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False Claims Act

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The False Claims Act is the single most important tool U.S. taxpayers have to recover the billions of dollars stolen through fraud by U.S. government contractors every year.

Under the False Claims Act, 31 U.S.C. §§ 3729-3733, those who knowingly submit, or cause another person or entity to submit, false claims for payment of government funds are liable for three times the government's damages plus civil penalties of $5,500 to $11,000 per false claim.

The False Claims Act explicitly excludes tax fraud. Section 3729(e) states that the Act "does not apply to claims, records, or statements made under the Internal Revenue Code." That said, there is a newIRS Whistleblower law, separate from the Federal False Claims Act, which provides for up to triple damages and whistleblower awards of 15 to 30 percent of the amount recovered. To file under this section of the law, however, the tax, penalties, interest, and additions in dispute must total a sum in excess of $2,000,000. To report tax fraud for sums less than this amount, call the IRS Fraud Hotline at 1-800-366-4484 or see the IRS web site form.


Qui Tam
Whistleblower Provisions

The False Claims Act contains qui tam, or whistleblower, provisions. Qui tam is a unique mechanism in the law that allows citizens with evidence of fraud against government contracts and programs to sue, on behalf of the government, in order to recover the stolen funds. In compensation for the risk and effort of filing aqui tam case, the citizen whistleblower or "relator" may be awarded a portion of the funds recovered, typically between 15 and 25 percent. A qui tamsuit initially remains under seal for at least 60 days during which the Department of Justice can investigate and decide whether to join the action

A Public-Private Partnership

Congress recognized that the Government alone, with its limited resources, was overmatched in the fight against rampant fraud. In response to widespread reports that the U.S. Treasury was being repeatedly bilked, in 1986 Congress rejuvenated a Civil War-era law-the False Claims Act. The 1986 amendments strengthened the False Claims Act's qui tam provisions, creating incentives for private citizens with evidence of fraud to commit their time and resources to supplement the Government's efforts. By doing so, Congress put into play a powerful public-private partnership for uncovering fraud against the federal fisc and obtaining the maximum recovery for American taxpayers.

Changing the Culture of Fraud

The False Claims Act is about more than money. It is also about discouraging fraud and changing the culture of corporate America. As Sen. Charles Grassley (R-IA) and Rep. Howard Berman (D-CA) have noted:

"Studies estimate the fraud deterred thus far by the qui tam provisions runs into the hundreds of billions of dollars. Instead of encouraging or rewarding a culture of deceit, corporations now spend substantial sums on sophisticated and meaningful compliance programs. That change in the corporate culture -- and in the values-based decisions that ordinary Americans make daily in the workplace -- may be the law's most durable legacy."

Who the Law Applies To

In general, the False Claims Act covers fraud involving any federally funded contract or program, with the exception of tax fraud.

While many qui tam actions in the late 1980s and early 1990s involved Department of Defense contracts, in recent years most qui tam actions have been used to fight Medicare fraud and fraud against other federally funded health care programs. A broad array of scenarios can constitute FCA violations. Some examples include the following:

  • A contractor falsifies test results or other information regarding the quality or cost of products it sells to the Government;
  • A health care provider bills Medicare for services that were not performed or were unnecessary, or;
  • A grant recipient charges the Government for costs not related to the grant.

Types of Fraud Prosecuted Under the FCA

It is impossible to list all of the frauds that have been prosecuted under the False Claims Act, but the following list gives some idea of the scope of the false claims on the Government that have been uncovered to date:

  • Billing for goods and services that were never delivered or rendered.
  • Billing for marketing, lobbying or other non-contract related corporate activities.
  • Submitting false service records or samples in order to show better-than-actual performance.
  • Presenting broken or untested equipment as operational and tested.
  • Performing inappropriate or unnecessary medical procedures in order to increase Medicare reimbursement.
  • Billing for work or tests not performed.
  • Billing for premium equipment but actually providing inferior equipment.
  • Automatically running a lab test whenever the results of some other test fall within a certain range, even though the second test was not specifically requested.
  • Defective testing - Certifying that something has passed a test, when in fact it has not.
  • "Lick and stick" prescription rebate fraud and "marketing the spread" prescription fraud, both of which involve lying to the government about the true wholesale price of prescription drugs.
  • Unbundling - Using multiple billing codes instead of one billing code for a drug panel test in order to increase remuneration.
  • Bundling -- Billing more for a panel of tests when a single test was asked for.
  • Double billing - Charging more than once for the same goods or service.
  • Upcoding - Inflating bills by using diagnosis billing codes that suggest a more expensive illness or treatment.
  • Billing for brand -- Billing for brand-named drugs when generic drugs are actually provided.
  • Phantom employees and doctored time slips: Charging for employees that were not actually on the job, or billing for made-up hours in order to maximize reimbursements.
  • Upcoding employee work: Billing at doctor rates for work that was actually conducted by a nurse or resident intern.
  • Yield burning -- skimming off the profits from the sale of municipal bonds.
  • Falsifying natural resource production records -- Pumping, mining or harvesting more natural resources from public lands that is actually reported to the government.
  • Being over-paid by the government for sale of a good or service, and then not reporting that overpayment.
  • Misrepresenting the value of imported goods or their country of origin for tariff purposes.
  • False certification that a contract falls within certain guidelines (i.e. the contractor is a minority or veteran).
  • Billing in order to increase revenue instead of billing to reflect actual work performed.
  • Failing to report known product defects in order to be able to continue to sell or bill the government for the product.
  • Billing for research that was never conducted; falsifying research data that was paid for by the U.S. government.
  • Winning a contract through kickbacks or bribes.
  • Prescribing a medicine or recommending a type of treatment or diagnosis regimen in order to win kickbacks from hospitals, labs or pharmaceutical companies.
  • Billing for unlicensed or unapproved drugs.
  • Forging physician signatures when such signatures are required for reimbursement from Medicare or Medicaid.

Limits on the False Claims Act

Though the False Claims Act is a powerful tool to combat fraud, it is a tool that is sharply constrained by both the law and economics of litigation.

  • Tax issues are not covered by the False Claims Act.
  • For a civil case to be filed, the fraud has to reach a certain size, otherwise it is generally not worth it for the relator to risk his or her career to file suit, nor is it worth it for a law firm to take on the case and risk the loss of the enormous time and expense that a False Claims Act represents.
  • A defendant in a False Claims Act has to have relatively deep pockets. Many of the smaller companies that may be defrauding the government are liable to declare bankruptcy if faced with the triple damages that can be levied under the False Claims Act.
  • A law firm that take on a False Claims Act case must believe it has a very strong case in order to proceed. Not only can a firm be out time and money, but if the government does not take the case and the whistleblower proceeds, he or she can be forced to pay the defendants attorney's fees if the court finds that the claim was frivolous or brought primarily for purposes of harassment.

State False Claims Acts

In addition to the Federal False Claims Act, a number of states also have False Claims Acts that work to discourage frauds perpetrated against state governments. States with False Claims Acts include: California, Delaware, the District of Columbia, Florida, Hawaii, Illinois, Louisiana, Massachusetts, Nevada, New Mexico, Tennessee, Texas, and Virginia.

Successes

  • $730K settlement awarded in gender discrimination case

    A federal court jury Friday returned a $730,000 gender discrimination judgment in favor of Surina Dixon - who was hired as women's basketball coach at Texas Southern University in March 2008 but left in a contract dispute without coaching a game.

  • $3.2M settlement awarded in sexual harassment case

    A former Brazoria County judge has been ordered to pay more than $3 million to three women who say he sexually harassed them while he was on the bench.

  • $875,000 Settlement in Whistleblower suit against the City of Houston

    The city council agreed to pay $875,000 to a veterinarian who successfully sued the City of Houston; after he was unfairly fired from his job at the city's animal pound for complaining of animal abuse at the kennel. The jury found him retaliated against by his superiors who fired him with prejudice.

  • Wage & Hour Settlement in the amount of $574,000

    Our firm represented 70 current and former servers of a restaurant chain that required its servers to share a portion of their tips with the managers and owners of the restaurant.

  • $375,000 Jury Verdict in a Gender Discrimination suit against the Houston Police Department

    The jury found a female HPD cadet was discriminated against because of her gender when she was fired from the cadet class. HPD said she violated the Cadet Code of Conduct by carrying a gun in her personal car; however there were previous cases where male cadets were only reprimanded and not terminated.

  • Sexual Harassment Settlement in excess of $300,000

    Our firm represented several employees who were sexually harassed by a male supervisor. After obtaining a letter of determination from the Equal Employment Opportunity Commission, our firm was able to negotiate a settlement in excess of $300,000.

  • Verdict in excess of $300,000 in National Origin Discrimination Case

    Our firm represented a former dental professor at the University of Texas Health & Science Center who was discriminated against based on his national origin. At trial, we provided evidence of racial slurs, retaliation, and disparate wages in comparison to white professors. After two days of deliberation, the jury returned a verdict in favor of the professor and awarded mental anguish damages in excess of $150,000.

  • $250,000 Jury Verdict in a Racial Discrimination suit against Montgomery County Sheriff's Department

    The jury found the Lieutenant was demoted from a Detective to Recruiting because he is black. He was terminated six months after complaining to authorities. The jury agreed the termination was a form of retaliation and awarded him lost wages past and future.

  • $229,268 Jury Verdict in a Reverse Discrimination suit against the Houston Metropolitan Transit Authority ("Metro")

    A white male employee sued the Houston Metropolitan Transit Authority ("Metro") alleging race discrimination in violation of Chapter 21 of the Texas Labor Code. The employee was denied a promotion to the position of Superintendent despite being the most qualified person for the position. The jury found that the interview panel was tainted by a person on the panel, the second term president of the local chapter of the Conference of Minority Transportation Officials ("COMTO"), and an organization which promotes the creation of opportunities for minorities.

  • Same-Sex Sexual Harassment Settlement in excess of $150,000

    Our firm represented a male employee who was sexually harassed by another male employee at a construction company. We were able to open dialogue with the construction company and bring about a quick resolution for our client.

  • Wage & Hour Settlement in excess of $149,000

    Our firm represented 16 current and former waitresses at two popular bars that required their waitresses to work off-the-clock and to share a portion of their tips with members of management. The bar also failed to pay its waitresses overtime for hours they worked in excess of 40 in a work week. Our firm was able to demonstrate that the bar's actions were in violation of the Fair Labor Standards Act, which resulted in settlement.

  • Arbitration award in excess of $120,000 in a Breach of Employment Contract suit.

    An employee of a Houston based company was terminated in breach of his employment contract. The company alleged that the employee had performance issues which allowed the company to terminate the employee under its "for cause" provision. Our firm was able to show that the alleged performance issues were false and that the company breached the employment agreement by terminating the employee prior to the expiration of the term of the agreement.

  • $115,000 Jury Verdict in a Racial Discrimination suit against the INS

    The jury found the INS discriminated against a black inspector. The inspector filed a complaint with authorities in the department for being passed over for promotion. The jury determined that passengers were solicited and asked to prepare written complaints against the employee to be used against him as a basis for termination. . The jury found the INS acted with prejudice toward the inspector.

  • $106,000 Jury Verdict in Wrongful Termination suit against the City of Houston

    The jury found the city acted with malice in firing a dog-catcher for reporting instances of animal cruelty and racial discrimination of Hispanic workers to a supervisor. Jurors concluded the city violated the state whistle-blower law, which prevents government agencies from retaliating against employees simply for reporting problems.

  • Wage & Hour Settlement in the amount of $100,000

    We filed suit on behalf of six servers of a fine dining establishment under the Fair Labor Standards Act, arguing that the restaurant's requirement that its servers share a percentage of their tips with the restaurant's manager was in violation of federal law. The parties were able to reach resolution of the matter at mediation.

  • Wage & Hour Settlement in the amount of $100,000

    The firm filed a collective action under the Fair Labor Standards Act on behalf of five current and former servers of a fine dining establishment, arguing that the restaurant violated federal law by failing to pay its servers overtime, requiring them to work off-the-clock, and requiring that its servers share a portion of their tips with the restaurant's manager on duty. After notice of the lawsuit was mailed to other current and former servers, an additional seven servers joined the lawsuit. The parties settled the case at mediation.

  • Wage & Hour Settlement in the amount of $95,000

    An employee of a communications company was terminated when he complained to management that he was not receiving overtime pay for hours he worked in excess of 40 in a work week. The company alleged that the employee was not entitled to overtime because he was exempt under the computer professional exemption to the Fair Labor Standards Act, and that the employee was terminated because he refused to sign a non-competition agreement. Our firm was able to demonstrate that the employee did not meet the duties of an exempt computer professional, which resulted in settlement of the matter.


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