Lost Profits Not Recoverable For Convoyed Sales Without Adequate Relationship Between Components
Client Alert | 1 min read | 01.30.08
In American Seating Co. v. USSC Group, Inc. (Nos. 2007-1112, 2007-1135; January 29, 2008), the Federal Circuit affirms, inter alia, a motion for judgment as a matter of law setting aside a portion of a jury verdict compensating patentee American Seating for convoyed sales of passenger seats related to USSC's infringement of a patent for an ADA-compliant, wheelchair restraint device for mass transit vehicles.
The Court observes that a "patentee may recover lost profits on unpatented components sold with a patented item, a convoyed sale, if both the patented and unpatented products 'together were considered to be components of a single assembly or parts of a complete machine, or they together constituted a functional unit.'" Reviewing the evidence, the Court notes that the patent does not cover passenger seats, the restraint device operates independently of the passenger seats, and bus buyers do not require passenger seats and restraint devices be purchased from the same company. Thus, without an interrelated or functional relationship between the seats and the restraint device, the Court finds that "the district court was correct that the jury has no basis to conclude that lost profits on collateral sales of passenger seats were due American Seating."
Insights
Client Alert | 3 min read | 06.12.26
DOJ Guidance Backs Away From Disparate Impact Liability
On June 9, 2026, the U.S. Department of Justice (DOJ) issued a formal opinion concluding that the Equal Opportunity Employment Commission’s (EEOC) existing interpretations of Title VII of the Civil Rights Act of 1964 (Title VII) disparate-impact liability, including the Uniform Guidelines on Employee Selection Procedures (UGESP), are unconstitutional. According to the opinion, EEOC’s prior interpretations contemplate liability based on disproportionately adverse effects alone, without regard to an employer’s likely intent, rather than treating disparate impact as an evidentiary mechanism to “smoke out” intentional discrimination. DOJ found that this approach functions as a “qualified racial-proportionality mandate” that places “a racial thumb on the scales, often requiring employers to evaluate the racial outcomes of their policies, and to make decisions based on (because of) those racial outcomes.” The opinion fulfills one mandate of Executive Order 14281, which rejected disparate-impact liability insofar as it “creates a near insurmountable presumption that unlawful discrimination exists wherever there are any differences in outcomes among different [demographic groups].”
Client Alert | 4 min read | 06.12.26
Auto Dealers: The FTC Is Back in the Driver’s Seat — Warning Letters Signal Renewed Federal Scrutiny
Client Alert | 13 min read | 06.12.26
Client Alert | 4 min read | 06.12.26
