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Sixth Circuit Creates Circuit Split, Allows Former Employee's FCA Retaliation Claim | McGuireWoods LLP


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The U.S. Court of Appeals for the Sixth Circuit held, in connection with an interlocutory appeal, that the False Claims Act (FCA) anti-retaliation provisions protect relators from post-employment retaliatory conduct.  In
United States ex rel. Felten v. William Beaumont Hosp., 993 F.3d 428 (6th Cir. 2021), the Sixth Circuit reversed the district court’s dismissal of relator, David Felten’s complaint involving allegations that he was “blacklisted” by Beaumont Hospital post-employment when seeking other employment, reasoning that the FCA’s anti-retaliation provisions cover actions taken after the course of employment concludes. The opinion diverges from both a 2018 Tenth Circuit opinion and a strong dissent from Judge Griffin. ....

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A New Circuit Split: FCA Protects Former Employees from Post-Employment Retaliation in the Sixth | Dorsey & Whitney LLP


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Over a vigorous dissent last week, a panel of the U.S. Court of Appeals for the Sixth Circuit vacated a ruling from the U.S. District Court for the Eastern District of Michigan and held the False Claims Act’s anti-retaliation provision protects former employees alleging post-termination retaliation.
United States ex rel. Felten v. William Beaumont Hosp., No. 20-1002, 2021 U.S. App. LEXIS 9387 (6th Cir. Mar. 31, 2021). The decision creates a circuit split with the Tenth Circuit.
See Potts v. Center for Excellence in Higher Education, Inc., 908 F.3d 610 (10th Cir. 2018) (“We conclude that the False Claims Act’s anti-retaliation provision unambiguously excludes relief for retaliatory acts occurring after the employee has left employment.”). ....

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Powerhouse Points: NLRB Hearings To Proceed Virtually, Despite Litigants' Exceptions - Employment and HR


Powerhouse Points:
Labor practice hearings have resumed, but can now take place
virtually
The NLRB s decision has given respondents even more
uncertainty because requires respondents show concrete concerns,
but the decision only increases ambiguity for respondents.
Respondent s counsel should assess the impacts of a virtual
labor practice hearing on its case.
In May of 2020, the National Labor Relations Board
( NLRB ) announced that it would no longer postpone
unfair labor practice hearings due to COVID-19, and that effective
on June 1, 2020, these hearings could now take place virtually.
1 However, since the NLRB s
announcement, multiple respondents have opposed having virtual
hearings. Several of these respondents argued that virtual hearings ....

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