Thursday, November 24, 2022

A Texas Fight Over Competing Leases

Let’s proceed directly to the takeaways from Fort Apache Energy, Inc. v.  Short OG III, Ltd., et al, a Southern District of Texas bankruptcy district court opinion. (Gray Reed partners Jim Ormiston, Gabe Vick and Kristen Kelly represented Short OG III)

The other guy’s operations will not extend your lease beyond the primary term.

Texas law does not allow an oil and gas lessee to rely on a cotenant’s production to extend the term of the lease. Fort Apache and Short et al owned competing leases on 112 acres in Tyler County. The Southern Star lease expired because Fort Apache did not operate on the land during the primary term and could not rely on its lack of operations to extend the lease. Fort Apache testified that it was not economically viable to drill its own well on already developed land and it had no intention to develop the lease. The fact that an operation is uneconomical is not a reason to justify a lack of production. As cotenant Fort Apache had equal rights and access to produce.  

If you sue me, I have standing to assert lease expiration

Fort Apache argued without success that Short et al lacked standing to challenge a motion for summary judgment on expiration of the Southern Star lease because they were not third-party beneficiaries or contracting parties. Their standing was derived from their defense against Fort Apache’s trespass claim.

No trespass by a cotenant

A cotenant has the right to possess land to extract minerals and only owes an accounting of the proceeds less reasonable costs in production and marketing. Short et al, as owners of a competing lease, did not trespass because they were cotenants. Fort Apache’s trespass claim failed because it did not offer evidence to show that Short et al dispossessed it from the land.

Reliance on repudiation?

A lessee who never intends to drill a well cannot rely on its lessor’s repudiation of an oil and gas lease.

Background

In this limited space I will try (sub-optimally) to do justice to the maze of facts and events behind this ruling. Let’s just say, generally speaking, the following happened:

Hranivitz, Sr. and McBride each owned half of the land and signed competing leases. People died. Their descendants and successors signed some leases and ratified others, some with authority and some without, some timely and some not. More people died, leading to a legal tug of war over who had legal title to the property and the right to dispose of it: the administrator of the estate or the testamentary trustee?

Fort Apache sued alleging seven assorted causes of action: Short et al counterclaimed.

Working interest owner (with Short et al) Aztec filed for bankruptcy. The working interest owners’ counterclaims and third-party claims are still pending in a baknruptcy adversary proceeding.

The Bankruptcy Court issued an opinion that the Southern Star lease was superior to the Miller lease and ratification of the Miller lease was void, but at the time the prevailing lease might have expired.

Conclusion, for now

Short et al’s claim for expiration of the Southern Star lease prevails. Because Fort Apache never conducted operations on the lease after trying and failing to negotiate a joint development agreement with Short et al., the lease expired. Fort Apache’s partial summary judgment motion on trespass is denied.

*

Your musical interlude.



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Tuesday, November 22, 2022

How to Prove That a Decedent Lived in a Specific Texas County

Introduction When it comes to proving that a decedent lived in a specific county in Texas, there are a few things you’ll need to do. First, you’ll need to gather any and all documentation that would show where the decedent resided at the time of their death. This could include things like a lease agreement, […]

The post How to Prove That a Decedent Lived in a Specific Texas County appeared first on Kreig LLC.



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Monday, November 21, 2022

Independent Contractor: the Eye of the Beholder

For some 10-15 years, employers have been trying to save some money by transforming traditional employees into independent contractors.  Different entities use different tests to determine whether an employee is truly an independent contractor. I previously wrote about the various tests here. One commonly used test is that employed by the Texas Workforce Commission. The TWC test looks at:

  • Who tells the employee how to do the job: a true independent contractor determines himself how he will accomplish a given task.
  • Training: who provides the training: a true independent contractor provides his own training.
  • Integration: the services of an independent contractor are easily separated from that of the larger employer.
  • Services rendered personally: a true independent contractor can assign the task to a subordinate and need not perform the service personally.
  • Hiring, supervising: an independent contractor can hire, select, pay the workers himself.
  • Continuing relationship. The work of an independent contractor is usually of a definite time period. It does not continue in perpetuity.
  • Set hours of work: an independent contractor sets his own hours.
  • Full time required: an independent contractor need not work for the employer exclusively.
  • Location of services: an independent contractor performs the work where he chooses.
  • Order of sequence. An independent contractor is concerned only with the final product. The sequence in which the work is performed do not concern him
  • Oral or written reports: an independent contractor is usually not required to submit regular reports or updates.
  • Payment by hour, week or month: an independent contractor is generally paid by the job, not by a set time period.
  • Payment of business & travel expense: an independent contractor is normally paid for his/her business and travel expenses.
  • Tools & equipment: an independent contractor provides his own tools.
  • Significant investment: an independent contractor has a significant investment in his business. An employee has little or no investment in the business for whom the work is performed.
  • Profit or loss: an independent contractor can realize a profit or loss from one job depending on the result.
  • Working for more than one firm at a time: an independent contractor often works for more than one business at a time.
  • Making service available to the public: an independent contractor generally makes his services available to the public at large. An independent contractor may hang a shingle or advertise his services.
  • Discharge without liability: if the work satisfies the contract terms, an independent contractor cannot be fired without incurring liability for breach of contract.
  • Right to quit without liability: an independent contractor is legally responsible for job completion. If he quits, he becomes liable for breach of contract.

These are 20 factors in the TWC test. The other tests also include many different factors. But, generally, the courts look to a few factors more than most: right to hire/fire; providing one’s own tools and equipment for the work; freedom to take on other work; how integral is the work to the business; and how the employee is paid are probably the most important factors.

If the work to be performed is so integral to what the business does, the courts are less likely to see the work as a true independent contractor. For example, if a bakery hires someone to bake a certain type of pastry, that worker is likely to be viewed an an employee. But, if the same Baker hires someone to install a new electrical lamp, that work will be seen as not integral to the sort of work normally performed by that bakery.

See the TWC website here for more information.



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Friday, November 18, 2022

Why You Should Always Consider Mediation Before Litigating a Divorce

Divorce is a complex process that can bring feelings of anger or sadness to everyone involved. Conflict in the divorce can mean more emotional and economic pain, for the litigants and any children involved.

Mediating a divorce is an excellent decision to help avoid an expensive legal battle and reduce that stress by providing the parties to the suit with more control over the case’s outcome.

Learn why mediation is better than divorce, then contact our Dallas divorce mediation attorneys for more information.

Divorce Mediation Overview

Divorce mediation allows separating couples to meet with a neutral third party, with or without counsel, to resolve any issues or items of contention in a divorce. Mediation is preferable to litigation because it is less upsetting and almost always less expensive. Divorce mediation also usually allows the parties to finish their case quicker than a standard divorce.

Another important benefit to mediation is that you and your partner have the ultimate say—subject to agreement and the confines of the law—over your contested issues. Outside of extreme circumstances when mediation may not be the best course of action, any agreement reached in mediation is binding on the Court. This means that you both can keep the power and control over your relationship, and the Court is not making ordering things that no one asked for.

How Mediation Works

Divorce mediation starts when you and your partner agree and select a mediator, or the Court appoints one. While divorce mediation is voluntary in most states, Texas courts have the power to order the parties to mediate their case. This is the limit to what the Court can do, as the Court cannot force parties to reach agreements.

While mediation is highly successful in resolving cases, it is most effective when both parties are willing to negotiate their contentious divorce issues. Usually, the mediator will set up an appointment in a neutral setting with the spouses (and counsel, if any). During this initial meeting, the spouses can talk about their views on common divorce topics that, include:

  • Division of assets
  • Child visitation and custody
  • Child support
  • Alimony

The first discussion helps your mediator to understand how realistic a possible resolution to the case is via mediation. As a further means of “keeping the peace” during these sessions, the mediator will generally have each side in a separate room (or Zoom room, if being done electronically).

There is no time limit on divorce mediation in Texas. Everyone can continue working with the mediator to reach an agreement until an agreement is reached, or the process becomes unworkable. If the issues are too complex or the conflict is too high for agreements to be reached, litigation is still possible. Still, mediation is almost always less expensive than a lengthy divorce fought out in the courts. Parties can save thousands of dollars—and ever-valuable time—by resolving their case through mediation.

Is Mediation An Option?

Mediation is possible if there is a chance you and your partner will agree to the terms of a divorce. Also, both sides need to be open on finances, and agreement is required on child custody matters. However, mediation is not usually advisable if there is a history of domestic violence.

Contact Our Dallas Divorce Mediation Attorneys Today

Divorce is painful, and a contentious divorce can be emotionally and financially devastating. Everyone is better off when both sides can agree to divorce terms without an extended legal quarrel. Divorce mediation is a great choice to reach these agreements, whether the issues are alimony, child custody, or division of property.

The Dallas divorce mediation attorneys at Orsinger, Nelson, Downing & Anderson can help with mediating your divorce to bring your case to an agreeable conclusion without a lengthy legal battle. Our attorneys are proud to serve the communities of Dallas, Fort Worth, Frisco, and San Antonio. Please contact our Dallas divorce mediation attorneys at (214) 273-2400.

The post Why You Should Always Consider Mediation Before Litigating a Divorce appeared first on ONDA Family Law.



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Thursday, November 17, 2022

We are Forever Grateful and Moving On…

I received a text today from a lawyer I coached,. He asked how I was doing. It is a very long story, and in journalism there is a rule that I suggested for blogging: “Don’t bury the lead.” So I won’t.

I had surgery in February to remove cancer from my neck. After surgery I had chemo and radiation with all the expected side effects. By July I thought I was recovering. But, I had pain in the other side of my neck with it shooting down my right arm. I had surgery in Cabo and almost died from pneumonia afterwards. As a result we sold our home in Cabo and we are building a home in Fort Worth.

Here are the details of my story.

Many people I know have been through far greater challenges than me, and haven’t shared their stories. In that way I feel selfish sharing mine. I believe I share not to help lawyers I coached and lawyers who read my blog over 15 years. Instead, at this point I feel like I share my 2022 for those lawyers to help me by understanding my angst and just by saying hello. (I no longer use my business email as I have retired.)

After radiation and chemo I had more side effects than anticipated. I recovered from those, was cancer free, and moved to our new home at Diamanté Cabo San Lucas. In July I had severe pain in my neck. Nancy took me to a Cabo hospital where I was given pain medicine such that Nancy was afraid to put me on an airplane to return to Texas. She rightly thought I would create a ruckus and we would be on the no fly list for the rest of our lives.

A Cabo surgeon removed and replaced three discs. Before the surgery, I wrote a text that I don’t remember writing. I asked in the text why I was spending a second night in the hospital.

After surgery I got bacterial pneumonia and almost died. I was on a ventilator for five days. My first memory was our daughter Jill holding my hand. I spent 18 days on the hospital and lost 40 pounds. I was an extremely unpleasant patient. I was delirious and had the most crazy thoughts you could ever imagine. None of my thoughts were favorable towards anyone working at the hospital. I didn’t realize what it was like for our daughter Jill,  and especially Nancy. She had spent the entire 2022 caring for me, driving me to doctors, helping me get up in the middle of the night, and worrying about whether I would survive.

I was brought home in Cabo in an ambulance and brought in our casita in a wheel chair. I fell trying to lie down. I spent the following weeks trying to walk, and sorting through what was real during my hospital visit and what was not. It was a mental struggle. Not wanting the trauma or cost of another health incident in Cabo, we sold our Casita in one day and we will be back in Arlington, Texas November 30.

 

Throughout my life, I have been inspired by words. This is especially the case when times have been tough for me, like they have been this year. When I was down I needed to hear someone essentially tell me to get up and work harder to get better. At 75, I was challenged.

Graduation speeches are purposely designed to inspire the graduates to go out and change the world. One graduation speech that inspired me was Steve Jobs graduation speech at Stanford in 2005. I have likely included the YouTube video of it in a past blog post and if you haven’t watched it, I encourage you to do so. If you don’t have time, this Forbes article gives you the highlights.

There is a second graduation speech I strongly recommend you watch. It is Admiral McRaven at a University of Texas graduation. He was the Chancellor of University of Texas before stepping down because of health issues. Read about him here. But, please take time to watch and listen to what he told graduating students. I like this YouTube version of it.

These two gentlemen inspire me to make myself better each and every day. I am walking sometimes as much as a mile. I still struggle because the surgery to replace my discs paralyzed my vocal cord on the right side, meaning it never touches the left vocal cord, meaning my voice is a mess, I sometimes can’t swallow. my mouth is dry, and I get out of breath easily. This article describes my situation. Down the road they can do something to help my situation.

Like I said we are here at Diamante until the end of November. I am able to play golf from the most forward tees. In many ways we are sad to be leaving our dream retirement home. It was wonderful for the few months we were here, but, more important than our beautiful home, we will always remember the people who work here.

There are too many incredibly nice people to name, and I would for sure miss one or more. Let me say the guys and gals who work at the front gate greet us by name and chat with us. The caddies, especially Javier who has worked with us for many years, make our golf experience unique and special. The gals who work at the comfort stations greet us and take care of us. The guys and gals who work at the Diamante restaurants take great care of us. The valets who park our car greet us, smile and take care of us. The incredible gals who work in the two pro shops have for twelve years helped us and our guests with tee times. The golf pros and assistant pros we have known over the years have embraced us, taught us, and worked us in on busy days. Each Diamante staff person we met over the twelve years called us by name and made us feel part of their family. They never expected anything back from us other than a smile of appreciation. Nancy and I will be forever grateful for their kindness.

So, we are setting out on a new adventure. We are building a home in Fort Worth. It is minutes from my many doctors, downtown Fort Worth  and The Retreat Golf Resort where we play golf. I keep saying to you that this is my last blog post, and maybe this time I may be telling the truth. I am at a point when I am not sure I have anything to say that will help you enjoy your career.

 



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2023 Estate and Gift Tax Update

Part 1 of a 3-part series

The IRS has announced 2023’s estate and gift tax numbers. To understand them in context, we must look at 1) the Basic Exclusion Amount, 2) the Unlimited Marital deduction, 3) how the IRS will handle taxes after 2026. These ideas are interrelated and may affect your planning options.

The Basic Exclusion Amount

The basic exclusion amount is increasing from $12.06 million in 2022 to $12.92 million in 2023, the largest adjustment the exclusion has ever received. People with a small estate, a million-dollar estate, or multi-million-dollar estate all benefit from the exclusion amount, so keep reading! The exclusion can be applied to offset tax on gifts you make during your lifetime, or on transfers you make at the time of death. When you make a gift larger than the annual exemption amount (in 2022 it is $16,000 and it will be $17,000 in 2023) the excess is subject to gift tax. To eliminate the gift tax, you can tell the IRS to apply the basic exclusion amount to the gift. Doing so consumes some of your basic exclusion amount leaving less available for use at the time of your death.

Historically, the basic exclusion amount started to increase during the GW Bush administration, was expanded under the Obama administration, and was again expanded under the Trump administration. The Trump expansion was, however, saddled with a built-in rollback set to hit in 2026. The rollback will cut the $12.92 exclusion back to about $6 million unless the law is changed before 2026. I say “about $6 million” because there is a set $5 million exclusion which is increased for inflation, so the adjusted exclusion should be about $6 million in 2026.

The Unlimited Marital Deduction

A married couple can pass an unlimited value between spouses without estate tax. It is important to understand that the Unlimited Marital deduction delays paying estate tax, it does not eliminate estate tax. Values you leave to your spouse are not taxed when you die, but they are included in your spouse’s estate and are taxed at the second death if the values exceed the basic exclusion amount.

Historically, this gave rise to a planning technique wherein the first to die would not leave all assets to the surviving spouse. This was done by creating a Bypass Trust in the Will of the first to die and leaving a value equal to the exclusion amount to that trust upon the first spouse’s death. The transfer to the trust was taxable, but the tax was zeroed by the decedent’s exclusion amount.

All value higher than the exclusion amount passed to the surviving spouse tax-free under the Unlimited Marital deduction. Then, when the second spouse eventually died the exclusion amount of the second spouse was also applied. Only the value in excess of both exclusion amounts was subject to estate tax. Both exclusions were thus used to eliminate estate tax. By contrast, if a Bypass Trust was not used then the exclusion amount of the first to die was wasted (because the value passed directly to the surviving spouse) so when the second spouse eventually died, only that second spouse’s exclusion amount was available to reduce the estate tax. Any taxable estate that used only the Unlimited Martial Deduction was wasting the first spouse’s exemption amount.

Portability Replaces Bypass Trusts

Since 2010, however, a Bypass Trust is not necessary to take advantage of both exclusion amounts. The law was changed to allow “portability” of the first exclusion. When one spouse dies, the survivor can ask the IRS to put that first exclusion on hold, then to apply both exclusions when the second spouse dies. Even without a trust, the only portion left taxable is any value that exceeds both exclusion amounts.

How has the value of your estate changed since 2010? When did you last update your legal estate planning documents? If your estate is no larger than about $6 million yet your Wills contain Bypass Trusts, then you should speak with your estate planning attorney about eliminating the burdens imposed by that now unnecessary and restrictive trust. Are you my estate planning client? Does your Will contain what we called a “federal credit trust” or a “shelter trust”? Make your appointment for a planning review asap because we can likely eliminate the burdens and costs of that restrictive trust, which was needed when the exclusion was smaller but is no longer needed now that the exclusion is larger. (Visit www.Premack.com and use the yellow button to book an appointment.)

Next Week: The 2026 Trump Rollback


Paul Premack is a Certified Elder Law Attorney for Wills and Trusts, Probate, and Elder Law issues. He is licensed to practice law in Texas and Washington. To contact us, click here.

Column published on November 14, 2022



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Student Loan Assistance in Texas: How Do I Know if PAYE Is the Right Option for Me?

Are you struggling to pay back your student loans? You’re not alone. Forty-eight million Americans have federal student loan debt totaling $1.6 trillion.

The good news is that student loan assistance options make paying back your loan more affordable. The PAYE repayment plan can drastically reduce monthly payments for eligible borrowers, and some participants can qualify for loan forgiveness after 20 years.

In this article, the second in our multi-part Student Loan Repayment blog series, debt resolution attorney and owner of Ciment Law Firm, PLLC, THE Debt Defenders, Daniel Ciment, explains how PAYE works. Call us at (833) 779-9993 to schedule a free consultation to explore your options and determine if PAYE is right for you.

What is PAYE?

Short for “pay as you earn,” PAYE is a student loan repayment plan designed to reduce the amount of your monthly payments. Instead of paying a fixed loan amount based on your loan principal and interest, PAYE limits your monthly payments to 10% of your discretionary income.

Referred to as income-driven repayment (IDR), PAYE keeps loan payments affordable, allowing borrowers to climb out from crippling student loan debt.

What You Need to Know about PAYE

Because there are several different programs available offering assistance for educational loans, the options for student loan borrowers can get overwhelming.

To avoid some of the confusion from similar programs, here’s what you need to know about PAYE:

  1. PAYE can make student loan payments more affordable. Your loan payments are capped at 10% of your discretionary income, so you don’t have to decide between eating dinner or paying your student loan.
  1. PAYE is a long-term plan. While other income-driven repayment plans provide temporary relief, such as deference or a pause on payments (referred to as forbearance), PAYE offers long-term assistance for as long as you are eligible for the program.

Further, because PAYE carries a 20-year term, you will accrue more interest than a standard plan, which has a ten to twelve-year term. As a result, your total amount paid over the life of the loan could be higher.

  1. PAYE is not a loan rehabilitation program. If you’ve defaulted on your loan and are trying to get it back on track, there are other options besides PAYE.
  2. You have to reapply each year. Because eligibility is based on your income, you must reapply each year to confirm that you are still qualified. As your income goes up or down, your payment will also be adjusted.
  3. Your spouse’s income may be included in your income calculation. If you are married and file taxes jointly, your spouse’s income could affect the amount of your discretionary income, which could spike your payment obligation.

PAYE Loan Forgiveness

Many borrowers turn to PAYE to reduce their monthly student loan payments, but another benefit can be even more compelling.

If you have made continuous payments and kept your loan in good standing, you can have any remaining balance erased at the end of 20 years. The federal government forgives the loan, and you are free from making future payments.

The debt is gone for good, whether you have remaining loan balances totaling $10k or $100k.

There is one caveat to loan forgiveness to keep in mind: the amount of the loan that’s forgiven gets added to your taxable income, so you could end up with a tax bill from Uncle Sam to offset the windfall.

For example, if the amount of student loan forgiven is $10,000 and you pay 18% in taxes, you would have to pay $1,800 back to the government when you file your taxes. Still, that’s better than being on the hook for the entire $10,000 balance!

How Discretionary Income is Calculated

Borrowers under the PAYE program can reduce their monthly payments to a mere 10% of their discretionary income, but how is “discretionary income” calculated?

Discretionary income is based on your adjusted gross income, which is essentially your taxable income after adjusting for 401k contributions, pre-tax healthcare costs, and other pre-tax expenses.

From there, you will subtract 150% of the federal poverty line for Texas from your adjusted gross income. This number changes yearly and is also based on the size of your household.

PAYE Eligibility Requirements

To be eligible for PAYE, you must meet the following requirements:

  1. Your loan must be federally backed (private loans are not eligible)
  2. You cannot be in default on your loan
  3. You have to demonstrate financial hardship (your payments exceed 10% of your discretionary income)
  4. Your loan must have been taken out after October 1, 2007
  5. You must have received a loan disbursement after October 1, 2011

The Bottom Line

If your income is limited and you’re struggling to meet your payment obligations, having your loan recalculated based on your income could give you some financial breathing room.

For further information about PAYE and other programs in Texas, contact a student loan assistance lawyer at Ciment Law Firm, PLLC, THE Debt Defenders, at (833) 779-9993 today or fill out our online form.

Copyright © 2022. Ciment Law Firm PLLC, THE Debt Defenders. All rights reserved.

The information in this blog post (“post”) is provided for general informational purposes only and may not reflect the current law in your jurisdiction. No information in this post should be construed as legal advice from the individual author or the law firm, nor is it intended to be a substitute for legal counsel on any subject matter. No reader of this post should act or refrain from acting based on any information included in or accessible through this post without seeking the appropriate legal or other professional advice on the particular facts and circumstances at issue from a lawyer licensed in the recipient’s state, country, or other appropriate licensing jurisdiction.

Ciment Law Firm, PLLC, THE Debt Defenders
221 Bella Katy Dr
Katy, TX 77494
(833) 779-9993
https://www.cimentlawfirm.com/



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Wednesday, November 16, 2022

4 Steps Every Business Should Take to Protect Confidential Information

If 2023 is THE year that your business is going to maximize protections for confidential information, make sure you have the following four areas addressed:

  1. Non-disclosure agreements (and non-compete and non-solicitation agreements) protect confidential information because they impose contractual restrictions on what employees can disclose to third parties. These are the first documents that courts look at when a company attempts to obtain an injunction preventing a former employee from disclosing their confidential information.
  2. Mobile device management (MDM) software protects confidential information because it prevents employees from forwarding, downloading, or taking screen shots of confidential information from their devices.
  3. Network behavior analysis (NBA) software protects confidential information because it alerts your company if an employee is attempting to engage in a prohibited action, such as plugging in an unauthorized USB drive or downloading large amounts of data.
  4. Employee training helps to protect confidential information because it educates employees on what the company considers confidential, company confidentiality policies, and the consequences of violating those policies.

Leiza Dolghih is the founder of Dolghih Law Group PLLC.  She is board certified in labor and employment law and has 16+ years of experience in commercial and employment litigation, including trade secrets and non-compete disputes. You can contact her directly at leiza@dlg-legal.com or (214) 531-2403.

The post 4 Steps Every Business Should Take to Protect Confidential Information appeared first on North Texas Legal News .



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Tuesday, November 15, 2022

Free CLE Opportunity: What Every Lawyer Should Know About the Attorney Grievance System

Laura Gibson

Editor’s Note: State Bar of Texas President Laura Gibson sent the following message to members on Wednesday.

It is the duty of the State Bar of Texas to improve and advance the quality of legal services to the public, and foster integrity and ethical conduct in the legal profession. The attorney grievance system is vital to these efforts; however, the workings of the system aren’t always well understood.

In an effort to provide our members more information, I recently moderated a CLE webinar titled “What Every Lawyer Should Know About the Attorney Grievance System.” It is now available to all members to watch on demand, for free, at texasbarcle.com for 1.25 hours of MCLE ethics credit.

The structure of the State Bar enables Texas lawyers to have an independent, confidential, and fair system for handling attorney grievances. The Texas attorney discipline system is governed by the Texas Disciplinary Rules of Professional Conduct and the Texas Rules of Disciplinary Procedure. The ethics rules define proper conduct for purposes of professional discipline. The procedural rules provide the mechanism by which grievances are processed, investigated, and prosecuted.

From the presentation you will learn about the Commission for Lawyer Discipline, which oversees the grievance system; the Office of Chief Disciplinary Counsel’s role in administering the system; the role of the District Grievance Committees; and the additional processes of checks and balances that ensure all parties are treated fairly. You will also hear from Seana Willing, the chief disciplinary counsel, and Scott Rothenberg, a Bellaire attorney who currently serves as panel chair of the District 4 Grievance Committee, who so graciously joined me as panelists.

I hope you take the time to view the presentation. It is very informative and insightful and could save you some time navigating the grievance process.



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Monday, November 14, 2022

Major Life Activities as Essential Functions and What That Means for Test Takers Trying to get into Those Jobs

Today’s blog entry deals with two decisions from the U.S. Court of Appeals for the Second Circuit dealing with essentially the same fact pattern. One decision, Williams v. MTA Bus Company, here, is a published decision decided August 12, 2022, while the other decision, Frilando v. New York City Transit Authority is a summary order decided on August 19, 2022, here. Both decisions have the potential to set back the ability of Deaf, deaf, and HOH individuals to be employed. I don’t see why the decision don’t have the ability to set back people with other kinds of disabilities from being employed as well. The facts are substantially similar. Both cases involve culturally deaf individuals seeking employment. Both cases involve exams needing to be taken in order to see if they were qualified for that job. Both cases involve a refusal to have an interpreter to interpret the examination and its instructions. The panel for Williams was Cabranes, Raggi, and Carney. The panel for Frilando was Cabranes, Lynch, and Chin. As usual the blog entry is divided into categories and they are: court’s reasoning in Williams; court’s reasoning in Frilando; and thoughts/takeaways. Of course, the reader is free to focus on any or all of the categories.

 

I

Court’s Reasoning in Williams

 

  1. Only qualified individuals can establish a disability discrimination claim.
  2. The term “qualified individual,” appears in the statutory section, 42 U.S.C. §12112(a), talking about how a person cannot be discriminated against on the basis of disability with respect to job application procedures, the hiring, advancement, or discharge of employees, employee compensation, job training, and other terms, conditions, and privileges of employment. Through the use of the term “qualified individual,” means that a person has to be able to perform the essential functions of the employment position.
  3. 42 U.S.C. §12112(b) references 42 U.S.C. §12112(a). Therefore, the term “qualified,” is equally applicable in that section as well.
  4. Doesn’t make sense that Congress would intend to permit individuals who are not qualified for their desired employment positions to maintain action for some types of employment related discrimination but not for others. Therefore, Congress intended the “qualified individual,” requirement to apply to all forms of employment discrimination under 42 U.S.C. §12112.
  5. Reading 42 U.S.C. §12112 to maintain the “qualified individual,” requirement is consistent with both the ADA and the Rehabilitation Act taken as a whole.
  6. 42 U.S.C. §§12111, 12112 work together. So, considering the interactive relationship between those two provisions, it would be nonsensical to disregard the term “qualified individual,” when reading 42 U.S.C. §12112(b)’s subparts rather than reading it all together so that only “qualified individuals,” may bring claims based upon discriminatory acts enumerated in 42 U.S.C. §12112.
  7. 504 of the Rehabilitation Act, 29 U.S.C. §794, echoes that only an “otherwise qualified individual,” can sustain a discrimination claim under that section.
  8. Since the statutory sections are clear, the EEOC guidance does not come into play. However, even if it were to come into play you still get to the same endpoint. The EEOC guidance said that an employer must provide a reasonable accommodation to a qualified applicant with a disability that will enable the individual to have an equal opportunity to participate in the application process and to be considered for the job. Accordingly, it is fair to read the guidance to say that before an employee can prevail on its failure to provide accommodations during the application process, the plaintiff must show that he was qualified for the employment position at issue.
  9. The portion of the EEOC guidance does not address the employer’s obligation regarding an applicant who cannot perform the essential functions of the position regardless of any on-the-job accommodations, and therefore is another reason why the EEOC guidance is of little assistance.
  10. Taking a test to see if they are qualified for certain jobs is not an employment position and therefore the test-taker is not entitled to accommodations in the test taking process if they are not qualified for the employment position they are seeking.
  11. An employer is perfectly within its rights to mandate that the applicant evaluate his qualifications for the job before seeking accommodation for exams. An employer does not have to allow a person to take exams for job that they are not qualified for. In other words, an applicant cannot sue successfully a potential employer under 42 U.S.C. §12112 when the individual is facially not qualified for the position sought at the time of the preemployment test.
  12. Williams simply did not have the education or experience requirements necessary for the jobs that he wanted to take the exams for.
  13. In the Second Circuit, an employer’s failure to comply with the interactive process requirement is not an independent cause of action under the ADA.

 

II

 

Court’s Reasoning in Frilando

 

  1. Plaintiff applied for the jobs of train operator, track worker and bus operator.
  2. Defendants offered to provide ASL interpretation for the exam instructions but refused to provide interpretation for the exam questions and answers.
  3. The term “qualified,” applies not just to current employees but to job applicants as well.
  4. When assessing whether a person is otherwise qualified for a job, a court must give considerable deference to an employer’s judgment regarding what functions are essential for a particular position.
  5. In a four day bench trial, the District Court found that the ability to communicate in English and the ability to hear sounds were essential functions of all three positions. Plaintiff was not qualified for any of the positions because he could not be understood in spoken English and also did not understand spoken English. He also did not have the minimum hearing standard for any position.
  6. Test taking is not an employment position. Therefore, plaintiff is out of luck for a failure to accommodate claim with respect to taking the test necessary to qualify for the various jobs.

 

III

Thoughts/Takeaways

 

  1. I often say in my trainings that an employer makes a big mistake by focusing on major life activities as an essential function of the job. These two cases say that the employer may get away with taking that considerable risk if it chooses to use a major life activity as an essential function of the job. That said, taking this approach is lousy preventive law. An employer will go much further in preventing litigation and successfully defending lawsuits when there is litigation, if the essential functions of the job do not include a major life activity.
  2. On the plaintiff side, the argument to make is that hearing is not the essential function of the job but being able to communicate is. That is an argument the plaintiff successfully made in the case we discussed in the blog entry involving Johns Hopkins, here. The Johns Hopkins case is also a cautionary tale for an employer insisting on a major life activity being an essential function of the job.
  3. Neither of the decisions are published (one is not published and the other is a summary order).
  4. In footnote 16 of the Williams decision, the court says that the employer by not evaluating the plaintiff’s qualifications before refusing to provide him with an ASL interpreter for the exam, ran the risk of denying a reasonable accommodation to a qualified individual that would have rendered the company liable for disability discrimination. Also, courts should not bless off blanket denials of accommodation by accepting specious explanations why applicants with disabilities may ultimately not be qualified for a position.
  5. Both of these cases give employers a tool now to prevent Deaf individuals in particular from even getting considered for a particular job because accommodations do not have to be offered for any testing for those jobs unless they can do the essential functions of the job first.
  6. The Second Circuit decisions play down considerably the obligation of the employer to provide reasonable accommodations. Remember, reasonable accommodations can either be in the title I context a logistical or financial undue hardship. Per 42 U.S.C. §12111(10)(B), financial undue hardship looks to the entire operations of the entity, while logistical undue hardship looks to whether essentially the nature of the business is fundamentally altered.
  7. A sign language interpreter does not do the job for a Deaf individual, rather they are just enabling communication. That said, I could see logistical undue hardship questions and possibly financial undue hardship questions as well arising depending upon the situation.
  8. Before employers just start adopting including major life activities as essential functions, mandatory reading is this blog entry. Plaintiff lawyers need to make that blog entry mandatory reading as well after these two cases.
  9. Deaf individuals frequently do not read above a fourth grade reading level because ASL is a completely different kind of language than English. It is of course a visual language and its structure is entirely different, based on French. Therefore, a Deaf person is equally unlikely to understand the exam questions as they are the instructions themselves. As such, granting ASL for instructions but not for exam questions means it is still the disability being evaluated rather than the person’s abilities.
  10. A qualified interpreter for the Deaf is strictly a communication vehicle and is not offering their own view on anything.
  11. Remember whether a person is qualified for a particular position depends upon whether they can do the essential functions of the job WITH or without reasonable accommodations.
  12. Undue hardship is an affirmative defense, though the burden of proof can get complicated with respect to whether a person is qualified or not per the ADA.
  13. Depending upon the circuit, failure to engage in the interactive process may or may not be a separate cause of action. That said, the trend is certainly in favor of a failure to accommodate being a separate cause of action.
  14. I don’t see why these decisions necessarily get limited to hearing. Why not walking or seeing, smelling, etc.?
  15. It will be interesting to see both how other circuits deal with this issue as well as how the EEOC reacts to these decisions going forward.


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Welcome to the Era of Salary Transparency

Have you heard it’s “taboo” to talk about your salary? Us too. Well, that is out the window now. Welcome to the era of salary transparency. Yes, we know it can be awkward to talk about salary, but with new laws on the horizon, it may be a little easier to figure out how much your co-workers are getting paid. 

 Recently, the New York City Council passed a law requiring employers in New York City with four or more employees to list the minimum and maximum salary on all job posting including ads, promotions, and transfer opportunities. This law applies to any position that can or will be performed, in whole or in part, in New York City. This affects remote listings, meaning any job that could conceivably be done in New York City must follow this. 

 So why did the New York City Council deem this necessary? They passed this law to try and fight against big pay gaps, specifically between genders as well as between majority and minority racial groups. Let’s be honest, pay matters. It affects where you work and how long you decide to stay there.  

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Tuesday, November 8, 2022

Disputes Related to Pasture Leases

Landowners commonly lease their properties to ranchers and farmers for agricultural purposes. To avoid leasing disputes, some details should be ironed out before any agreements are made. These involve the expectations of both parties. Understanding the facts before entering into a contract can avoid disappointment, money, and future litigation. Considerations Before Entering a Lease Agreement…

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Monday, November 7, 2022

Extra, Extra: IRS Division of Tax Exempt and Government Entities Releases FY2023 Program Letter

On November 4, 2022, the Tax Exempt and Government Entities division of the IRS (TE/GE) released its Fiscal Year 2023 Program Letter (2023 Program).

The 2023 Program is intended to dovetail with the IRS Strategic Plan FY2022-2026. Under that Strategic Plan, the IRS’s Mission is: “Provide America’s taxpayers top quality service by helping them understand and meet their tax responsibilities and enforce the law with integrity and fairness to all.” The Plan includes key performance indicators in areas of Service, Enforcement, Transformation, and People. For Enforcement, the IRS’s objectives are to:

  • Enforce the tax law fairly and efficiently to increase voluntary compliance and narrow the tax gap;
  • Improve operations to effectively and efficiently identify and address non-compliance;
  • Enhance enforcement efforts to collect unpaid taxes in a fair and impartial manner; and
  • Proactively identify current and emerging fraud schemes and other threats using real-time intelligence and analytics.

A key pillar of the 2023 Program is to “Strengthen Compliance Activities (Enforcement)”. TE/GE will focus on collaboration with IRS divisions of Criminal Investigations; Large Business & International; Small Business/Self-Employed; and Research, Applied Analytics & Statistics. A TE/GE priority includes selecting and examining returns for compliance action. TE/GE’s collaboration is aimed at creating a unified compliance plan to enable effective tax administration.

As for People, the 2023 Program indicates that TE/GE hired 187 new employees in FY2022, and TE/GE anticipates a greater number in FY2023. In the Service arena, TE/GE expects to continue with appropriate compliance workstreams – education letters, compliance checks, or exams – in order to balance TE/GE and taxpayer burdens for effective enforcement of tax laws.

As calendar year 2022 enters its end-of-life phase, the TE/GE Fiscal Year 2023 Program Letter gives tax practitioners of an idea of what we might see in the near future and into 2023, at least from a tax-exempt and governmental entities perspective.

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Friday, November 4, 2022

Please leave me my inheritance in a trust

Trusts are commonly used in estate plans to leave assets to minor children, incapacitated beneficiaries, or spendthrifts.  To avoid the expense of guardianship for a minor, a trust is a necessary part of the estate plan for that beneficiary.  Trusts are used for young adults because although the legal age of majority in Texas […]

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Texas Temporary Injunction and Injunctive Relief

There are times when monetary damages will not be enough to help a plaintiff get what they need in court. In some cases, they simply need the behavior to stop. In those cases, a plaintiff can seek a temporary injunction for injunctive relief. A judge would either order a halt to the behavior in question while they consider a permanent ruling, or they may put an end to the defendant’s actions about which the plaintiff is complaining.

The Main Types of Injunctive Relief in Texas Cases

Here are the five main types of temporary or permanent injunctive relief in Texas:

  • Preliminary or temporary injunctions: These can be issued at the outset of a case while the judge is considering the overall situation. If the judge rules in favor of the plaintiff, the injunction may become permanent.
  • Temporary restraining orders: These are issued for a set duration of time, usually until the judge can decide whether to grant a temporary injunction.
  • Permanent injunctions: A judge will issue this order at the conclusion of a case if the case was resolved in favor of the plaintiff.
  • Mandatory injunctions: Instead of ordering a party not to do something, a judge could direct them instead to take a specific action.
  • Prohibitory injunctions: The judge may prohibit a party from taking a specific action.

In federal cases, restraining orders and injunctions are governed by Rule 65 of the Federal Rules of Civil Procedure. In Texas cases, Chapter 65 of the Civil Practice and Remedies Code applies to the case. A federal or state court must follow the procedures set forth in the rule or rules applicable to the action before them.

The Factors a Court Considers When Deciding Whether to Grant an Injunction

A judge would likely issue a temporary restraining order while they consider an injunction. There is a high standard a plaintiff must meet to obtain certain types of injunctions. For a preliminary injunction, a judge will consider the following four factors:

  • The likelihood of success on the merits. A judge would consider the merits of the larger case in deciding whether to issue an injunction. If the case does not have merit, the judge will not order an injunction. The hearing for a preliminary injunction is often a yardstick by which litigants can measure their ultimate chance of success in the case. The parties can expect the court to give an analysis of the bigger picture.
  • The likelihood of irreparable harm. An injunction is an extraordinary measure that is granted to stop imminent harm from occurring before the court can rule on the overall case. To persuade a court to grant an injunction, a plaintiff would need to show that they would suffer greatly in the interim.
  • Balance of equities and hardships. An injunction is an equitable measure. A plaintiff must show that the equities of the case are in favor of an injunction. The benefit to a plaintiff must be weighed against the hardship to the defendant, recognizing that an injunction will also impose costs on the defendant.
  • Public interest. The plaintiff must show that an injunction is in the public interest. Since this is not specifically defined, it gives a judge a wide degree of latitude in making their decision.

Examples of Injunctions in Texas Cases

Examples of injunctions that a court could issue include:

  • Ordering a halt to an alleged infringement upon the intellectual property
  • Stopping a former employee from taking a business’ clients
  • Preventing a fiduciary from committing further breaches of their duty
  • Granting an injunction to stop a nuisance that is impacting the rights of a property owner
  • Ordering a party to continue performing its obligations under the terms of a contract
  • Stopping a majority shareholder from freezing out a minority shareholder

By the time a litigant files a request for an injunction, they will need to have practically fully developed their case. They cannot get an injunction unless they have a relatively compelling argument in their overall case. If the court grants the request for an injunction, it is often a strong indicator of which direction the judge may be leaning toward in their final ruling. However, just because a plaintiff was granted an injunction does not mean they’ll automatically win the case.

You Must Prepare Early When an Injunction Is Involved

Cases that involve a request for an injunction require a great deal of preparation before you even file a lawsuit in court. Court hearings for an injunction are often held within days after the plaintiff files their initial pleadings in a case. They may file their original petition or complaint along with a request for an injunction. The judge would need to decide immediately whether injunctive relief makes sense based on the strength of the petition or complaint. Therefore, you need an experienced civil litigation attorney on your side to give you the best possible chance of obtaining an injunction. If you are defending yourself or your business against a lawsuit, you should reach out to an attorney immediately if the plaintiff has requested an injunction. The commercial litigation attorneys at Feldman & Feldman will provide you with tough and aggressive legal representation.

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Thursday, November 3, 2022

Texas Tax Roundup—October 2022: Rentals vs. Services, Drink Recipes, and More

Hiya! Welcome back to the Texas Tax Roundup. It’s fall. The Texas weather is finally getting back to something like bearable. It won’t last, so enjoy it while you can, folks.

In this edition of the Texas Tax Roundup, the highlights are a hearing that wrestles with the perennial question of whether something is a rental or a service for Texas sales and use tax, some mixed beverage tax stuff (always fun), and a rare boat sales tax hearing.

 

Sales and Use Tax

Rentals vs. Services

Comptroller’s Decision No. 117,602 (2022)—The ALJ found that a taxpayer that was renting oilfield equipment and providing fishing and pumping services at oil and gas wells owed tax on its purchases.

Here’s the situation:

  • When the taxpayer “rented” a pump, it would bring the pump to the location requested by the customer. The customer would tell the taxpayer what size of pump to bring, where to place the pump, what equipment to connect to the pump, when to connect it, and when to disconnect it. The taxpayer’s personnel would turn the pump on and off and set the rate, but the customer was in charge of all other aspects of the pump’s operations.
  • The taxpayer’s fishing services were used to retrieve third parties’ tools that had broken downhole. The taxpayer would send personnel to the well with fishing tools. The taxpayer’s personnel would determine which tools to bring and make all operational decisions. The customer would be present at the location, give the taxpayer access to the wellbore, and monitor the process, but otherwise they wouldn’t instruct the taxpayer’s personnel on how to do the job.
  • The taxpayer’s website indicated that it rented tools for fishing on their own, but the taxpayer didn’t designate any tools as being used only for fishing.[1]
  • The taxpayer’s invoices separately stated charges for labor and equipment.

Under these circumstances, the ALJ found that taxpayer’s fishing and pumping services were indeed services—not rentals.[2] As such, the taxpayer couldn’t purchase the items that it used to perform these services tax-free as a sale for resale.[3]

(This hearing is interesting because the Comptroller often argues for the opposite result—that “services” are actually rentals—in order to impose tax on a taxpayer’s sales rather than their purchases. This hearing could be a useful precedent for these taxpayers going forward.)

Information Services

STAR Accession No. 202209005L (Sept. 6, 2022)—In this private letter ruling, the Comptroller found that a taxpayer that provided a web-based meteorological forecasting service was not providing a taxable information service.[4]

Manufacturing Exemption

STAR Accession No. 202208017L (Aug. 8, 2022)—In this memo to Audit Division, Tax Policy reiterated the Comptroller’s position that sellers of taxable services are not manufacturers ultimately selling tangible personal property when they provide tangible personal property that’s used by its customers to acquire the taxable service. The Comptroller argued that this position had been affirmed by the Travis County District Court in Dish Network, LLC v. Hegar, Cause No. D-1-GN-17-005821 (Jan. 6, 2020). This case involved a satellite cable company that claimed the manufacturing exemption on its purchases of wrapping and packaging items that it used when it refurbished satellite dish receivers, remotes, and other equipment that it provided to customers.

Export Exemption

Comptroller’s Decision No. 118,569 (2022)—The ALJ determined that a taxpayer didn’t prove that certain sales qualified for exemption from sales and use tax because they were exported outside of Texas or outside of the territorial limits of the United States.[5] The taxpayer was unable to provide bills of lading or other export documentation to support its claim.[6] The ALJ refused to grant the exemption based on invoices alone.

 

Motor Vehicle Sales, Rental, and Use Tax

Seller-Financed Sales

Comptroller’s Decision No. 116,430 (2022)—The ALJ found that a dealer making seller-financed sales didn’t provided sufficient proof that it had applied for title and registration within 60 days of the date of sale. Therefore, the dealer was liable for all unpaid tax on the total consideration received from the sale. The fact that the dealer had repossessed some of these vehicles didn’t affect the amount of tax due on the sale of the vehicles.[7]

 

Mixed Beverage Taxes

Depletion Analysis

Comptroller’s Decision Nos. 118,264, 118,265 (2022)—The ALJ found that a page of recipes provided by a taxpayer that owned two bars wasn’t enough to establish that certain drinks that the bars served contained 5.0 ounces alcohol when:

  1. the prices for those drinks weren’t significantly greater than those for other drinks that the bars served,
  2. those prices didn’t match what would be expected for drinks containing 5.0 ounces of alcohol, and
  3. the taxpayer didn’t provide any other evidence to support its claim.

In addition, the ALJ upheld the additional 50% penalty imposed against the taxpayer when there were incomplete business records and the audits showed an error rate for each of the bars of over 50%.

Additional Penalty

Comptroller’s Decision Nos. 117,366, 117,371, 117,372 (2022)—The ALJ determined the 50% additional penalty was supported by clear and convincing evidence when the taxpayer provided incomplete records, the overall error rate for the mixed beverage tax audit was over 46% and for the sales tax audit was over 33%, and more than half of the mixed beverage sales tax, mixed beverage gross receipts tax, and sales and use tax reports were filed late.

 

Natural Gas Severance Tax

Successor Liability

Comptroller’s Decision Nos. 116,645, 116,646 (2022)—The ALJ found that a taxpayer that acquired a natural gas lease from a company for no consideration was liable for the natural gas severance tax that the company owed in connection with that lease.[8] The transfer of the natural gas lease constituted the transfer of the stock or inventory of a business.[9] Because the natural gas lease was acquired for no consideration, the transfer was considered “a fraudulent transfer or a sham transaction”, which caused successor liability to come into play.[10]

 

Boat Sales and Use Tax

Comptroller’s Decision No. 118,270 (2022)—The ALJ upheld the Comptroller’s denial of a taxpayer’s refund claim for boat sales tax both on the merits and due to the claim being filed outside of the applicable statute of limitations.

The taxpayer purchased the boat for $363,629.00. Problems with boat eventually resulted in the taxpayer suing the seller and manufacturer, which in turn eventually resulted in the boat being returned to the seller and a cash settlement of $315,000.00 being paid out to the taxpayer. Because the taxpayer didn’t show that he received a full refund of the sales price, the ALJ found he didn’t prove that he was entitled to a refund of the boat sales tax.[11] The ALJ determined that provisions of chapter 151 of the Texas Tax Code (Limited Sales, Excise, and Use Tax)—which in certain circumstances allow a seller a credit or reimbursement of sales tax when there’s a partial refund for returned merchandise[12]—were inapplicable to the boat sales tax.

The ALJ also ruled that the refund claim, which was filed on September 1, 2020, was outside of the four-year statute of limitations when the claim related to tax that was payable in May 2016.[13]

 

********

 

[1] While not directly addressed in the hearing, this fact is perhaps relevant because the taxpayer was relying on the sale-for-resale exemption with regard to its purchases. As we’ll see, the ALJ determined that much of what the taxpayer was selling was services and that the purchases that it used to perform these services didn’t qualify for the sale-for-resale exemption. Thus, even if the taxpayer were able to establish that it was making pure rentals of its equipment, its purchases of equipment would only fully qualify for the sale-for-resale exemption if the equipment were used solely for these rentals. See 34 Tex. Admin. Code §§ 3.285(e) (Resale Certificate; Sales for Resale) (providing that if a taxpayer purchases taxable items for resale and uses those items for any purpose other than retention, demonstration, or display while holding it for sale, lease, or rental, or for transfer as an integral part of a taxable service, then the taxpayer becomes liable for sales tax based on the value of the taxable item for the period of time used), 3.294(c)(3)(B) (Rental and Lease of Tangible Personal Property) (providing that if a taxpayer purchases tangible personal property tax-fee as a sale for resale and then uses the property to perform a service, then sales tax will be assessed on the fair market rental value if the property was purchased under a valid resale certificate).

 

[2] For purposes of the sales and use tax, a “lease or rental” is “[a] transaction, by whatever name called, in which possession but not title to tangible personal property is transferred for a consideration.” 34 Tex. Admin. Code § 3.294(a)(2) (Rental and Lease of Tangible Personal Property)

For there to be a lease of tangible personal property, the putative lessee must exercise operational control over the leased property in order to take possession of that property, which means “using, controlling, or operating the tangible personal property.” SeeComptroller’s Decision No. 40,812 (2003).

A transaction in which tangible personal property is furnished with an operator and the customer is charged separately for tangible personal property and the operator is presumed to be the lease of tangible personal property and the separate furnishing of an operator. 34 Tex. Admin. Code § 3.294(c)(3). The receipts from the separate charge for the tangible personal property are taxable, and the charge for the operator is not taxable unless a taxable service is being provided.  Id. An “operator” as “[a] person who actively guides, drives, pilots, or steers tangible personal property.” Id.

However, the presumption in Rule 3.294(c)(3) may be overcome and both the charges for tangible personal property and operator considered a charge for a service when the facts show that the customer never gained possession of the equipment. See Comptroller’s Decision No. 44,228 (2007).

 

[3] See Tex. Tax Code §§ 151.006(c) (“Sale for Resale”) (“A sale for resale does not include the sale of tangible personal property or a taxable service to a purchaser who acquires the property or service for the purpose of performing a service not listed as a taxable service . . . .”), 151.058 (Property Used to Provide Taxable Services and Sales Price of Taxable Services) (“A person performing services taxable under this chapter is the consumer of machinery and equipment used in performing the services.”).

 

[4] See 34 Tex. Admin. Code 3.342(a)(5)(B) (Information Services) (stating that nontaxable information service includes “[a]ny sale of information primarily derived from laboratory, medical, or exploratory testing or experimentation or any similar method of direct scientific observation of physical phenomena is not subject to tax. Examples include, but are not limited to, geophysical survey information, polygraph test, and medical test results.”).

 

[5] See Tex. Tax Code § 151.307 (Exemptions Required by Prevailing Law).

 

[6] See id.

 

[7] See Tex. Tax Code § 152.047(f) (Collection of Tax on Seller-Financed Sales).

 

[8] Texas imposes on each producer of natural gas a tax at a rate of 7.5% of the market value of gas produced and saved in this state by the producer. Tex. Tax Code §§ 201.051 (Tax Imposed), 201.052 (Rate of Tax).

 

[9] The ALJ cited Comptroller guidance opining that “[s]ince the intent of the [natural gas severance tax] statute is to protect the state’s interest, it would make a lot of sense to take the position that any severance tax liability follows the properties.” STAR Accession No. 9009L1080A01 (Sept. 11, 1990).

 

[10] “A person who acquires a business or the assets of a business from a taxpayer through a fraudulent transfer or a sham transaction is liable for any tax, penalty, and interest owed by the taxpayer.”  Tex. Tax Code § 111.024(a) (Liability in Fraudulent Transfers). A transfer is considered to be a fraudulent transfer or a sham transaction if the taxpayer made the transfer without “receiving a reasonably equivalent value in exchange for the business or business assets subject to the transfer or transaction.” Id. § 111.024(b).

 

[11] Texas imposes a tax of 6.25% on the total consideration paid on every retail sale of a taxable boat or taxable boat motor. Tex. Tax Code § 160.021 (Retail Sales Tax). In calculating the boat sales tax, total consideration does not include, among other things, a full cash or credit refund to a customer of the sales price of the item returned to the seller. Tex. Tax Code § 160.002(b)(2) (Total Consideration). Apparently, a partial refund doesn’t cut it here.

 

[12] See Tex. Tax Code § 151.4261 (Credit or Reimbursement in Return Transactions).

 

[13] A refund claim must be filed within the applicable statute of limitations period. Tex. Tax Code § 111.104(c)(3) (Refunds). Generally, the limitations period for requesting a refund is tied to the period for which the Comptroller may assess a deficiency, which is four years from the date that the tax becomes due and payable. See Tex. Tax Code §§ 111.107(a) (When Refund or Credit is Permitted), 111.201.

 

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Legal Anatomy: Simple Wills Could Lead To Big Problems

Although simple wills are sometimes adequate, planning for the worst-case scenario is the general perspective of the estate planning attorney. You don’t have to be wealthy to need estate planning. The following are facts of a case and solutions from the perspective of the estate planning attorney.

Facts: Married couple has $300,000 of cash resources including checking, savings, investment and retirement accounts. They also have a homestead and a joint interest in property with a disabled son who is receiving “means-tested” Medicaid. One spouse has had a stroke – but is neither disabled nor on public benefits. There are limited family members who the couple trusts to be a fiduciary. They presently have a simple will and general estate planning documents. Long-term care insurance can no longer be obtained by the spouse who had the stroke.

Here are a few of the questions that came to mind for the attorney:

Question 1 – Will vs Revocable trust?

Answer – In this case, a will is best since you can only have a supplemental needs trust (for Medicaid purposes) for a surviving spouse if the trust is created by a will. A will with a contingent supplemental needs trust for a spouse must go through probate. A supplemental needs trust for a spouse created in a revocable living trust would result in the assets held within the trust as countable (unlike if the assets were distributed to the supplemental needs trust by will). Medicaid must be considered for several reasons: (a) the spouse who had the stroke will not pass underwriting for long-term care insurance; (b) if the surviving spouse is the one who had the stroke and needed long-term care, then all countable resources (including the interest held in the home jointly owned with the adult disabled child) would be subject to spend-down. An applicant who is single can only have $2000 of countable resources. So in order for the assets to be stretched so that the government will help pay for care of the adult disabled child after the death of his parents, the will would also include a contingent supplemental needs trust for the benefit of the adult disabled child. The government encourages helping those who are disabled.

Question 2 – Could a trust be created in the will for the surviving spouse’s benefit whether such spouse is disabled or not?

Answer – Yes. Language could give the trustee the option on the trust terms. For example, the trustee could simply be given the power to distribute trust assets for health, education, maintenance and support under Texas law instead of only having language to supplement, rather than support, Medicaid benefits.

Question 3 – Should assets be transferred from one spouse to the other?

Answer – Maybe. Several issues should be considered. Is there a risk of divorce? If so, the assets should not be transferred. If assets were transferred to the spouse who was the survivor, there may have been lost opportunity for a step-up in basis resulting in potential capital gains tax if the surviving spouse sold appreciated assets. The reason for transferring assets to the spouse who is less likely to be disabled or need care is if the spouse died first, the assets in the supplemental needs trust for the surviving spouse would not be subject to spend-down and all assets would be protected. Transfers between spouse’s are not subject to a look-back period for Medicaid.

Question 4 – What if you have no individual you trust to be a trustee for the disabled beneficiary?

Answer – If the assets are large enough, banks could be a trustee for a disabled individual. Some banks are very familiar with this type of trust and others are not. If assets are too small, there are certain pooled trusts (a special needs trust where participants enter into a joinder agreement where assets of others who are disabled are pooled and administered by a professional trustee) who can manage and invest the assets held in the trust.

Question 5 – What if the professional trustee will not accept real estate?

Answer – Sometimes when the trustee is a bank or trust company, they will not accept real estate as they want to only invest the assets. As a result, a condition could be made that if there is no individual acting as a trustee, then there could be a specific bequest of the home to the disabled child since a home is not a countable resource (generally). Assets held in the supplemental or special needs trust could be used to pay the house expenses, although supplemental security income could possibly be reduced.

The preceding paragraphs are only some of the legal issues (Medicaid for spouse and child, capital gains tax, trustee selection, wills vs. trusts, trust distribution options, assets that a trustee would accept, etc.) that should be considered that would not be covered by a simple will.

If interested in learning more about this article or other estate planning, Medicaid and public benefits planning, probate, etc., attend one of our free upcoming Estate Planning Essentials workshops by clicking here or calling 214-720-0102. We make it simple to attend and it is without obligation.



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12 Exceptions To Long-term Care Medicaid’s Transfer Penalty Rules

Since long-term care Medicaid (which helps pay for skilled nursing care and medications) is “means-tested” (assets of the applicant are reviewed to determine if there is eligibility for the government to pay), there is a five year “look-back” period as there is a presumption resources were purposely reduced so that the government would have to pay. The average cost of care for skilled nursing care in Texas exceeds $7,000 per month. If an uncompensated transfer is made within that look-back period, the applicant is penalized by having to private pay until the transfer penalty expires.

However, there are exceptions to every rule, and the following are exceptions to the long-term care Medicaid transfer penalty rules.

  1. Transfers between spouses – when applying for long-term care Medicaid, the assets of both spouses are looked at to determine eligibility – even if it is separate property. Thus, there is no transfer penalty if one spouse transfers assets to their spouse.

2. Transfers to Disabled Child of Applicant – the government encourages taking care of the disabled child (regardless of age) of the Medicaid applicant. Proof of disability is usually achieved by a letter from the Social Security Administration.
Caveat: If the disabled child is on a Medicaid program such as Supplemental Security Income, then the disabled child can lose his or her benefits if the child receives additional assets.

3. Transfers to a Sole Benefits Trust for a Disabled Child (of any age) of Applicant – if an irrevocable sole benefits trust that is actuarially sound is established for the benefit of a disabled child (no age limit), then the transfer is not penalized.
Caveat: This is usually used when the disabled child is receiving Social Security Disability (which is neither “means-tested” nor is the income from the trust a disqualifying event).

4. Transfers to a Sole Benefits Trust for Anyone under 65 – if the beneficiary is under 65, a transfer to a sole benefits trust will not result in a penalty. The beneficiary of the trust doesn’t need to be related to the Medicaid applicant.

5. Attempt to Transfer for Fair Market Value – even if an asset is transferred at less than fair market value, there is no transfer penalty if there was an intent to transfer at fair market value.

6. Transfer for a Purpose Other than to Qualify for Medicaid – if the applicant’s health was good when the transfer was made within the look-back period, then the transfer penalty may be averted.

7. Imposition of a Penalty would cause an Undue Hardship – if the applicant’s health is endangered.

8. Change of Joint Bank Accounts to Separate Accounts to Reflect Correct Ownership of Funds

9. Purchase of Pre-Need Funeral for Applicant and their Spouse – the pre-need funeral (if based on an insurance policy) must be irrevocably assigned to the funeral home, but this will not result in a transfer penalty.

10. Transfer of Home by Ladybird Deed or Transfer on Death Deed – since the applicant retains full control of the homestead until death, these types of deeds (a Ladybird deed is an enhanced life estate deed) are not penalized. The deeds also avoid a successful claim from the Medicaid Estate Recovery Program.

11. Transfer of Home to a Sibling who has an Equity Interest – if a Medicaid applicant has a brother or sister who lived in and had an equity interest in the applicant’s home, a transfer of the applicant’s interest to his or her sibling is not a penalized event.

12. Transfer of Home to Child who Prevented Applicant’s Institutionalization – If a son or daughter lived in the applicant’s home for two years before the applicant’s institutionalization and prevented the institutionalization, then a transfer of the home to the child is not a penalized event.
Caveat: Loss of step-up in basis and higher property taxes should be considered before you transfer a homestead to a child.
The preceding paragraphs are not the only exceptions to transfer penalty rules of long-term care Medicaid, but it illustrates that there are exceptions to every rule.

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