks, and were not paid for off-the-clock work as specifically set forth in Wal-Mart’s employee manual and policies.

 
The claims arose primarily under Pennsylvania’s Wage Payment and Collection Law (WPCL). However, unlike Pennsylvania’s Minimum Wage Act, the WPCL does not in and of itself entitle employees to wages. Instead, the WPCL is an enforcement mechanism for employees when an employer allegedly breaches an agreement to pay wages. Notably, the WPCL includes a liquidated damages provision, the shifting of attorneys’ fees, as well as potential individual criminal liability for company officers.

 
In 2006, a jury found Wal-Mart failed to compensate the employees for missed rest breaks and hours worked off-the-clock, as mandated by its own corporate handbook and policies. The jury awarded the class $78.5 million in compensatory damages. In 2007, the trial court awarded an additional $62.2 million in statutory liquidated damages based on the jury’s finding that Wal-Mart knowingly saved millions of dollars by failing to fully compensate their employees. The jury also found that Wal-Mart lacked a good-faith basis for violating the WPCL, and, as such, Pennsylvania law required that the employer be assessed liquidated damages.

 
Wal-Mart argued that paid rest breaks are not wages under the WPCL and that no contractual agreement ever arose to pay for them. The Superior Court rejected both arguments. First, the Court held that payments for rest breaks pursuant to an “agreement” between an employer and employee constitute wages for purposes of the WPCL. In this case, the court found that a contractual agreement to pay such wages existed in Wal-Mart’s employee manual, which indicated that employees “are to take full, timely, uninterrupted breaks” and shall “receive compensation for break time at the applicable rate of pay.” Ultimately, the Court’s reasoning is best summed up as follows: “the WPCL does not permit an employer to escape liability when it receives the benefit of . . . an employee’s eight hours of labor when that employee agreed to be paid to work seven-and-a-half hours and to rest for one-half hour.” Read more...

 

OFCCP Settles First Administrative Complaint Of Sex Discrimination Based On Compensation

Clients who are federal contractors and subcontractors should take note of a recent settlement between the Office of Federal Contract Compliance Programs (OFCCP) and pharmaceutical giant AstraZeneca. The settlement is significant because it marks the first administrative complaint of sex discrimination filed by the OFCCP based on compensation.
 
The complaint, filed on May 6, 2010, alleged that AstraZeneca paid female Level III Pharmaceutical Sales Specialists at its office in Wayne, Pennsylvania significantly less per year than its male Level III Pharmaceutical Sales Specialists at the same location. The Complaint alleged that the salary disparity remained after adjusting for differences in legitimate pay-determining factors. On average, the salaries of female sales specialists were $1700 less than their male counterparts. The OFCCP demanded the Company pay lost wages, interest and front pay, and that it make adjustments to females’ salary, fringe benefits and seniority.
 
As part of the settlement, AstraZeneca will pay $250,000 to 124 women. The company also agreed to work with the OFCCP to conduct statistical analysis of the base pay of other individuals employed as sales specialists at locations in other states. The company agreed that if the analysis showed female employees were underpaid, the company would adjust their salaries.
 
The settlement follows what appears to be a renewed focus on the OFCCP to target compensation disparities in the contractor community. The OFCCP further is poised to issue new standards for evaluating compensation data. Indeed, on January 3, 2011, the OFCCP published a Notice of Proposed Rescission of its Compensation Standards. This Notice followed an unpublished written directive of the OFCCP issued strictly internally in December of 2010 that outlines the use of a “2 or 2” test for analyzing compensation data. Under this test, the OFCCP will look for discrepancies of 2% or $2,000 and, where such discrepancies exist, will require certain additional data to analyze whether a discriminatory pay practice exists.
 
It is critically import that government contractors and subcontractors conduct annual audits of their compensation practices and self correct where discrepancies are found. Our employment law group regularly assists contractors in auditing compensation data for OFCCP compliance. If you would like our assistance please contact Jennifer L. Craighead at 717-399-1523 or any member of our employment law group.

The Fair Share Act on the Verge of Becoming Law? Part I

On April 12, 2011, the Pennsylvania House of Representatives passed House Bill 1 (“HB 1”), the most recent edition of the long-debated Fair Share Act (the “Act”). HB 1 proposes a dramatic transformation of the current system of liability in Pennsylvania. Meanwhile, the Pennsylvania Senate has advanced competing proposal, Senate Bill 500 (“SB 500”), which offers much more limited reforms. HB 1 and SB 500 presently await consideration in the Senate Judiciary Committee. If HB 1 ultimately passes the Senate, it will move to the desk of Governor Corbett, who is expected to sign it into law.

 

HB 1 would effectively end joint and several liability in Pennsylvania. Under current law, if multiple defendants are found liable for a plaintiff’s injuries, damages are assessed to each defendant according to their percentage of fault. If a liable defendant fails to pay their share of the award, the other defendant(s) is required to pay the unsatisfied portion to the plaintiff. The overpaying defendant’s only recourse is to seek compensation from the non-paying defendant. If the non-paying defendant is unable or unwilling to offer such compensation, the overpaying defendant is simply left “holding the bag.” Thus, a defendant may be forced to pay 100% of an award for which they were assessed only minimal liability by a jury.

 

Under HB 1, defendants with less than 60% of the assessed liability will only have to pay for their percentage of the award; they will no longer be compelled to pay 100% of the award and then seek compensation from non-paying defendants. Only defendants found to be 60% or more liable will continue to be responsible for 100% of the award in the event of a non-paying defendant.

 

By contrast, SB 500 abolishes joint and several liability only for those defendants whose percentage share of the award is less than that percentage of fault attributed to the plaintiff.

 

Check back next week for a summary of the most prominent arguments for and against passage of the Fair Share Act.