Ladybrille® Fashion Business | Style House Files & LFDW Present ‘Fashion Business Series’ #FashionLaw #FashionAfrica


This month Lagos will play host to the Guaranty Trust Bank Lagos Fashion and Design Week from the 23rd of October to the 26th October; at the Ocean View Grounds by Eko Hotel, Ademola Adetokubo, Victoria Island Lagos. As part of the activities to culminate the week, Guaranty Trust Bank has teamed up with the founders of Lagos Fashion and Design Week, Style House Files to host the Fashion Business Series on October 24th by 9am at Ocean View.

The Fashion Business Series is a platform created to facilitate conversations between key stakeholders In the Nigerian and Pan African fashion industry as a useful tool for exchanging ideas, networking and developing the industry

To launch the series the keynote Speakers will be Mr Olusegun Aganga (CON) Minister of Industry, Trade and Investment Nigeria, Mr JK Olusegun Agbaje Managing Director / Chief Executive Officer
Guaranty Trust Bank. Some of the other speakers include Bernice Kannor Balli from WIPO, Simdul Shagaya CEO Konga, Sarah Maino Edior of Vogue Talent and Simon Burnstien CEO of Browns, London.

The round table will focus on:

• E Commerce and Retail: A reliable option for bridging the gap between fashion demand and its supply across Africa

• Funding Options For Your Fashion Business: SME Loans, Bank loans, Crowd Funding?

• Intellectual Property Rights (IPR) & Fashion: A detailed analysis on the need for IPR for Fashion.

• Fashion’s Rising Stars: The Role of Fashion Talents in Building A Sustainable Fashion Industry

For more information on how to attend please email or call 0806XXXX
Registration is N10,000.


Ladybrille’s Uduak Oduok Named Adjunct Law Professor at Loyola, to Teach California’s First Course Ever on ‘Fashion Modeling Law’ #Fashionlaw

Uduak Oduok Esq---

Dear Ladybrille readers,

I am excited to inform you all that I have been named Adjunct Law Professor at Loyola Marrymount University in Los Angeles (“Loyola”) and will join the esteemed faculty at Loyola, in Spring 2014, to teach the first course, ever, in California on ‘Fashion Modeling Law.’

As a former fashion model and one that has had diverse experiences in the industry for over two decades now, I am excited to bring the highly ignored legal issues in the fashion industry that confronts both the fashion modeling agency and the fashion model, alike, to the forefront.

I am excited and can’t wait to impart the knowledge I have to the next crop of brilliant legal minds, at Loyola.

Please see the course description below and spread the word!

Yours Truly,

(4F58) – 2 UNITSThis course is designed for students interested in representing the fashion client in the modeling industry. Specifically, the course looks at the fashion model and the modeling agency, with emphasis placed on the fashion model. We explore the legal issues the fashion model is confronted with during three key phases of her career: breaking into the industry, establishing her career and finally exiting/expanding into other business ventures.

Necessarily, as part of these key phases we explore the legal structure of modeling agencies as business entities, modeling agency contracts, employment status of models i.e. independent contractors v. employees, weight issues, intellectual property issues affecting models, photographers and the agency relationship, and a whole host of pertinent legal issues the fashion model confronts in the industry. A basic knowledge of contract law, torts and civil procedure is advised for the student taking this course.”

Jay-Z’s Rocawear Company Sued For $450,000 #Fashionlaw

Jay-Z Rocawear

“Jay-Z is a rap mogul worth around $500 million — but his clothing brand Rocawear is in the red, a lawsuit claims.

The apparel group allegedly owes $450,000 to wholesale company iSource NYC for urban-style duds made in Pakistan and shipped to New York last April through June, the Manhattan Supreme Court filing states.

The clothing items “were specially ordered goods . . . [with] the ‘Rocawear’ brand name imprinted on [them],” the Garment District company claims in the suit.

“Defendant never returned the ROC goods to iSource.””

New York Post has the full story.



Interns Win HUGE Victory in Labor Lawsuit Against Fox #FashionLaw

Fox Searchlight Should Have Paid Interns

The Fox Searchlight case below is in the entertainment law realm. However, there are  parallel ongoing fashion law claims with similarl legal issues that was discussed by Ghanaian-American attorney Tracy Agyemang here on Ladybrille. Be sure to revisit her article here for the full scoop on those cases.

In the meantime, every fashion and entertainment business/ entrepreneur in the USA who uses interns should pay attention to the case below.

-Uduak Oduok

“In a ruling that is likely to be well read throughout Hollywood and maybe corporate America at large, a federal judge on Tuesday has handed a couple of the interns suing Fox Searchlight a victory on summary judgment and also certified a class action over the internship programs of Fox Entertainment Group.

The lawsuit was first brought in late 2011 by two interns — Alex Footman and Eric Glatt — who both worked on Fox Searchlight’s Black Swan and claimed that the company’s unpaid internship program violated minimum wage and overtime laws.

The lawsuit then got bigger with amended claims brought by added named plainitffs such as Kanene Gratts, who worked on Searchlight’s 500 Days of Summer as well as Eden Antalik, who participated in the FEG internship program. To prevail, they would need to jump several hurdles, including showing that the training programs set up weren’t for the advantage of the trainees.

On Tuesday, federal judge William Pauley issued a ruling that is very favorable to the suing interns.

Regarding Footman and Glatt, the judge grants summary judgment to them that Searchlight was their “employer,” as that term is defined in the Fair Standards Labor Act and New York Labor Laws.

Fox attempted to convince Judge Pauley that the production companies — like Lake of Tiers Inc. instead of Searchlight — were responsible for hiring and controlling the interns, but the judge didn’t buy it. Judge Pauley writes that “Searchlight’s power to fire Black Swan production staff was unbridled,” that “Searchlight closely supervised work on Black Swan,” that “the crew of Black Swan was tied to Searchlight, not Lake of Tears,” and so forth.

The judge also looked at whether the internship program qualified as a bona fide training program under the Labor Department’s six criteria for determining whether an internship might be unpaid. These factors include whether the internship is similar to training that would be given in an educational environment, whether it is for the benefit of the intern, whether the intern displaces regular employees, whether the employer derives immediate advantage, whether the intern isn’t necessarily entitled to a job after the conclusion of the internship and the understanding about no entitlement to wages.

After going through the experiences of Footman and Glatt on Black Swan, here’s what Judge Pauley concludes:

“Considering the totality of the circumstances, Glatt and Footman were classified improperly as unpaid interns and are ‘employees’ covered by the FLSA and NYLL. They worked as paid employees work, providing an immediate advantage to their employer and perfomed low-level tasks not requiring specialized training. The benefits they may have received — such as the knowledge of how a production or accounting office functions or references for future jobs — are the results of simply having worked as any other employee works, not of internships designed to be uniquely educational to the interns and of little utility to the employer. They received nothing approximating the education they would receive in an academic setting or vocational school. This is a far cry from [the Supreme Court's decision in] Walling, where trainees impeded the regular business of the employer, worked only in their own interest and provided no advantage to the employer. Glatt and Footman do not fall within the narrow ‘trainee’ exception to the FLSA’s broad coverage.””

THR, Esq. has the full story.