United States v. Betts

Procedural entryThis page is a short order in United States v. Betts. Read the opinion of the Court — 511 F.3d 872
Court of Appeals for the Ninth Circuit·Decided December 13, 2007·No. 06-50205·Published

Opinion

FOR PUBLICATION UNITED STATES COURT OF APPEALS FOR THE NINTH CIRCUIT

UNITED STATES OF AMERICA,  No. 06-50205 Plaintiff-Appellee, D.C. No. v.  CR-04-00172- MARCUS BRANDON BETTS, DOC-3 Defendant-Appellant.  OPINION

Appeal from the United States District Court for the Central District of California David O. Carter, District Judge, Presiding

Argued and Submitted January 10, 2007—Pasadena, California

Filed December 14, 2007

Before: Andrew J. Kleinfeld, Ronald M. Gould, and Milan D. Smith, Jr., Circuit Judges.

Opinion by Judge Kleinfeld

16405 16408 UNITED STATES v. BETTS

COUNSEL

James H. Locklin, Deputy Federal Public Defender, Los Angeles, California, for the appellant.

Douglas F. McCormick, Assistant U.S. Attorney, Santa Ana, California, for the appellee.

OPINION

KLEINFELD, Circuit Judge:

We review several conditions of supervised release.

FACTS

Marcus Betts worked for TransUnion LLC, one of the three major credit reporting agencies. He was the leader of the unit that decided disputes, where people claimed that some black mark on their credit score was inaccurate. He took bribes to conspire with his codefendants to falsely improve people’s UNITED STATES v. BETTS 16409 credit scores. His coconspirators would take money from peo- ple who wanted to improve their credit, and send letters that Betts would put in TransUnion’s database in such a way as to delete negative entries. It was a kind of private sector ticket- fixing scheme, with the outside people calling themselves “Second Chance Financial Services,” designed to make it eas- ier for people with bad credit records to borrow money. Betts did not create or direct the conspiracy, but was the essential inside man at TransUnion and helped his coconspirators com- pose an effective form letter. Betts falsified 654 credit histo- ries, generating around a million dollars in losses to lenders who got stuck with the bad risks.

He pleaded guilty to conspiracy under 18 U.S.C. § 371, and raises no issues on appeal except with regard to sentencing. He claims that some of the conditions of supervised release are too restrictive. The judgment applies these conditions to the entire three-year period of supervised release.

ANALYSIS

We review conditions of supervised release for abuse of dis- cretion.1

1. The Employment Restriction.

The two most onerous conditions challenged were justified by the record in this case. The district court restricted Betts’s employment after his release from prison to keep him away from his employers’ money, and required him to allow searches without warrant.

The employment restriction that Betts challenges says that “the defendant shall not be employed in any capacity wherein he has custody, control, or management, of his employer’s 1 United States v. Weber, 451 F.3d 552, 557 (9th Cir. 2006) (quoting United States v. Williams, 356 F.3d 1045, 1052 (9th Cir. 2004)). 16410 UNITED STATES v. BETTS funds, lines of credit, or any similar sources of monies.” Betts argues that this condition was an abuse of discretion because his crime did not involve stealing from his employer, so the condition unduly restricts his employability. Also, he argues, the district court did not expressly determine whether the con- dition is necessary to protect the public, and if so, what mini- mum time and extent would sufficiently protect the public.

[1] Betts was an employee of a credit reporting company, but his fraud would harm, at least in the short run, only the banks that loaned money to the debtors whose history he faked, not his employer. Nevertheless, as an employee, he owed the credit reporting company a fiduciary duty of loyalty.2 An employee’s duty of loyalty includes a duty to act solely for the interests of his employer within the business area for which he is employed, account to the employer for money received in connection with his work, and avoid undisclosed interests that might affect his conduct as an employee.3 An employee who takes a bribe to benefit some third party vio- lates his duty to his employer, even if the harm induced by the bribe is to a third party. Betts took bribes to use his employ- ment duties in a way that would distort the credit reports his employer provided, with obvious potential harm to lenders who relied on the reports.

[2] The applicable statutes and guidelines enabled the judge to restrict employment as he did. The district court may, sub- ject to other statutory provisions and sentencing guidelines, impose as a condition of supervised release any of the discre- 2 Restatement (Second) of Agency § 387 (“Unless otherwise agreed, an agent is subject to a duty to his principal to act solely for the benefit of the principal in all matters connected with his agency.”). 3 Warren A. Seavey, Law of Agency § 147 (1964) (“[W]ithin the area of his employment and when not acting in the protection of a superior or equal interest, [an agent’s] duty is to give single-minded attention to the principal’s affairs and to subordinate personal interests, except with the principal’s consent.”). UNITED STATES v. BETTS 16411 tionary conditions available for probation.4 Among these are that the defendant “refrain . . . from engaging in a specified occupation, business, or profession bearing a reasonably direct relationship to the conduct constituting the offense, or engage in such a specified occupation, business, or profession only to a stated degree or under stated circumstances.”5

The applicable sentencing guideline in substance repeats the statutory provision and adds some restraint on its use. The condition has to be “reasonably necessary to protect the pub- lic because there is reason to believe that, absent such restric- tion, the defendant will continue to engage in unlawful conduct similar to that for which the defendant was convicted.”6 The purpose of the occupational restrictions is to prevent crime but facilitate lawful employment, so occupational restrictions must be used prophylactically rather than as punish- ment.7

[3] The question here is how close the crimes protected against by the employment restriction have to be to the crimes of conviction. The answer implied by the statutes and guide- lines, is, close enough to protect the public from reasonably similar crimes. An employee such as Betts, who has taken bribes to betray his employer, has sufficiently demonstrated his untrustworthiness in the employment relationship to be kept away from employers’ money for three years. That the crime of embezzlement differs from the crime of conspiracy, and that Betts’s conspiracy used the employer as a vehicle rather than as the victim, do not eliminate the “reasonably direct” relationship needed. It is not sufficient, for purposes of protecting the public, that the barn door only be locked against the commission of a substantially identical crime. The public is entitled to be protected against crimes flowing from 4 18 U.S.C. § 3583(d). 5 18 U.S.C. § 3563(b)(5). 6 U.S. Sentencing Guidelines Manual § 5F1.5(a)(2) (2006). 7 U.S. Sentencing Guidelines Manual § 5F1.5 cmt. background (2006). 16412 UNITED STATES v. BETTS the same character trait demonstrated by the crime. Betts was a dishonest employee who betrayed his employer.

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