The Phone Book Defense

                                             

As discussed previously, in some situations Texas courts will afford customer lists trade secret protection.  In most non-solicit/non-compete cases, the departing employee doesn't walk out with the company customer list.  In some cases that list doesn't exist.  In other cases the former employee will simply reconstruct the customer list from memory, contact information they maintain, or even the phone book - the "phone book defense".

Texas courts have held that "A customer list of readily ascertainable names and addresses will not be protected as a trade secret."  So if a departing employee sells construction equipment there is a limited number of potential customers like contractors and sub-contractors.  Those trades advertise in the phone book on the internet and in trade publications.  As a result the customer list can be reconstructed quite easily and will little effort.

In most circumstances the employer simply can't rely on protecting their business by identifying their customer lists as a trade secret.  They will also need a robust and enforceable non-compete and non-solicit. 

Shareholder Disputes: Requests for Books and Records

                                      

Over the next few weeks you may notice some changes to this blog as it expands to cover topics related to Texas business breakups.  This will cover shareholder disputes, partnership disputes, and other disputes involving Texas business entities.  We begin with a shareholder's right to review the books and records of a Texas corporation.

Disputes arising in the context of a close corporation in many cases involve a situation where one shareholder is keeping another shareholder in the dark about the status of the company.  Texas Business Corporation Act Article 2.44 provides shareholders with the statutory right to review the books records of the company:

Any person who shall have been a shareholder for at least six (6)
months immediately preceding his demand, or shall be the holder of
at least five per cent (5%) of all the outstanding shares of a
corporation, upon written demand stating the purpose thereof, shall
have the right to examine, in person or by agent, accountant, or
attorney, at any reasonable time or times, for any proper purpose,
its relevant books and records of account, minutes, and share
transfer records, and to make extracts therefrom.
 

Other states have similar statutes.  There may be a fight over what exactly books and records entail but there is no denying a shareholders' rights to see the records.  The shareholder can sue the company to compel production of the documents and is entitled to reasonable attorneys' fees if they prevail.

 

The Man Signed a Contract

An update on Robert McCann's lawsuit challenging a non-compete agreement he entered into with Merrill Lynch.  McCann wants to work for UBS, but BofA won't let him.  BofA lawyer Steven M. Kayman's take on the lawsuit:

This man signed a contract.  He got paid a substantial amount of money for it. Now he wants the court’s permission to break it.

The Judge has reserved ruling and encouraged the parties to settle.  Turns out McCann left Merrill when he did not receive a bonus in 2007.  This was after a $6.85 M bonus in 2005 and $8.85 million in 2006.  Not so sure a jury would be very sympathetic.

The Texas Supreme Court on Electronic Discovery

                                          

While I don't often discuss cases on Texas procedure, In Re Weekly Homes, which was published on August 28, 2009 is worth comment.  Prior to Weekly Homes there had been no guidance from the Texas Supreme Court on electronic discovery and little discussion by Texas intermediate appellate courts.  The opinion addresses a request by a party to inspect the computer hard drives of another during discovery. 

After review of the facts in the case and federal precedent on electronic discovery the Texas Supreme Court ruled:

— the party seeking to discover electronic information must make a specific request for that information and specify the form of production. Tex. R. Civ. P. 196.4.

 — The responding party must then produce any electronic information that is “responsive to the request and . . . reasonably available to the responding party in its ordinary course of business.” Id.

 — If “the responding party cannot — through reasonable efforts — retrieve the data or information requested or produce it in the form requested,” the responding party must object on those grounds. Id.

 — The parties should make reasonable efforts to resolve the dispute without court intervention. Tex. R. Civ. P. 191.2.

 — If the parties are unable to resolve the dispute, either party may request a hearing on the objection, Tex. R. Civ. P. 193.4(a), at which the responding party must demonstrate that the requested information is not reasonably available because of undue burden or cost, Tex. R. Civ. P. 192.4(b).

 — If the trial court determines the requested information is not reasonably available, the court may nevertheless order production upon a showing by the requesting party that the benefits of production outweigh the burdens imposed, again subject to Rule 192.4’s discovery limitations.

 — If the benefits are shown to outweigh the burdens of production and the trial court orders production of information that is not reasonably available, sensitive information should be protected and the least intrusive means should be employed. Tex. R. Civ. P. 192.6(b). The requesting party must also pay the reasonable expenses of any extraordinary steps required to retrieve and produce the information. Tex. R. Civ. P. 196.4.

 — Finally, when determining the means by which the sources should be searched and information produced, direct access to another party’s electronic storage devices is discouraged, and courts should be extremely cautious to guard against undue intrusion.

So requests should specify what should be produced and how it should be produced.  If the requested production is going to be expensive, the requesting party has to pay.  Finally, direct access to another party's electronic devices is discouraged.  Of course, neutral third parties can be used to mirror hard drives or computers.

In the context of non-compete cases where a defendant has started a competing venture,  the departing employee's hard-drive may hold important information.  The hard-drive may have business plans, incorporation documents, potential customer contacts.  All of these items and more will allow the former employer to determine the chronology of events and potentially develop evidence of theft of trade secrets.  There is more to electronic discovery than email.

The Granny Test for Twitter

                                                            

Over the past few months Twitter has exploded.  It's everywhere, from Best Buy advertisements to Lance Armstrong's updates during the Tour de France.  Twitter has 23 million users and 54% of Fortune 100 companies have some Twitter presence.  The point is, Twitter is not going away in the near future nor is social media. 

For some reason people have a hard time remembering that employers, prospective employers, friends, enemies, and worst of all lawyers are monitoring social media.  Individuals are creating an on line biography on a daily basis.  In the future, candidates for public office and prospective supreme court justices will have to account for wayward tweets and Facebook posts.  Take a look at these examples of off- color tweets from Mark Toth at manpowerblogs.com:

•“hate my job!! i want to tell my bosses how dumb they are and how meaningless this job is, then quit, and be happy!”
•“with my boss on twitter, maaaybe I should take down that sexy picture of her . . . but her reaction will be priceless!”
•“so my job was to test all the food at the new restaurant, can I just say, ughew. I’m going to taco bell . . .”
•“smoking weed at work is so [expletive deleted] great ”
•“I’m really bummed that I’m working today, i asked off so i could study but my boss is a [expletive deleted] who can’t read.”
•“Coworker smuggled out a chair for me. Currently being paid to SIT around . . . I don’t hate my job today!”

Ridiculous, right?  Individuals need their own self-imposed media policies. I propose a simple one in honor of my Granny who had her birthday over the weekend. If you would feel uncomfortable having Granny read you tweet, Facebook post, or blog entry, don't post it. Game, set, match. 

 

Taking it to the employer: Challenging the non-compete.

It's been a few weeks since I've discussed BofA but once again the company is involved in litigation, this time over a non-compete.  This time, BofA is on the receiving end of a lawsuit filed by Robert McCann, former head of Merrill Lynch's wealth management unit.  McCann's lawsuit challenges  the enforceability of a non-compete he entered into with Merrill.  The parties are currently in settlement negotiations.  McCann is reportedly going to work for UBS.

Robert McCann

 

McCann's strategy of attacking the non-compete with a lawsuit  is often recommended but rarely used by departing employees.  Generally, most employees don't have the war chest necessary to take on their former employer and institute costly litigation.  Most employees would rather wait to see if the former employer is going to take legal action.  McCann most likely and rightfully assumed BofA would sue if he went to work for UBS.  Instead of defending a lawsuit he initiated it and now looks to be close to a settlement.  This can be a solid strategy in the right situation.