1. Home
  2. |Insights
  3. |Obviousness Established Through Routine Testing

Obviousness Established Through Routine Testing

Client Alert | 1 min read | 03.29.07

In Pfizer, Inc. v. Apotex, Inc., (No. 06-1261; March 22, 2007), a Federal Circuit panel holds Pfizer’s patent to Norvasc (amlodipine besylate) invalid. The validity analysis focuses on whether claims to the drug Norvasc, an acid addition salt of amlodipine and benzene sulphonate, are invalid as obvious. The decision begins by explaining that the lower court improperly relied on the U.S. Patent and Trademark Office examiner’s finding of prima facie obviousness because a court is not bound by an examiner’s findings during ex parte patent application proceedings.

Pfizer argued that the combination of amlodipine and benzene sulphonate was not obvious because the results for such a combination were not predictable. The Federal Circuit panel says, however, that the standard is not whether results are predictable, but instead whether a person having ordinary skill in the art would have a reasonable expectation of success. The panel also reasons that such a person, faced with finding a suitable amlodipine salt, would have narrowed the group of salt forming anions to 53 possibilities. Given this limited number of possibilities that skilled person would have had a reasonable expectation of success in arriving at amlodipine besylate through routine testing.

Pfizer’s offering of secondary considerations is also rejected. In particular, the lower court’s reliance on Pfizer’s decision to switch its commercial drug to amlodipine besylate as a secondary consideration of nonobviousness as well as Pfizer’s offering of unexpected superior results is deemed to be error. The panel finds the evidence that the results were unexpected to be inadequate and that, instead, a skilled person would have expected to discover the result through routine testing. An alternative holding is offered, namely that even if Pfizer showed unexpected superiority for amlodipine besylate, this secondary consideration does not overcome the strong showing of obviousness.

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].”...