United States v. Bedi

15 F.4th 222
CourtCourt of Appeals for the Second Circuit
DecidedSeptember 30, 2021
Docket20-1955-cv
StatusPublished
Cited by20 cases

This text of 15 F.4th 222 (United States v. Bedi) is published on Counsel Stack Legal Research, covering Court of Appeals for the Second Circuit primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook
United States v. Bedi, 15 F.4th 222 (2d Cir. 2021).

Opinion

20-1955-cv United States v. Bedi

In the United States Court of Appeals For the Second Circuit ________

AUGUST TERM 2020

ARGUED: MAY 20, 2021 DECIDED: SEPTEMBER 30, 2021

No. 20-1955-cv

UNITED STATES OF AMERICA, Plaintiff – Counter-Defendant – Appellee,

v.

VICKRAM BEDI and DATALINK COMPUTER PRODUCTS, INC., Defendants – Counter-Claimants – Appellants. *

________

Appeal from the United States District Court for the Northern District of New York ________

Before: WALKER, CABRANES, and WESLEY, Circuit Judges. ________

Datalink Computer Products, Inc. (Datalink) and its president, Vickram Bedi, appeal from a judgment of the Northern District of

* The Clerk of Court is directed to amend the caption as set forth above. 2 No. 20-1955-cv

New York (Hurd, J.) granting summary judgment to the Government on its claim to collect approximately $341,000 in back wages on behalf of Helga Ingvarsdóttir, a native of Iceland and former Datalink employee. The back wages were owing to Ingvarsdóttir under federal law governing the H-1B visa program, which requires employers to pay H-1B workers no less than the “prevailing” or “actual” wage in their area of employment. After Bedi and Datalink refused to comply with an order from the U.S. Department of Labor (DOL) to remit the wages, the Government brought this action to collect the unpaid wages under the Federal Debt Collection Procedures Act (FDCPA), 28 U.S.C. § 3001 et seq.

On appeal, Bedi and Datalink principally argue that the Government may not use the procedures of the FDCPA to collect the unpaid wages. They contend that an administrative award of back wages is not an amount “owing to the United States” under the FDCPA, and that our circuit’s contrary decision in NLRB v. E.D.P. Medical Computer Systems, Inc., 6 F.3d 951 (2d Cir. 1993), should be reconsidered. For the reasons that follow, we agree. We hold that the Government may not rely on the FDCPA to collect back wages on Ingvarsdóttir’s behalf. We therefore REVERSE the judgment of the district court, overrule E.D.P., and restore the reach of the FDCPA to the limits enacted by Congress.

JESSE Z. GRAUMAN, Senior Attorney (Stanley E. Keen, Deputy Solicitor for National Operations, Jennifer S. Brand, Associate Solicitor, Rachel Goldberg, Counsel for Appellate Litigation, on the brief), United States Department of Labor, Washington, District of Columbia, for Plaintiff – Counter-Defendant – Appellee United States of America. 3 No. 20-1955-cv

ALAN LEWIS (Leonardo Trivigno, on the brief), Carter Ledyard & Milburn LLP, New York, New York, for Defendants – Counter-Claimants – Appellants Vickram Bedi and Datalink Computer Products, Inc.

JOHN M. WALKER, JR., Circuit Judge:

Datalink Computer Products, Inc. (Datalink) and its president, Vickram Bedi, appeal from a judgment of the Northern District of New York (Hurd, J.) granting summary judgment to the Government on its claim to collect approximately $341,000 in back wages on behalf of Helga Ingvarsdóttir, a native of Iceland and former Datalink employee. The back wages were owing to Ingvarsdóttir under federal law governing the H-1B visa program, which requires employers to pay H-1B workers no less than the “prevailing” or “actual” wage in their area of employment. After Bedi and Datalink refused to comply with an order from the U.S. Department of Labor (DOL) to remit the wages, the Government brought this action to collect the unpaid wages under the Federal Debt Collection Procedures Act (FDCPA). 1

On appeal, Bedi and Datalink principally argue that the Government may not use the procedures of the FDCPA to collect the unpaid wages. They contend that an administrative award of back wages is not an amount “owing to the United States” under the FDCPA, and that our circuit’s contrary decision in NLRB v. E.D.P. Medical Computer Systems, Inc. 2 should be reconsidered. For the reasons that follow, we agree. We hold that the Government may not rely on the FDCPA to collect back wages on Ingvarsdóttir’s behalf. We therefore REVERSE the judgment of the district court, overrule

1 See 28 U.S.C. § 3001 et seq. 2 6 F.3d 951 (2d Cir. 1993). 4 No. 20-1955-cv

E.D.P., and restore the reach of the FDCPA to the limits enacted by Congress. 3

BACKGROUND

This appeal turns on a question of statutory interpretation: whether the FDCPA authorizes the United States to collect on an administrative order requiring a private employer to remit back pay to its former employee. While this question is a purely legal one, we begin with a brief discussion of the facts and procedural history to explain how this dispute originated.

From 1995 to 2010, Bedi was the president and sole shareholder of Datalink, a small company that sold and serviced computers. In 2005, Bedi sought to hire an employee through the H-1B visa program to speak with customers and to handle administrative work. The H- 1B visa program allows U.S. employers to bring temporary workers to the United States to perform “specialty occupation[s].” 4 To participate in the program, employers must comply with certain labor standards, including by paying H-1B workers no less than the “actual” or “prevailing” wage in their area of employment. 5 In this case, Bedi obtained approval from the Department of Homeland Security to hire Ingvarsdóttir, a native of Iceland. In doing so, he

3 This opinion has been circulated to all active judges of the court prior to filing. 4 See 8 U.S.C. § 1101(a)(15)(H)(i)(b).

5 Specifically, the H-1B visa program requires participating employers

to pay workers the greater of (a) “the actual wage level paid by the employer to all other individuals with similar experience and qualifications for the specific employment in question,” or (b) “the prevailing wage level for the occupational classification in the area of employment.” Id. § 1182(n)(1)(A)(i)(I), (II). 5 No. 20-1955-cv

certified to the DOL that he would pay her no less than the prevailing wage of $61,152 per year to work as an “Account Executive.”

Ingvarsdóttir’s employment with Datalink did not go smoothly. According to Ingvarsdóttir, Bedi abused and manipulated her, paid her only “sporadic[ally],” and forced her to perform “continuous servant work” for him and his mother. 6 The two also engaged in criminal activity. In November 2010, Bedi and Ingvarsdóttir were arrested and charged in New York State court in connection with an elaborate scheme to defraud one of Datalink’s clients, Roger Davidson. Bedi pled guilty to first-degree grand larceny and was sentenced to three to nine years’ imprisonment. Ingvarsdóttir pled guilty to second-degree grand larceny and was sentenced to five years’ probation.

In March 2012, while Bedi and Ingvarsdóttir’s criminal proceedings were pending, Ingvarsdóttir filed a complaint with the DOL’s Wage and Hour Division alleging that she “receiv[ed] virtually no wages” from Datalink for her work from 2005 to 2010. 7 The DOL has authority to determine whether an H-1B employer has failed to pay wages as required by the H-1B visa program. 8 Pursuant to that authority, the agency issued a written determination on August 6, 2012, finding that Bedi and Datalink failed to pay Ingvarsdóttir $237,066.06 in wages required by the H-1B statute and regulations. The determination ordered them to pay the required back wages within 15 days, unless either party requested a hearing before an administrative law judge (ALJ).

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Cite This Page — Counsel Stack

Bluebook (online)
15 F.4th 222, Counsel Stack Legal Research, https://law.counselstack.com/opinion/united-states-v-bedi-ca2-2021.