Companies looking to waive class action rights of employees may instead be waving goodbye to provisions in their employment contracts. Two recent decisions in California—one administrative and one in the 9th Circuit—recently found that class action waivers in employment contracts were unenforceable as a matter of law and public policy, resulting in the removal of entire or partial contractual provisions. A similar issue will soon be heard by the Supreme Court.

spokeo-4No harm, no foul? Not according to the FTC.

On July 29, 2016, the Commission held that a showing of tangible injury was not necessary in order for company acts and practices to be considered unfair. The case, In the Matter of LabMD, Inc., arose after a data security company accessed and downloaded a file from a former medical testing company, LabMD. The file contained 1,718 pages of personal information belonging to approximately 9,300 consumers, including names, addresses, dates of birth, social security numbers and medical information. The FTC’s ruling overturned a prior decision by Chief Administrative Law Judge D. Michael Chappell, who had found that LabMD’s supposed failure to institute reasonable data security measures was not likely to cause substantial injury to consumers.