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Merely Identifying Each Element Of A Claim In The Prior Art Is Insufficient To Establish Unpatentability

Client Alert | 1 min read | 12.13.06

In Sanofi-Synthelabo et al v. Apotex, Inc. et al (No. 06-1613; Dec. 8, 2006), the Federal Circuit affirms a district court's granting of a preliminary injunction, holding that Apotex failed to establish a likelihood of proving, inter alia, the patent invalid as obvious over the prior art. Sanofi sued Apotex on a patent claim directed to a particular enantiomer of MATTPCA (clopidogrel bisulfate) and requested that the district court grant preliminary injunction to prevent Apotex from marketing its generic clopidogrel bisulfate product. In challenging the “likelihood of success on the merits”, Apotex argued, inter alia , that the claim at issue was rendered obvious by another patent.

In affirming, the Federal Circuit panel upholds the district court's determination that “nothing existed in the prior art that would make pursuing the enantiomer of MATTPCA an obvious choice, particularly in light of the unpredictability of the pharmaceutical properties of the enantiomers and the potential for enantiomers to racemize in the body.” The Court continues: “it is insufficient to merely identify each element in the prior art to establish unpatentability… a party must articulate the reasons why one of ordinary skill in the art would have been motivated to select the references and combine them to render the claimed invention obvious.”

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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].”...