As part of his political “house cleaning” when he first took office, Aftab Pureval paid severance packages to outgoing employees and required that they sign non-disclosure agreements. Local government watchdog Mark Miller asked for copies of these records, only to be ignored by Aftab Pureval.

Now, six weeks after Pureval received the request, and with no response whatsoever from Pureval, Finney Law Firm filed suit to force the release of the requested records.

It is expected that the records will show that Pureval used attorneys other than his official statutory counsel in drafting these agreements, and that the agreements are legally unenforceable; that they were simply a means of coercing former employees into silence as he prepared his run for higher office.

Read the complaint below or click here to view it on Scribd.

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Social media sites such as Facebook and LinkedIn are commonly used by employees to provide updates about their professional careers and business activities. When posting about such things, most people probably don’t think about whether they might be breaching a contract they made with a previous employer. They should.

There have recently been several cases filed by former employers against ex-employees, alleging that the employees have violated a non-competition agreement or non-solicitation agreement through their social media posts. In one such case, filed in Minnesota, an employee who had left her employer to work for a competitor filed a post on LinkedIn about her new job, inviting people in her social network to contact her for a “quote,” telling them that her new company was the “best,” and inviting them to “connect” with her. The court held that this “post” was really a sales pitch on the employee’s part, and that it violated the terms of a non-solicitation agreement she had with her previous employer.

In another case, an employee was sued by his former employer for sending a LinkedIn invite to his former co-workers to join his network. Anyone who accepted the invite would see a job posting for the employee’s new employer. His former employer considered this to be a “solicitation” by the former employee of its current employees, in violation of a clause in  the employee’s non-solicitation agreement. Here, the court found that the employee had not violated his agreement, ruling that the post was simply a “status update” rather than a “solicitation,” despite the link to the job posting.

These cases illustrate that merely accepting or sending a friend request on Facebook, or updating a LinkedIn profile, will not violate a non-compete or non-solicitation agreement. However. social media posts aimed at a specific population, or focused on former colleagues or customers, may be actionable. Former employees bound by non-compete or non-solicitation agreements should be very careful when using social media platforms, especially if they intend to engage in promotional activity. Anything more than a mere status update or generic invitation to join a social media group may get the employee in serious legal trouble.

Therefore, employees who have signed non-compete or non-solicitation agreements should understand the scope and reach of those agreements before engaging their social media network. And employers seeking to enforce their contractual rights should be mindful of activity their ex-employees may be engaged in on social media.

Today, Finney Law Firm filed suit against the self-proclaimed “gang of five” – PG Sittenfeld, Chris Seelbach, Wendell Young, Tamaya Dennard, and Greg Landsman – seeking production of public records they are withholding in violation of Ohio’s Public Records Law.

On April 9, 2018, Finney Law Firm submitted a public records request on behalf of Mark Miller, to each member of the “gang of five” seeking production of all communications between each of them and any other member of council from March 1, 2018 to March 19, 2018 regarding Harry Black or John Cranley.

This morning, attorneys for the City produced 10 pages of group text messages between all five members, but made clear that they refuse to produce text messages or emails other than the group-messages. As Cincinnati Enquirer attorney, Jack Greiner, told the Cincinnati Business Courier, this is contrary to the requirements of the Public Records Law, R.C. 149.43:

Jack Greiner, an attorney at Graydon Head & Ritchey who represents other Cincinnati media organizations in public records and open meetings matters, said state law requires that public records be kept, that communications between officials are a public record and text messages qualify as communications.

“The format shouldn’t matter,” Greiner said. “The city has a records retention schedule that would cover those. The city has to figure out how they’re going to retain that information and archive it.”

You can read the complaint below or on Scribd here.

 

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This morning the City of Cincinnati released a collection of text messages exchanged between five Cincinnati Councilmembers that made up a series of illegal meetings regarding the question of whether and how to terminate the City Manager.

While the City has yet to produce all of the responsive records, this production demonstrates the need for our lawsuit and injunction to force compliance with the Open Meetings Act. Unfortunately, because the City continues to withhold additional records, our client will be forced to bring another suit against the City and the rogue members to force compliance with the Public Records Act.

You can read the text messages on Scribd or below:
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Stephen E. Imm, Labor and Employment Attorney

The Fair Labor Standards Act (“FLSA”) is the Federal law that requires most employers to pay at least the “minimum wage” to their employees, and to pay employees 1 1/2 times their “regular” rate of pay (called “overtime pay”) when they work more than 40 hours a week.

However, there is a long list of “exemptions” to the overtime requirements contained in the FLSA. In other words, various types of employees – such as outside salespeople, executives, and professionals, just to name a few – are exempt from the requirement that workers be paid overtime for working in excess of 40 hours in a week.

Since 1945, it had been the law that these “exemptions” to the overtime requirement were to be “narrowly construed.” This generally meant that workers were considered to be covered by the Federal overtime law unless it was very clear that they fell within one of the listed exemptions. Doubts about whether or not a particular type of worker fell within an “exemption” would be resolved in favor of the worker, rather than the employer – i.e. such workers would not be considered “exempt,” and would be entitled to overtime.

That 70-year old rule was abruptly changed earlier this month by the US Supreme Court, in a case called Encino Motorcars, LLC v. Navarro. There, in a 5 to 4 decision, the Court threw out the “narrow construction” rule that had limited the applicability of exemptions to the overtime requirement. Courts are now instructed to interpret exemptions “fairly” instead of “narrowly.”

This decision will have literally enormous implications on overtime lawsuits. As a general matter, the ruling will make it more difficult for employees to prove that they fall into one of the exemptions provided by the FLSA, and thus more difficult to prove that they are owed overtime pay. In the final analysis, fewer workers than before are likely to be considered “exempt” from the overtime requirement, which could prove to be a major boon to employers.

If you have any questions about your rights or obligations under the FLSA, either as an employer or as an employee, it is critically important that you consult with a competent employment law attorney. This is an area in which it is extremely easy to make a costly mistake if you are not careful!

For more information, contact Stephen E. Imm at (513) 943-5678.

Powers of attorney are written authorizations to represent or act on another person’s behalf.  The person granting the authorization is the principal and the person to whom authorization is granted is the agent.  A standard power of attorney gives the agent the authority to act immediately and identifies the specific powers that the agent may exercise.  In the case of springing powers of attorney, the document will identify the triggering event that gives the agent the authority to act at some point in the future.

These documents can be immensely useful for a principal suffering from an incapacity, which is to say, an individual who: (1) has an impaired ability to receive and evaluate information, (2) is missing, (3) is detained, be it in the penal system or otherwise, or (4) is outside of the United States and unable to return.  Notwithstanding the cause of the principal’s incapacity, the agent (if given the relevant authority in the power of attorney) may make financial decisions for the principal, purchase or sell property on behalf of the principal, make healthcare decisions, etc.  All of those actions, however, are prevented when the relevant bank, title agency, or healthcare provider wrongfully rejects a lawful power of attorney.

Lawful powers of attorney are often rejected for inane reasons including preparing the power of attorney more than six months prior to the date that the agent presents it or naming a second or successor agent.  Responding to the concerns of the constituency, members of the Ohio House of Representatives recently sponsored House Bill (H.B.) No. 446, which operates to remedy the all-too-common practice of rejecting lawful powers of attorney.  The bill does not alter language in the Ohio Revised Code, but rather, it adds the following to Chapter 1337:

(A)       As used in this section, “acknowledged” means verified before a notary public or other individual authorized to take acknowledgements.

(B)       A person shall not refuse to accept an acknowledged power of attorney for a transaction, or require an additional or different form of power of attorney for any authority granted in a statutory form power of attorney, unless one of the following applies:

  • The person has actual knowledge of the termination of the agent’s authority or of the power of attorney.
  • The person in good faith believes that the transaction is outside the scope of the authority granted to the agent in the power of attorney.
  • The person in good faith believes that the power of attorney is not valid.

(C)       A person that fails to comply with this section is subject to both of the following:

  • A court order mandating the acceptance of the power of attorney;
  • Liability for reasonable attorneys’ fees and costs incurred in any action or proceeding that confirms the validity of the power of attorney or mandates acceptance of the power of attorney.

On January 16, 2018, the Ohio House of Representatives referred H.B. 446 to the Civil Justice Committee, which is where the bill remains today.  The Committee held its first hearing regarding the same on January 24, 2018.

The primary sponsors of the bill are Rep. William Seitz (R) and Rep. John Rogers (D).  The co-sponsors are Rep. Nickie Antonio (D), Rep. John Becker (R), Rep. John Boccieri (D), Rep. Nicholas Celebrezze (D), Rep. Teresa Fedor (D), Rep. Bernadine Kent (D), Rep. Michael Sheehy (D), and Rep. Kent Smith (D).

Ohio employment law attorney addresses the #MeToo movement and the issue of sexual harassment in the workplace next Tuesday, April 10 at 7 PM before Empower U at the Empower U studio at 225 Northland Blvd., Cincinnati, OH 45246.

Here is the Empower U summary of the course:

Harvey Weinstein . . . Al Franken . . . .Kevin Spacey . . . Aziz Ansari . . . .Louis CK . . . . Garrison Keillor . . . the #MeToo Movement . . . These stories and countless others like them have caused an enormous change in how sexual harassment is viewed in America, and how it is addressed by employers and employees. What can the rest of us learn from Hollywood’s Harassment Problem?
This course is literally as timely as today’s headlines! We will be discussing in detail the implications of the recent explosion in sexual harassment allegations against prominent celebrities, businessmen, politicians, and judges – yes, Judges. Attendees will learn what each of us can do to make sure that we and our companies are not in the news ourselves – six weeks, six months, or six years from now. Among the specific topics we will analyze and discuss are:

How can an employer best protect itself from sexual harassment claims in the Harvey Weinstein era?

What are the implications of the #MeToo movement for the modern workplace?

What is “sexual harassment”? What does that term actually mean in the law, as opposed to what it means in ordinary conversation?

When is a company or employer legally responsible or liable for sexual harassment committed by one of its employees?

How does the term “hostile work environment” relate to sexual harassment?

What differences exist between sexual harassment committed by a supervisor or manager, and harassment committed by a lower-level employee?

Can an employer be held legally responsible or liable for sexual harassment committed against one of its employees by an individual who is NOT an employee of the Company?

What written policies should an employer have in place regarding sexual harassment, and how should those policies be communicated to its employees?

What does a proper internal investigation of a sexual harassment complaint look like?

How is sexual harassment analyzed when the alleged harassment involves people of the same sex?

The course is free.  You can register through this link.  You can watch virtually by logging into this site after 6:50 PM.

Thanks for Steve Imm and to Empower U for bringing this important course.

Representing a Cuyahoga County community newsletter publisher, Finney Law firm has filed an appeal of the recent Eighth District Court of Appeals’ ruling in State ex rel. Meade v. Village of Bratenahl, et al.Case No. 2018-0440

Community newsletter publisher brings suit

In 2016, Pat Meade, publisher of MOREBratenahl a community newsletter focused on the community of Bratenahl, Ohio, in Cuyahoga County, brought suit against the Village Council for numerous violations of the Ohio Sunshine Law (R.C. 121.22).

Meade’s suit focused on secret ballot voting by the council as well as inaccurate and insufficient minutes by the council and its finance committee. The case presented a somewhat unaddressed issue of the Sunshine Law: can public bodies vote by secret ballot?

Prior authority

The almost universally instinctive answer is “No!” And indeed, the only caselaw or other authority on the subject also came down against secret ballot voting. In 2011, the Ohio Attorney General issued an opinion concluding that the  “‘open meetings’ requirement of R.C. 121.22 is not satisfied when members of a public body . . . vote by secret ballot.” 2011 Ohio Op. Atty Gen. No. 38. And that in fact, “[c]onstruing R.C. 121.22 as permitting a public body to vote by secret ballot also produces an unreasonable and absurd consequence.” Id.

Just twelve days prior to the issuance of the 2011 Attorney General’s Opinion, the Hamilton County Common Pleas Court issued its own ruling on the question. Again, finding that the statutory requirement that the Sunshine Law be “liberally construed to require public officials to take official action and conduct all deliberations only in open meetings encompass both discussion and voting.” Forest Hills Journal v. Forest Hills Local School Dist. Bd. of Edn., C.P. No. A-1100109, 2011 Ohio Misc. LEXIS 799, at *4 (Oct. 6, 2011).

Secret ballots in Bratenahl

The Village Council, at its January 2016 meeting voted by secret ballot in choosing their president pro tempore, even after one member questioned the legality of a secret ballot vote.

Meade, brought suit, and, during discovery the Village turned over copies of the ballot slips – appended with post-it-notes identifying the councilmember to whom each slip belonged. But in a bizarre set of circumstances, the appended ballots suggest that one member voted twice in the second round; and one ballot in each of the other rounds is unidentified.

Additionally, at one meeting, the Village entered into executive session without the minutes indicating the roll call vote; and the minutes of the council’s finance committee were simply recitations of the motions and votes, with nothing of the substance of the discussions.

Trial and Appellate Court’s response

The Cuyahoga County Common Pleas Court, in a un-detailed decision, simply granted summary judgment to the Village on all claims.

Plaintiff appealed the decision to the Cuyahoga County Court of Appeals, which affirmed the trial court’s decision, declaring that a secret ballot vote isn’t a secret ballot vote if the public body keeps copies of the ballot slips and later produces them as part of discovery in a lawsuit; and that the minutes of one public body can be used to supplement the minutes of a different public body – and without notice to the public.

Simply put, the Court of Appeals significantly altered the landscape of Ohio Sunshine Law, and, from Plaintiff’s perspective, in a manner inconsistent with the statute and Ohio Supreme Court precedent.

Plaintiff petitions Ohio Supreme Court for review of the case

On March 23, Finney Law Firm filed its notice of appeal and memorandum in support of jurisdiction wtih the Ohio Supreme Court. Then on March 26, the Ohio Coalition for Open Government filed an amicus brief urging the Court to accept jurisdiction and review the Cuyahoga County Court of Appeals’ decision. Notably, the Ohio Supreme Court only accepts approximately 7% of all “jurisdictional appeals” such as this case. So even getting the case heard by the Court is a hurdle. Read our memo here, and the OCOG memo here.

Conclusion

Finney Law Firm has a proud history of advocating for open government and we are cautiously optimistic that the Ohio Supreme Court will accept jurisdiction in this case, and that we will be able to once again vindicate the people’s right to know what its government is doing.

Fox19 is reporting today that the City of Cincinnati is considering legislation to regulate Air BNB rental units in the City of Cincinnati.  Features of the proposed ordinance:

  • it would regulate short term rentals of entire dwelling units for periods of 30 days or less at a time.
  • Rentals for each unit would be limited to 90 days out of any calendar year.
  • Unit owners would have to license each unit and renew the license every year.
  • Unit owners would have to submit to annual zoning, building, safety, and housing code inspections.
  • Unit owners would have to have liability insurance on the property,
  • Unit owners would be required to pay taxes on the rental income, including a transient occupancy tax.

The purposes for the ordinance  from the Fox19 are:

  • to reduce the negative impact of short term rentals
  • to protect residential tenants who otherwise would be evicted to allow for conversion of their  units for AirBNB occupants
  • to keep AirBNB renters safer.

Read the Fox19 article here.

March 11-17 is Sunshine Week, highlighting and celebrating laws aimed at preserving transparency and accountability in government.

In Ohio R.C. 121.22 (the Open Meetings Act) and 149.43 (the Public Records Act), are the main sources of law protecting the citizenry’s right to know and appreciate what is being done in its name.

In the past year, Finney Law Firm’s public interest practice group has obtained results for our clients, obtaining public records, and forcing open the doors of government.

State ex rel. Coalition Opposed to Additional Spending and Taxes v. Winton Woods School District – Several and Serial violations of the Open Meetings Act; illegal executive sessions, including numerous executive sessions in which the school board simply recited the laundry list of personnel related matters set forth in the Open Meetings Act.

State of Ohio ex rel. Mick Higgins v. City of Springdale – voting by secret ballot; illegal executive sessions.

Even without litigation, we have obtained results for our clients in drafting and submitting public records requests to public bodies throughout Ohio to allow our clients to better monitor their local officials.

Currently we are preparing for an appeal to the Ohio Supreme Court in a case involving deficient meeting minutes and secret ballot voting by a village council in northern Ohio. Expect to hear more about that case soon.

Click here to learn more about Ohio’s Sunshine Laws in the “Yellow Book” distributed by State Auditor David Yost and Attorney General Mike DeWine.

Click here to read more about Ohio’s Sunshine Laws.

Need help with your local government? Contact us here.