Mark S. Goldstein was recently interviewed for an article by Law360 regarding new Labor Law protections for child models. As we previously mentioned, on October 21, 2013, New York Governor Andrew Cuomo signed into law amendments to New York’s labor laws to specifically cover child models. The legislation protects runway and print models who are under the age of 18 in accordance with the same state labor laws that already protect other young entertainers. Mark told Law360 that, among other things, he hopes that the Department of Labor works with fashion industry insiders to maximize effective implementation and enforcement of the new law.
Continue Reading New NY Labor Laws in the Spotlight at Fashion Week

On December 5, the House of Representatives voted to pass H.R. 3309, also known as “The Innovation Act”, whose supporters believe will help to address the issue of Patent Assertion Entities (also referred to as “Patent Trolls”) by placing a greater burden and risk on the asserting parties.  For more information on the bill and

Widely known as California’s "Eraser Button" law, SB 568 recently cleared the governor’s desk and has been signed into law. The new law, which takes effect on January 1, 2015, adds two key privacy-related requirements for operators of websites, online services, and mobile apps directed toward minors. Find out whether it will apply to your business

On October 21, New York Governor Andrew Cuomo signed into law amendments to New York’s labor laws to specifically cover child models. The legislation aims to protect runway and print models who are under the age of 18 in accordance with the same state labor laws that already protect other young entertainers, including actors, dancers, musicians, singers, and voice-over artists. Specifically, the law, which goes into effect 30 days from its October 21 signing, contains mandated education, oversight, and financial protections, and requires employers to obtain work-related certificates of eligibility and maintain proper records of all work performed by child models. Among other provisions, this legislation requires: (i) chaperones to monitor the workplaces of models under 16 years of age; (ii) employers to provide nurses with pediatric experience and, under certain circumstances, teachers, as well as a dedicated space for instruction; (iii) employers to deposit at least 15 percent of the child’s gross income into a financial trust created by the model’s parents or guardians; and (iv) employers to provide notice to the NYS Labor Commissioner at least two business days prior to employing an underage model. Employers that violate the provisions of this legislation will be subject to monetary fines, generally ranging between $1,000 – 3,000 per violation.
Continue Reading New York State Extends Labor Law Protections to Child Print Models

For companies that are frustrated by the burdensome commercial co-venture (CCV) licensing and registration requirements of some states, Maine has just provided a little relief. Maine has repealed its CCV licensing requirements, effective as of October 8, 2013. This means that a CCV in Maine will no longer have to be licensed in the state. Under Maine law, a commercial co-venturer is any “person or entity who, for profit, is regularly and primarily engaged in trade or commerce in [Maine], other than in connection with the raising of funds for charitable organizations or purposes, and who conducts a sale, performance, event or collection and sale of donated goods that is advertised in conjunction with the name of any charitable organization.” Currently, Maine’s CCV statute requires CCVs to pay a $250 license and application fee, post a $25,000 surety bond, and file a copy of the contract with the charity and an annual fundraising activity report.
Continue Reading Maine Has Good News for Commercial Co-venturers

Television broadcasters have long been able to track their shows’ popularity. But a new bill introduced in Congress last week aims to regulate technology that would go even farther by using actual cameras and microphones on TV set-top boxes or DVRs to record viewers’ reactions to advertisements.

On June 13, the We Are Watching You Act (H.R. 2356) was introduced by Representatives Walter B. Jones (R-N.C.) and Michael Capuano (D-Mass.). That bill, if enacted, would require companies to obtain viewer consent before using surveillance devices embedded in set-top boxes and DVRs to track people’s moods and reactions. The cameras and microphones would send cable companies data on the audience’s activities, including comments, facial expressions, food consumption, and general moods, as well as their age and gender. According to Congressman Capuano, such technology is not yet in use–last year, the U.S. Patent and Trademark Office rejected one company’s patent application for such a system, and other companies have also reportedly explored similar technology. But the two lawmakers hope to put regulations in place preemptively, informing consumers and allowing them to opt out of such surveillance should it become a reality. Said Congressman Capuano, “[t]his may sound preposterous, but it is neither a joke nor an exaggeration. These DVRs would essentially observe consumers as they watch television as a way to super-target ads. It is an incredible invasion of privacy.”
Continue Reading Congressmen Propose the ‘We Are Watching You Act’

Prop. 37 (The California Right to Know Genetically Engineered Food Act) is a November 2012 California ballot measure that requires clear labels informing consumers if foods are genetically engineered.

Under Prop. 37, retail food in California is misbranded if it has been entirely or partially produced with genetic engineering and that fact is not disclosed. There are different disclosure requirements for raw agricultural commodity and for processed food. In addition, if the food is “genetically engineered” or “processed food,” as those terms are defined under the statute, the food may not, on its label, accompanying signage, or in any advertising materials, state or imply that the food is “natural,” “naturally made,” “naturally grown,” “all natural,” or any words of similar import that would have any tendency to mislead any consumer. The application of this section with respect to “processed food” is subject to some ambiguity as the definition of that term seems overly broad. Under Prop. 37, “processed food” means “any food other than a raw agricultural commodity and includes any food produced from a raw agricultural commodity that has been subject to processing such as canning, smoking, pressing, cooking, freezing, dehydration, fermentation or milling.” The issue with this definition is that it is not limited to genetic engineering. The plaintiffs bar may try to capitalize on this ambiguity by bringing claims over foods that meet the plain language of the definition – even where no genetic engineering is involved – such as frozen vegetables, cooked foods, dried fruits, and fermented vegetables, just to name a few.
Continue Reading Prop. 37 and the Litigation Risks of Marketing “Natural” Foods

Just before Labor Day, the Federal Trade Commission (FTC) filed false advertising charges against the marketers of “Your Baby Can Read!” The program, widely promoted via infomercials and the Internet, purports to use videos, flash cards and pop-up books to teach babies as young as 3 months old how to read. The complaint charges Your Baby, LLC, its former CEO, and the program’s creator, Dr. Robert Titzer, with false and deceptive advertising and deceptive expert endorsements. According to the complaint, the defendants failed to provide competent and reliable scientific evidence that babies can learn to read using the program, or that children at age 3 or 4 can learn to read books such as Charlotte’s Web or Harry Potter.
Continue Reading Sorry, Your Baby Can’t Read

Earlier this year, Maryland enacted Labor and Employment Code §3-712, becoming the first state to pass a law explicitly prohibiting employers from requesting or requiring employees or applicants to disclose their usernames and passwords for their personal social media accounts. The law also prohibits an employer from discharging, disciplining, or penalizing the employee (or threatening to do so) or refusing to hire an applicant for refusal to disclose this information.
Continue Reading A Growing Trend – Employers Prohibited from Requesting Employee or Applicant Social Media Log-In Information