Bull in a China Shop:
Animals in the Workplace
Cosponsored by the Animal Law Section
Friday, February 19, 2016
8:55 a.m.–Noon
3 General CLE credits
BULL IN A CHINA SHOP: ANIMALS IN THE WORKPLACE
SECTION PLANNERS
Amy Davidson, Tumac Inc., Portland, OR
Adam Karp, Animal Law Offices of Adam P. Karp, Bellingham, WA
Stacy McKerlie, Leiman & Johnson LLC, Eugene, OR
OREGON STATE BAR ANIMAL LAW SECTION EXECUTIVE COMMITTEE
Jaclyn Leeds, Chair
Stacy McKerlie, Chair-Elect
Amy L. Davidson, Past Chair
Adam P. Karp, Treasurer
Denise S. Luk, Secretary
Emily E. Elison
Lisa A. Frost
Patricia Lulay
Shawna Rene Meyer
Mark E. Pilliod
Alissa Migliore Weaver
The materials and forms in this manual are published by the Oregon State Bar exclusively for the use of attorneys. Neither
the Oregon State Bar nor the contributors make either express or implied warranties in regard to the use of the materials
and/or forms. Each attorney must depend on his or her own knowledge of the law and expertise in the use or modification
of these materials.
Copyright © 2016
OREGON STATE BAR
16037 SW Upper Boones Ferry Road
P.O. Box 231935
Tigard, OR 97281-1935
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TABLE OF CONTENTS
Schedule . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . v
Faculty . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . vii
1.
Whistleblowing and Ag-Gag: Legislation and Litigation . . . . . . . . . . . . . . . . . . . . 1–i
— Stefanie Wilson, Animal Legal Defense Fund, Cotati, California
2.
“Working Like a Dog”: Labor and Wage and Hour Laws as Applied to Animals . . . . . . 2–i
— Stacy McKerlie, Leiman & Johnson LLC, Eugene, Oregon
3.
Service Animals in the Workplace—Presentation Slides . . . . . . . . . . . . . . . . . . . . 3–i
— Scott Aldworth, Kell Alterman & Runstein LLP, Portland, Oregon
4.
Assumption of Risk: The Evolving Firefighter’s Rule as Applied to Veterinary Staff
and Animal Control . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4–i
— Adam Karp, Animal Law Offices of Adam P. Karp, Bellingham, Washington
5.
Vegetarian and Vegan Workplace Discrimination . . . . . . . . . . . . . . . . . . . . . . . . 5–i
— Adam Karp, Animal Law Offices of Adam P. Karp, Bellingham, Washington
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Bull in a China Shop: Animals in the Workplace
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SCHEDULE
8:30Registration
8:55Introduction
9:00
Whistleblowing Animal Abuses in the Workplace: Ag-Gag Legislation and Litigation
Stefanie Wilson, Animal Legal Defense Fund, Cotati, CA
9:45
“Working Like a Dog”—Applying Labor and Wage and Hour Laws to Animals
Stacy McKerlie, Leiman & Johnson LLC, Eugene, OR
10:15Break
10:30 Service Animals in the Workplace
Scott Aldworth, Kell Alterman & Runstein LLP, Portland, OR
11:00 Assumption of Risk: The Evolving Firefighter’s Rule as Applied to Veterinary Staff and
Animal Control
Adam Karp, Animal Law Offices of Adam P. Karp, Bellingham, WA
11:30 Vegetarian and Vegan Workplace Discrimination
Adam Karp, Animal Law Offices of Adam P. Karp, Bellingham, WA
NoonAdjourn
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Bull in a China Shop: Animals in the Workplace
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FACULTY
Scott Aldworth, Kell Alterman & Runstein LLP, Portland, OR. Mr. Aldworth’s practice focuses on
employment law, including claims involving wage and hour disputes, discrimination, harassment,
and Americans with Disabilities Act (ADA) complaints, and civil rights law, including claims brought
under the ADA and the Fair Housing Act. Mr. Aldworth is coauthor of “Let Them In: Rights of the Deaf
and Hearing Impaired,” Spring 2015 OTLA Guardian, and author of “Supreme Court Allows DisparateImpact Claims in Fair Housing,” July 2015 Oregon Civil Rights Newsletter.
Adam Karp, Animal Law Offices of Adam P. Karp, Bellingham, WA. Mr. Karp exclusively practices animal
law throughout the states of Washington, Oregon, and Idaho. Mr. Karp founded and was the first chair
of the Washington State Bar Association Animal Law Section, founded the Idaho State Bar Animal Law
Practice Section and serves on its executive committee, is a member of the Oregon State Bar Animal
Law Section, and is vice chair of the American Bar Association Animal Law Committee. Mr. Karp also
serves on arbitration panels in several Washington counties and as a mediator to resolve animal-related
disputes. He teaches animal law at the University of Washington School of Law and Seattle University
School of Law and lectures on animal law at Edmonds Community College. Mr. Karp regularly writes
and speaks on the topic of animal law. Mr. Karp is the 2012 recipient of the American Bar Association
Tort Trial and Insurance Practice Section Animal Law Committee Excellence in the Advancement of
Animal Law Award.
Stacy McKerlie, Leiman & Johnson LLC, Eugene, OR. Ms. McKerlie represents employees individually
and in class actions against employers in claims for violations such as failure to pay overtime,
misclassification, and employer retaliation. Ms. McKerlie is chair-elect of the Oregon State Bar Animal
Law Section.
Stefanie Wilson, Animal Legal Defense Fund, Cotati, CA. Ms. Wilson assists the Animal Legal Defense
Fund with its casework as a litigation fellow. In addition to her JD, she holds an MS in Animals and
Public Policy from Cummings School of Veterinary Medicine at Tufts University.
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Chapter 1
Whistleblowing and Ag-Gag:
Legislation and Litigation
Stefanie Wilson
Animal Legal Defense Fund
Cotati, California
Contents
Presentation Slides . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1–1
Document Links . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1–9
Chapter 1—Whistleblowing and Ag-Gag: Legislation and Litigation
Bull in a China Shop: Animals in the Workplace
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Chapter 1—Whistleblowing and Ag-Gag: Legislation and Litigation
Whistleblowing and Ag-gag:
Legislation and Litigation
February 19, 2016
Stefanie Wilson
Litigation Fellow, ALDF
Overview
• What are ag-gag laws and
why do we have ‘em?
• History of ag-gag statutes
• Litigating ag-gag
• Whistleblowing beyond aggag
Bull in a China Shop: Animals in the Workplace
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Chapter 1—Whistleblowing and Ag-Gag: Legislation and Litigation
Ag-Gag
• 3 basic forms:
– Criminalize misrepresenting who
you are and then recording (e.g.,
Idaho)
– Quick reporting (e.g., Missouri)
– Civil liability (e.g., North Carolina)
• Broad reach
Why??
Bull in a China Shop: Animals in the Workplace
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Chapter 1—Whistleblowing and Ag-Gag: Legislation and Litigation
Investigations produce:
•
•
•
•
•
•
Criminal prosecutions
Civil lawsuits
Facility closures
Meat recalls
Corporate shaming
Greater (and more
mainstream) media coverage
Ag-Gag Laws
•
•
•
•
•
•
•
•
•
•
Kansas (1990)
North Dakota (1991)
Montana (1991)
Iowa (2012)
Utah (2012)
Missouri (2012)
South Carolina (2012)
Arkansas (2013)
Idaho (2014)
North Carolina (2015)
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Chapter 1—Whistleblowing and Ag-Gag: Legislation and Litigation
The bright side…
• In 19 other states, ag gag
legislation has failed.
Source: ASPCA
Idaho Code § 18-7042
• Created new crime of “interference with
agricultural production”
• Applies to “agricultural production
facilities”
• Entering or getting a job at an APF by
“misrepresentation”
• Making audio or video recording of the
APF’s operations without facility
owner’s consent or pursuant to judicial
process or statutory authorization
Bull in a China Shop: Animals in the Workplace
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Chapter 1—Whistleblowing and Ag-Gag: Legislation and Litigation
Arguments against Ag-Gag
• First Amendment: Free Speech
• Supremacy Clause: Preemption
• Fourteenth Amendment: Due
Process & Equal Protection
ALDF v. Otter,
2015 WL 4623943 (D. Id.)
• Idaho’s ag-gag statute is
unconstitutional
• Grounds:
– First Amendment
– Equal protection
Bull in a China Shop: Animals in the Workplace
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Chapter 1—Whistleblowing and Ag-Gag: Legislation and Litigation
ALDF v. Otter,
2015 WL 4623943 (D. Id.)
• Key findings:
– Criminalized protected speech
based on its content and viewpoint
– State’s interest in protecting property
and privacy of agricultural facilities
did not justify the law
– No legitimate explanation why
agricultural facilities deserve more
protection than other places
ALDF v. Otter,
2015 WL 4623943 (D. Id.)
• Key findings cont’d:
– State’s intent was to silence activist
and whistleblowers (animus!)
– Denies equal protection of the laws
in plaintiffs’ exercise of their
fundamental right to free speech
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Chapter 1—Whistleblowing and Ag-Gag: Legislation and Litigation
New arenas
• “Ag-gag-esque” laws or policies in
other contexts
– Wyoming’s data censorship statutes
– Wisconsin’s “right to hunt” law
– Shelters (?)
Shelter-gag?
• Do animal shelter policies that
limit what employees and/or
volunteers can say run afoul of
the First Amendment?
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Chapter 1—Whistleblowing and Ag-Gag: Legislation and Litigation
Shelter-gag?
• Nguyen v. County of Los Angeles (Cal.
Super. Ct. 2007)
• Settlement: restored full volunteer status
• Fancy Cats v. Baltimore County Animal
Control (D. Md. 2015)
• $25k in damages plus attorneys’ fees
Fin
• Further reading:
– Blood, Sweat, and Fear, a report by Human
Rights Watch
– Unsafe at These Speeds, a report by Southern
Poverty Law Center
– Lives on the Line, a report by Oxfam America
[email protected]
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Chapter 1—Whistleblowing and Ag-Gag: Legislation and Litigation
Document Links
•
State of Wisconsin 2015 Senate Bill 338
http://tinyurl.com/AL16-1-SB338
•
Animal Legal Defense Fund, et al., v. C.L. Butch Otter, in his official capacity as
Governor of Idaho; and Lawrence Wasdon, in his official capacity as State of Idaho,
Case No. 1:14-cv-00104-BLW (D. Id.) Memorandum Decision and Order (8/3/15)
http://tinyurl.com/AL16-1-ALDF
•
Cathy Nguyen, an individual, Rebecca Arvizu, an individual, on behalf of herself and
other Los Angeles County Taxpayers; and No Kill Advocacy Center, a nonprofit
charitable organization, v. County of Los Angeles; Los Angeles County Department of
Animal Care and Control; Marcia Mayeda, in her official capacity as Director, Los
Angeles County Department of Animal Care and Control; and Does 1 through 10,
inclusive, Case No. BS 112581 (Los Angeles Superior Court, 2008)
•
Notice of Ruling on Plaintiff’s Motion for Preliminary Injunction (3/11/08)
http://tinyurl.com/AL16-1-Nguyen-1
•
Stipulated Order on Petition for Writ of Mandate and Complaint for Injunctive Relief
(10/5/08)
http://tinyurl.com/AL16-1-Nguyen
•
Fancy Cats Rescue Team, Inc., et al., v. Baltimore County, Maryland, et al., Case
1:14-cv-01073-BPG (D. Md.) Order of Judgment (6/4/15)
http://tinyurl.com/AL16-1-Fancy-Cats-2
•
Fancy Cats Rescue Team, Inc., et al., v. Charlotte Crenson, et al., Civil No. JKB-141073 (D. Md.) Memorandum and Order (1/21/15)
http://tinyurl.com/AL16-1-Fancy-Cats
•
People for the Ethical Treatment of Animals, Inc.; Center for Food Safety; Animal
Legal Defense Fund; Farm Sanctuary; Food & Water Watch; and Government
Accountability Project v. Roy Cooper, in his official capacity as Attorney General of
North Carolina, and Carol Folt, in her official Capacity as Chancellor of the University
of North Carolina-Chapel Hill, Case No. 16-cv-25 (MD NC), Complaint for Declaratory
and Injunctive Relief Concerning the Constitutionality of a State Statute (1/13/16)
http://tinyurl.com/AL16-1-PETA
•
Western Watersheds Project; National Press Photographers Association; Natural
Resources Defense Council, Inc., People for the Ethical Treatment of Animals, Inc.;
and Center for Food Safety v. Peter K. Michael, in his official capacity as Attorney
General of Wyoming; Todd Parfitt, in his official capacity as Director of the Wyoming
Department of Environmental Quality; Patrick J. Lebrun, in his official capacity as
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Chapter 1—Whistleblowing and Ag-Gag: Legislation and Litigation
County Attorney of Fremont County, Wyoming; Joshua Smith, in his official capacity
as County Attorney of Lincoln County, Wyoming; Clay Kainer, in his official capacity
as County and Prosecuting Attorney of Sublette County, Wyoming; Matthew Mead, in
his official capacity as Governor of Wyoming, Case No. 15-CV-0169-SWS (D. Wyo.)
Order Granting in Part and Denying in Part Defendants' Motion to Dismiss (12/28/15)
http://tinyurl.com/AL16-1-Western
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Chapter 1—Whistleblowing and Ag-Gag: Legislation and Litigation
Bull in a China Shop: Animals in the Workplace
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Chapter 1—Whistleblowing and Ag-Gag: Legislation and Litigation
Bull in a China Shop: Animals in the Workplace
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Chapter 2
“Working Like a Dog”: Labor and Wage
and Hour Laws as Applied to Animals
Stacy McKerlie
Leiman & Johnson LLC
Eugene, Oregon
Contents
Defining Work . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2–1
Laws That Protect Human Employees . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2–2
Laws That Aim to Protect All Animals . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2–3
Categories of Animal Employees . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2–4
Useful Sources . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2–9
Presentation Slides . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2–11
Chapter 2—“Working Like a Dog”: Labor and Wage and Hour Laws as Applied to Animals
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Chapter 2—“Working Like a Dog”: Labor and Wage and Hour Laws as Applied to Animals
DEFINING WORK
•
What is work?
o Definition of “work” from Webster: “a job or activity that you do regularly
especially in order to earn money”
o “Work” as defined for humans in laws:
 Fair Labor Standards Act (FLSA) and Oregon Administrative Rules
(OAR): “Employ” means to “to suffer or permit to work” (no definition
for “work”). The workweek includes all time during which an employee is
necessarily required to be on the employer’s premises, on duty or at a
prescribed work place. The workday means the period between the time
on a day when employees start their “principal activity” and the time on
that day when they cease such principal activity. Includes being on-call,
working when not asked to, and being “engaged to wait” (i.e. fireman
playing checkers while on duty).1
o “Work” as defined for animals. This is hard to define. Is a dog in a puppy mill
“working”? What about a service animal? Companion animal?
o Examples of animals we would probably consider to be workers because they
perform specific tasks:
 Circus animals
 Horse and dog racing
 Animal fighting
 Sea world- marine animal entertainment
 K9 police dogs
 Rodeos
 Service animals
 Animal actors/ models in media
 Animals used for transportation (i.e. horses, donkeys, camels, elephants)
 Show animals (i.e. dogs, cats)
o Not so clear whether employees or not…
 Zoos/ roadside zoos
 Research/ lab animals
 Factory farm animals
 Puppy mills/ breeding animals
 Therapy animals
Technically, captive animals that provide an economic service or good to a human are “working”
24 hours a day! Most are not permitted to leave to pursue other activities. Hence, they are always
either actively working or “engaged to wait” (still considered working).
1
http://www.dol.gov/whd/regs/compliance/whdfs22.pdf
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Chapter 2—“Working Like a Dog”: Labor and Wage and Hour Laws as Applied to Animals
Who protects animal workers? Like us humans, they get sick when they work too hard, are at
risk when they work in dirty or dangerous conditions, and get hurt in the course of working. We
have BOLI, Oregon laws, Federal laws, and unions. What about them?
Examples of Animals Working In the News:
The Carriage Horse Industry: http://aldf.org/blog/5-things-you-didnt-know-about-the-carriagehorse-industry/
“Overworked” Elephant Dies: https://www.thedodo.com/overworked-elephant-dies-touristsvietnam-1034958916.html
Donkeys/ Horses Injured while Carrying Tourists: http://www.dailymail.co.uk/travel/article1178797/Horses-donkeys-abroad-suffering-result-tourist-trade.html
Girl’s Dog Helps her Walk: https://www.thedodo.com/little-girl-couldnt-walk-until-she-met-hergreat-dane-1441536975.html
Dog Wins Title of Ugliest Dog in 2015 Contest: http://www.eonline.com/news/671171/world-sugliest-dog-of-2015-is-quasi-modo-see-pics-of-the-competition-winner-and-other-contestants
LAWS THAT PROTECT HUMAN EMPLOYEES
•
What kinds of laws and agencies do we have in place to protect human employees’ rights
and benefits?
o Laws and Statutes
 Workers compensation laws

Unions/ National Labor Relations Board

Oregon Revised Statutes (ORS)
• Ch. 651 (Bureau of Labor and Industry (BOLI))
• Ch. 652 (hours, records)
• Ch. 653 (employment conditions, minors)
• Ch. 654 (occupational safety and health)

The FLSA:
• Child Labor:
o Children who work must not engage in work that is
detrimental to their health or well-being
o Injuries that occur must be reported to government agencies
in some instances
• Violations of certain provisions can include $10K in penalties or 6
months imprisonment; employees also have the right to seek
damages
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Chapter 2—“Working Like a Dog”: Labor and Wage and Hour Laws as Applied to Animals

Oregon Administrative Rules (OAR) Ch. 839:
• Div. 4- protects workers’ opposition to health and safety hazards
• Div. 5- protects employees from discrimination, sexual harassment
• Div. 6- gives employees disability rights, accommodations
• Div. 18- recordkeeping mandatory for employers
• Div. 20- mandates minimum wages and paying overtime wage
rates; requires certain working conditions, including 10 minute rest
breaks and 30 minute meal breaks
• Civil penalties for violations
o Agencies that Enforce
 Bureau of Labor Industries (BOLI-) state
 Department of Labor (DOL)- federal
LAWS THAT AIM TO PROTECT ALL ANIMALS
•
What kinds of laws/ agencies protect animal “employees”?
o Agencies and Organizations, such as:
 Film and Television Unit of the American Humane Association
 Oregon Racing Commission
 Oregon Police Canine Association
 Dept of Agriculture
 USDA
o Animal Welfare Act (7 USC 54 § 2131- 2159)2:
 Outlines standard of care for certain animals
 Does not protect mice, birds, rats, farm animals, and cold-blooded
animals.
 Standard of care (§2143):
• Minimum requirements for feeding, watering, sanitation, shelter
• Psychological well-being of primates
• Different depending on the type of animal
o Oregon Revised Statutes:
 Offenses Against Animals- Ch. 1673
• Animal abuse: causing physical injury to an animal or cruelly
causing the death of an animal.
o Abuse in 1st degree = Class A misdemeanor
• Animal neglect: failing to provide minimum care for an animal,
which results in serious physical injury or death.
• Animal defined as any nonhuman mammal, bird, reptile,
amphibian or fish.
https://www.aphis.usda.gov/animal_welfare/downloads/Animal%20Care%20Blue%20
Book%20-%202013%20-%20FINAL.pdf
3 http://www.oregonlaws.org/ors/167.305
2
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Chapter 2—“Working Like a Dog”: Labor and Wage and Hour Laws as Applied to Animals
What kinds of things do you think an animal’s “employer” must ensure for the benefit of animal
“employees”? Are they also held to the same basic standard of treatment for any individual
treating any animal in his/her possession?
CATEGORIES OF ANIMAL EMPLOYEES
•
Rules usually grouped by type of animal employee
o Most animals are covered under the Animal Welfare Act or state laws. Under the
law, these covered animals have the right to be provided with minimum
requirements of care. Occasionally, there are also state laws that require specific
protections to certain animal workers. Additionally, any endangered animals are
also covered under the Endangered Species Act (ESA), and are entitled to
additional protection.
o However, industry groups and internal regulatory agencies run the show. Even
when the government uncovers cruelty, exemptions to anti-cruelty laws are often
in favor of the “employer”; thus, the offender is often given a slap on the wrist
and prosecutions are rare4.
•
Types of animal employees (by industry):
o Horse and Dog Racing
 Governed by industry standards and specific state laws
• Oregon Racing Commission responsible for sanctions,
investigating, designating enforcement agents
• ORS Ch. 462: No direct mention of standard of care or violations
 “Soring” (using chemicals, such as kerosene, or pressure, including nails,
to cause extreme pain to a horse’s feet, used for the purpose of forcing
unique stepping movements) has been prohibited under the Horse
Protection Act (HPA)5
• HPA codified in 1970; originally enforced by inspections done
through Animal and Plant Health Inspection Service (APHIS)
• Amended in 1976 to allow horse industry groups to train and
license their own inspectors
 Dog racing illegal in most states (and also sometimes illegal to bet on the
races)
• Legal in Oregon
• Annual Iditarod Trail Sled Dog Race
o Iditarod Trail Committee monitor dogs’ health
• Thousands of greyhounds that are no longer able to work are
sentenced to death annually in the US.
4
5
Sonia S. Waisman, et al., Animal Law: Cases and Materials 118 (5th ed. 2014).
15 U.S.C. §1821-1831
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Chapter 2—“Working Like a Dog”: Labor and Wage and Hour Laws as Applied to Animals
o Dog and Cock Fighting
 Illegal in most, if not all, states
• ORS Ch. 167
• AWA
o K-9 Police Dogs
 Typically when retired (for the day or at the end of career), lives with the
family of human partner
 But when video6 surfaced of North Carolina officer repeatedly kicking his
K9 partner and was subsequently terminated, administrative judge
reinstated him, saying no cruelty had occurred and that the officer was
simply doing his job.
o Service Animals
 Perform “active work” by guiding or completing tasks for individual with
a disability (i.e. leading blind, open doors, retrieve items)
 Constantly “on-call” for most owners; typically able to eat, sleep, nap,
play like a regular pet does when not working.
 When no longer able to serve, usually either adopted and kept by disabled
individual’s family or adopted by others
o Companion Animals
 Do they perform active work? Is affection and companionship an “active
task”?
o Dog and Cat Shows
 Regulated by internal rules of trade organizations, such as the American
Kennel Club (AKC)
• AKC has its own field inspectors to ensure proper care and
conditions of dogs
• Provides for penalty of 10-year suspension from membership, as
well as a $2,000 fine, for anyone convicted of cruelty.
o Rodeos
 Specific exemptions to anti-cruelty laws:
• ORS §167.383- Equine Tipping
o Class B misdemeanor to rope or lasso legs of an equine,
causing them to trip or fall, for purposes of entertainment,
sport, or exhibition.
6
http://www.wral.com/news/local/video/3000646/
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Chapter 2—“Working Like a Dog”: Labor and Wage and Hour Laws as Applied to Animals
o Television and Film
 Many animal production companies “lend” out their animals for use in
movies and shows:
• Wild World of Animals
• Paws for Effect
• Birds & Animals Unlimited
 Screen Actors Guild- clause in contract granting sole authority to the Film
and TV Unit of the American Humane Society (AHS) to monitor
treatment of animal actors. AHS has faced a lot of criticism for turning a
blind eye to abuse, and for favoring the movie industry. For instance:
• Casey v. HBO/American Humane Society- AHA employee sues7
after being fired for uncovering abuse on set of “Luck”, an HBO
series.
• “No Animals Were Harmed”- a program by the American Humane
Society, which offers a database of movies and ratings of how well
the animal actors were treated.8
o Gave no negative review to the movie “The Hobbit: An
Unexpected Journey”, despite almost 30 animals dying on
the set.
 “Crush” Videos
• 18 USC §48: makes illegal electronic depictions of all animal
cruelty
o Transportation Animals
 Horse carriages
• In New York City, administrative code Title 24, Chapter 49
requires that:
o Housing conditions for the horses must be clean, free of
fire hazards, at least 35° Fahrenheit
o Horses be evaluated by veterinarian no less than once a
year
o Horses must not be driven at high speeds
o No more than 10 continuous hours of work per day (24 hrs)
for carriage horses; no more than 8 continuous hours for
riding horses
o Rest periods of 15 minutes for every riding hour (for riding
horses), and 15 minutes for every two “pulling” hours (for
carriage horses)
o During the winter months, horses must have blankets while
stationed outside waiting for passengers
http://www.hollywoodreporter.com/feature/wp-content/uploads/2013/11/LuckCaseyVAHAHBO-SecondAmendedComplaint.pdf
8 http://www.humanehollywood.org/index.php/movie-reviews
9 https://www1.nyc.gov/html/doh/downloads/pdf/about/healthcode/health-codechapter4.pdf
7
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•

In Massachusetts, 520 CMR 1310 requires:
o No single fare shall exceed 30 minutes, and there must be
at least a 5 minute break between fares
o No work during adverse weather conditions (i.e. ice, heavy
rain, extreme heat); shall not be worked in temps over 90°
F, and in temps below 18° F
Mule rides
• In Grand Canyon, Xanterra South Rim, LLC (a private corporation
with its own policies) requires that riders must not weigh more
than 200 lbs, fully dressed, to ride mule, and provide rest breaks
for mules after 35-45 minutes of riding.
o Breeding Animals/ Puppy Mills
 Protected under the AWA:
• Puppy Protection Act (2001): amends the AWA to prohibit
unsanitary conditions, age limits, etc.
o Aquariums
 Similar to zoos, but some animals here are seen more as employees
because they perform “active work” (i.e. tricks and stunts for audiences)
 AWA
 Marine Mammal Protection Act
 Orca Welfare and Safety Act
o Circuses, Zoos and Exhibition Entertainment
 Protected under AWA
• 7 USC §2132(g-h): “exhibition purposes”
• 7 USC §2132(i-j): “transport of animals”
 Some animals also given additional protection under the ESA (i.e. more
oversight from the gov’t in complying with laws)
 Circuses
• Bullhooks no longer legal to use to train elephants
 PETA v. Berosini11
• Berosini, an entertainer who used orangutans in his shows, was
filmed abusing his orangutans before beginning his show
• 27 Hastings Comm. & Ent. L.J. 40512: law review article
discussing how chimpanzees and other exotic animals are
exploited for entertainment purposes
http://www.mass.gov/courts/docs/lawlib/500-599cmr/520cmr13.pdf
http://www1.law.umkc.edu/Faculty/levit/DefamationPrivacy/Winter2005/PETAv
Bobby.pdf
12 https://www.animallaw.info/article/no-animals-were-harmed-protecting-chimpanzeescruelty-behind-curtain
10
11
Bull in a China Shop: Animals in the Workplace
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Chapter 2—“Working Like a Dog”: Labor and Wage and Hour Laws as Applied to Animals

•
Zoos
• Voluntary membership with the American Zoo and Aquarium
Association
o Self-policing; no legal authority
o Provides internal accreditation
• Inspected by USDA for AWA compliance
• Trainers and professional animal caretakers rarely ever prosecuted
for cruelty.13
o Rose-Tu, an elephant at Portland Oregon Zoo, was severely
abused by handler in the form of 170+ puncture wounds,
lacerations. Handler was charged with second-degree
animal abuse
• SB 230, ORS 167.310(9)
What is the trend in treating animals like employees?
o Current legislation/ pending cases
o Other States:
 Nebraska, New Hampshire, New Jersey, Rhode Island, South Carolina,
Tennessee, Texas, Vermont: have laws specifically against “overworking”
animals
•
13
Call to Action (possible solutions):
o Do not leave it to agencies to self-regulate (which can cause a conflict of interest);
instead appoint government inspectors. It is probably more harmful to have
agencies that are falsely claiming to protect the interests of animals, than having
no formal agencies at all.
o Create authority through BOLI to regulate animal workers differently, similar to
child labor laws; have a complaint procedure (that can effect change) for others
who notice animal cruelty or abuse occurring.
o Make sure employee animals are held to the same standard of treatment as their
non-working counterparts (i.e. no exemptions for cruelty and abuse, despite the
industry and job)
Sonia S. Waisman, et al., Animal Law: Cases and Materials 136 (5th ed. 2014).
Bull in a China Shop: Animals in the Workplace
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Chapter 2—“Working Like a Dog”: Labor and Wage and Hour Laws as Applied to Animals
•
•
•
•
•
•
Useful Sources
Oregon Revised Statutes: www.oregonlaws.org
PDF of the FLSA: http://www.dol.gov/whd/regs/statutes/fairlaborstandact.pdf
The Animal Welfare Act: Background and Selected Animal Welfare Legislation:
http://nationalaglawcenter.org/wp-content/uploads/assets/crs/RS22493.pdf
PDF of the AWA: https://www.gpo.gov/fdsys/pkg/USCODE-2009-title7/html/USCODE2009-title7-chap54.htm
ESA: http://www.nmfs.noaa.gov/pr/pdfs/laws/esa.pdf
American Humane Society’s Movie Review Database:
http://www.humanehollywood.org/index.php/movie-reviews
Bull in a China Shop: Animals in the Workplace
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Chapter 2—“Working Like a Dog”: Labor and Wage and Hour Laws as Applied to Animals
Bull in a China Shop: Animals in the Workplace
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Chapter 2—“Working Like a Dog”: Labor and Wage and Hour Laws as Applied to Animals
“Working Like a Dog”
Laws for Animal Employees
By Stacy McKerlie
February 19, 2016
What is work?
• General definition
• Technical definition for humans under the law
• For animals?
Bull in a China Shop: Animals in the Workplace
2–11
Chapter 2—“Working Like a Dog”: Labor and Wage and Hour Laws as Applied to Animals
Which animals are working?
•
•
•
•
Circus animals
Service animals
K9 Police Dogs
Transportation animals
Which animals are not working?
•
•
•
•
Therapy animals
Zoo animals
Factory farm animals
Breeding animals
Bull in a China Shop: Animals in the Workplace
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Chapter 2—“Working Like a Dog”: Labor and Wage and Hour Laws as Applied to Animals
Who is looking out for
animals that work?
Laws that protect human employees:
•
•
•
•
Bureau of Labor and Industries
Department of Labor
The Fair Labor Standards Act
Oregon Administrative Rules
– Ch. 839
• Oregon Revised Statutes
– Ch. 651, 652, 653, 654
Bull in a China Shop: Animals in the Workplace
2–13
Chapter 2—“Working Like a Dog”: Labor and Wage and Hour Laws as Applied to Animals
Laws that intend to protect all animals,
not just workers:
• Animal Welfare Act
• State law
• Endangered Species Act
Are working animals treated better
than their non-working counterparts?
Bull in a China Shop: Animals in the Workplace
2–14
Chapter 2—“Working Like a Dog”: Labor and Wage and Hour Laws as Applied to Animals
Types of Industries
•
•
•
•
•
•
•
•
•
•
•
Show animals
Rodeos and Circuses
Media
Transportation
animals
• Aquariums and Zoos
Racing
Hunting
Fighting
Guard dogs
Police Dogs
Service
Therapy
Racing Animals
Bull in a China Shop: Animals in the Workplace
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Chapter 2—“Working Like a Dog”: Labor and Wage and Hour Laws as Applied to Animals
Fighting Animals
Law Enforcement Dogs
Bull in a China Shop: Animals in the Workplace
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Chapter 2—“Working Like a Dog”: Labor and Wage and Hour Laws as Applied to Animals
Service/ Therapy Animals
Show Animals
Bull in a China Shop: Animals in the Workplace
2–17
Chapter 2—“Working Like a Dog”: Labor and Wage and Hour Laws as Applied to Animals
Rodeos
Animal Actors: Media
Bull in a China Shop: Animals in the Workplace
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Chapter 2—“Working Like a Dog”: Labor and Wage and Hour Laws as Applied to Animals
Transportation Animals
Aquariums
Bull in a China Shop: Animals in the Workplace
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Chapter 2—“Working Like a Dog”: Labor and Wage and Hour Laws as Applied to Animals
Circuses, Zoos, other
Exhibition Animals
Is there a trend in treating animals
differently because they are
employees?
Bull in a China Shop: Animals in the Workplace
2–20
Chapter 2—“Working Like a Dog”: Labor and Wage and Hour Laws as Applied to Animals
Trends:
• Cases
• Legislation
• Other states/countries
Suggestions for change?
• Decrease the amount of self-regulation
• Minimize conflicts of interest
• More legislation regulating treatment of
animal employees
Bull in a China Shop: Animals in the Workplace
2–21
Chapter 2—“Working Like a Dog”: Labor and Wage and Hour Laws as Applied to Animals
Thank you!
Please feel free to email me with questions! [email protected]
Bull in a China Shop: Animals in the Workplace
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Chapter 2—“Working Like a Dog”: Labor and Wage and Hour Laws as Applied to Animals
Bull in a China Shop: Animals in the Workplace
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Chapter 2—“Working Like a Dog”: Labor and Wage and Hour Laws as Applied to Animals
Bull in a China Shop: Animals in the Workplace
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Chapter 3
Service Animals in the Workplace—
Presentation Slides
Scott Aldworth
Kell Alterman & Runstein LLP
Portland, Oregon
Chapter 3—Service Animals in the Workplace—Presentation Slides
Bull in a China Shop: Animals in the Workplace
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Chapter 3—Service Animals in the Workplace—Presentation Slides
Service Animals in the
Workplace
Scott Aldworth
Kell, Alterman & Runstein, L.L.P.
(503)222-3531
[email protected]
What Laws Apply?
• Section 504 of the Rehabilitation Act
• Americans with Disabilities Act
• Title I – 15 or more employees
• ORS 659A.112
• Each of these laws:
• (1) Prohibit discrimination on account of disability
• (2) Require employers to make reasonable accommodations for employees
with disabilities
Bull in a China Shop: Animals in the Workplace
3–1
Chapter 3—Service Animals in the Workplace—Presentation Slides
What qualifies as a disability?
• Physical or mental impairment that substantially limits one or more
major life activities
• ADA amended in 2008 – substantially broader definition
What can an employer ask?
• If disability or need for accommodation is not obvious, can request
documentation that accommodation is needed
• Not always from doctor
• Can only ask for enough information to determine that an
accommodation is necessary
• With service animals, can also verify that animal is trained and can
behave appropriately in work setting
Bull in a China Shop: Animals in the Workplace
3–2
Chapter 3—Service Animals in the Workplace—Presentation Slides
What is a reasonable accommodation?
• Modifications or adjustments to manner in which position is usually
performed that enable a disabled individual to perform the essential
functions of his or her position
• Focus is on alteration to work environment, not alteration to manner
in which the individual deals with his or her disability
• Employers have a duty to engage in interactive process to find an
accommodation that works
• But cannot substitute their judgment for that of the employee
What is a service animal?
• Narrow definition under Title II and Title III of ADA – “any dog that is
trained to do work or perform tasks for the benefit of an individual
with a disability”
• However, not defined under Title I of ADA
• Arguably, broader definition of “service animal,” as used in FHA and
Section 503 applies
• Any animal that provides assistance or emotional support to a person
with a disability
• Not settled
Bull in a China Shop: Animals in the Workplace
3–3
Chapter 3—Service Animals in the Workplace—Presentation Slides
Employee’s Responsibilities
• Employee is responsible for taking care of service animal, making sure
it is behaved, cleaning up after it
• Part of employer’s duty to accommodate can be giving employee
flexibility to perform these tasks
When can an employer deny accommodation
request?
• Undue hardship
• “Action requiring significant difficulty or expense”
• Varies by size, resources of employer
• High standard to meet
• Direct threat
• If animal threatens other employees, would not qualify
Bull in a China Shop: Animals in the Workplace
3–4
Chapter 3—Service Animals in the Workplace—Presentation Slides
What if another employee is allergic?
• Cannot favor one employee’s disability over another’s disability
• Interactive process – find strategies that work for everybody
Other Employer Responsibilities
• Obligation is not limited to allowing animal
• Must makes accommodations necessary to ensure arrangement is
workable
• Allow breaks, designated spaces to take care of animals’ needs
Bull in a China Shop: Animals in the Workplace
3–5
Chapter 3—Service Animals in the Workplace—Presentation Slides
Legal Options if Accommodation Improperly
Denied
• Administrative Complaint
• ADA requires filing administrative complaint prior to filing lawsuit
• Civil Lawsuit
• ORS 659A.112 – administrative complaint is optional, can go directly to court
• Advantages to Filing Administratively
• Free investigation, power of state/feds behind case
• Advantages to Going Directly to Court
• Quicker, don’t have to divide the pot
Time Limits
• EEOC – 300 days
• BOLI – 1 year
• Civil suit – 1 year
Bull in a China Shop: Animals in the Workplace
3–6
Chapter 3—Service Animals in the Workplace—Presentation Slides
Resources
• Job Accommodation Network – askjan.org
• Free service, works with employers on resolving accommodation issues
• Northwest ADA Center – nwadacenter.org
• Resources, fact sheets
Bull in a China Shop: Animals in the Workplace
3–7
Chapter 3—Service Animals in the Workplace—Presentation Slides
Bull in a China Shop: Animals in the Workplace
3–8
Chapter 4
Assumption of Risk: The Evolving
Firefighter’s Rule as Applied to
Veterinary Staff and Animal Control
Adam Karp
Animal Law Offices of Adam P. Karp
Bellingham, Washington
Chapter 4—Assumption of Risk: The Evolving Firefighter’s Rule . . .
Bull in a China Shop: Animals in the Workplace
4–ii
Chapter 4—Assumption of Risk: The Evolving Firefighter’s Rule . . .
A NIMAL L AW O FFICES
O F A DAM P. K ARP , JD, MS
114 W. Magnolia Street, Suite 425
Bellingham, Washington 98225
Bellingham: (360) 738-7273
Outside Bellingham: (888) 430-0001
E-Fax: (866) 652-3832
Email: [email protected]
Web: www.animal-lawyer.com
Licensed in Washington, Oregon, and Idaho
Friday, February 19, 2016
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Chapter 4—Assumption of Risk: The Evolving Firefighter’s Rule . . .
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Digitally signed by Adam P. Karp
DN: cn=Adam P. Karp, o,
ou=Animal Law Offices,
email=adam@animal
lawyer.com, c=US
$GDP3.DUS(VT Date: 2016.02.08 07:39:19 -08'00'
Bull in a China Shop: Animals in the Workplace
4–6
Chapter 4—Assumption of Risk: The Evolving Firefighter’s Rule . . .
Bull in a China Shop: Animals in the Workplace
4–7
Chapter 4—Assumption of Risk: The Evolving Firefighter’s Rule . . .
Bull in a China Shop: Animals in the Workplace
4–8
Chapter 5
Vegetarian and Vegan Workplace Discrimination
Adam Karp
Animal Law Offices of Adam P. Karp
Bellingham, Washington
Contents
A.
Title VII of the Civil Rights Act of 1964 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5–2
B.
State Antidiscrimination Laws . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5–3
C.
Armon . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5–5
D.
Friedman . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5–6
E.
Chenzira . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5–7
F.
Catalanello . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5–8
G.
Grimsley . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5–9
H.
First Amendment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5–9
Chapter 5—Vegetarian and Vegan Workplace Discrimination
Bull in a China Shop: Animals in the Workplace
5–ii
Chapter 5—Vegetarian and Vegan Workplace Discrimination
A NIMAL L AW O FFICES
O F A DAM P. K ARP , JD, MS
114 W. Magnolia Street, Suite 425
Bellingham, Washington 98225
Bellingham: (360) 738-7273
Outside Bellingham: (888) 430-0001
E-Fax: (866) 652-3832
Email: [email protected]
Web: www.animal-lawyer.com
Licensed in Washington, Oregon, and Idaho
Friday, February 19, 2016
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Chapter 5—Vegetarian and Vegan Workplace Discrimination
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Digitally signed by Adam P. Karp
DN: cn=Adam P. Karp, o,
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ou=Animal Law Offices,
[email protected], c=US
Date: 2016.02.10 22:26:17 -08'00'
Dahlia v. Rodriguez, )GWK&LUTXRWLQJEng v. Cooley, )GWK&LU
Bull in a China Shop: Animals in the Workplace
5–10
Chapter 5—Vegetarian and Vegan Workplace Discrimination
Bull in a China Shop: Animals in the Workplace
5–11
Chapter 5—Vegetarian and Vegan Workplace Discrimination
Bull in a China Shop: Animals in the Workplace
5–12