Tag Archives: Scott M. Caravello

Supreme Court Repudiates “Right-to-Control” Theory Under the Federal Wire Fraud Statute

Editor’s Note: The NYU Law Program on Corporate Compliance and Enforcement (PCCE) is following the recent U.S. Supreme Court decisions in Percoco v. United States and Ciminelli v. United States, which narrow the scope of honest services fraud and eliminate the so-called “Right to Control” theory in federal fraud cases, respectively. Together, these two cases continue a trend of circumscribing the federal government’s ability to prosecute domestic public corruption in the United States. 

by Helen V. Cantwell, Andrew J. Ceresney, Courtney M. Dankworth, John Gleeson, David A. O’Neil, Winston M. Paes, Bruce E. Yannett, Douglas S. Zolkind, and Scott M. Caravello

Photos of the authors

From top left to right: Helen V. Cantwell, Andrew J. Ceresney, Courtney M. Dankworth, John Gleeson, and David A. O’Neil. From bottom left to right: Winston M. Paes, Bruce E. Yannett, Douglas S. Zolkind, and Scott M. Caravello.
(Photos courtesy of Debevoise & Plimpton LLP)

On May 11, 2023, the United States Supreme Court issued its latest opinion in a series of decisions narrowing the scope of the federal fraud statutes.  In that case, Ciminelli v. United States, the Court foreclosed prosecutors’ ability to pursue fraud charges for misrepresentations that did not result in financial harm, but instead deprived victims of information that may have been useful in deciding how to use assets.  In repudiating this theory, known as “right-to-control,” a unanimous Court held that the federal fraud statutes touch only schemes aimed at traditional property interests, like money, and not “mere information.”  To have held otherwise would have meant that “almost any deceptive act could be a crime.”  

Going forward, the Department of Justice will not be able to prosecute a defendant for engaging in mere deceptive or unethical conduct, but must additionally prove that the defendant’s objective was to deprive the victim of money or property.

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Complying with New York’s AI Employment Law and Similar Regulations

by Avi Gesser, Jyotin Hamid, Tricia Bozyk Sherno, Anna Gressel, Scott M. Caravello, and Rachel Tennell

A growing number of employers are turning to artificial intelligence (“AI”) tools to assist  500 companies use talent-sifting software, and more than half of human resource leaders in the U.S. leverage predictive algorithms to support hiring. Widespread adoption of these tools has led to concerns from regulators and legislators that they may be inadvertently discriminating, for example, by:

  • Penalizing job candidates with gaps in their resumes, leading to a bias against older women who have taken time off for childcare;
  • Recommending candidates for interviews who resemble the company’s current leadership, which is not diverse; or
  • Using automated games that are unfairly difficult for individuals with disabilities to evaluate employees for promotions, even though they could do the job with a reasonable accommodation.

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California Restricts Insurers’ Use of AI and Big Data

by Eric R. Dinallo, Avi Gesser, Marshal L. Bozzo, Anna R. Gressel, and Scott M. Caravello

On June 30, 2022, the California Department of Insurance (the “Department”) released Bulletin 2022-5 (the “Bulletin”), which places several limitations on the use of Artificial Intelligence (“AI”) and alternative data sets (“Big Data”) by the insurance industry. The Bulletin states that the Department is aware of recent allegations of racial discrimination in marketing, rating, underwriting and claims practices by insurance companies and reminds all insurance companies of their obligations to conduct their businesses “in a manner that treats all similarly-situated persons alike.”

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