Massachusetts Judge: "Goliath" Can't Enforce Nonsolicit Against "David"

While it remains quite difficult to predict whether a Massachusetts judge will enforce any given restrictive covenant in a particular case, close observers of recent Massachusetts noncompete decisions would note that judges increasingly are reluctant to enforce post-employment restrictions against "the little guy" -- as contrasted with senior, highly-compensated managers.  A recent insurance-industry dispute exemplifies this trend.  In Banc of America Corporate Insurance Agency, LLC v. Verille, Banc of America’s corporate insurance agency sought an injunction enforcing a client non-solicitation restriction against a former employee, Mr. Verille, who was described as a "Producer" and who took a similar position with a competitor.  Central to the injunction request was evidence that the employee’s new company was involved in providing services to two of the clients previously serviced by the employee.  Verille did not dispute that his new company was providing competitive services to those clients and did not dispute that he had spoken with those clients at the time of his departure.  He denied, however, that he had ever solicited those clients to shift to his new company and asserted that they independently decided to move upon learning of his departure.  Judge Thomas Connors found that Banc of America’s allegation of solicitation was undermined by affidavits from the clients at issue stating that Verille had not solicited them. 

However, Judge Connors found that the agreement at issue prohibited not only solicitation but also apparently barred Verille from servicing such clients on behalf of a third party, in this case his new employer.  Nevertheless, the court accepted Verille’s argument that the restriction should not be enforced, for several reasons.  First, the court concluded that there was some question whether Banc of America could articulate a good will interest with respect to the clients at issue, suggesting that the good will in this instance belonged either to its predecessor, Fleet Bank’s insurance company, or Verille himself.  In addition, Judge Connors concluded that Banc of America’s claim of irreparable harm was not compelling.  On this issue, Judge Connors described Banc of America as "a major corporation with a significant client base," which brought the case based on the loss of "just three clients, a number later whittled down to two."  Under the circumstances, the judge concluded, Banc of America’s legal recourse was only a claim for money damages, rather than an injunction that would affect Virelle’s "ability to pursue a livelihood."

Mazonson, Part II: Judge Finds Customer-based Noncompete Overbroad

The Mazonson decision described in the previous post also contained an interesting discussion of the plaintiff’s request to enforce a customer-based restriction against one of the individual defendants.  On this issue as well, the Massachusetts court denied the request for a preliminary injunction.  Interestingly, Judge Murtagh found that the agreement’s restriction prohibiting the employee from providing services or selling insurance to any customer, even if there had been no solicitation by the employee, violated public policy and was unenforceable.  

The provision at issue was something of a hybrid:  it prohibited not only the solicitation of the company’s customers but also the provision of services to them.  As such, it was essentially a limited form of non-compete agreement.  Such provisions have been enforced by other Massachusetts judges in other contexts, particularly where the plaintiff could show that enforcement was necessary to protect customer goodwill.  But Judge Murtagh found it to be a “naked and unreasonable restraint on trade and commerce.”  He went on to find that there was no concrete evidence that any of the three customers at issue in the case were solicited by the individual defendants.  (As it happens, one of the allegedly-solicited customers was Foley Hoag; we played no role as counsel in the case.)   In so doing, Judge Murtagh sent a clear signal that he will scrutinize very carefully any request for injunctive relief in a restrictive covenant case.

Employee's Remote Computer Access Undermines Employer's injunction Request

Your valuable sales employee abruptly departs and begins working at your direct competitor.  Soon, some of your customers follow the departed employee and other customers cancel meetings you have scheduled with them.  Now you are suspicious, so you scrutinize your former employee’s computer activity and discover that just prior to his departure, he emailed to himself or downloaded valuable customer information and other data.  Can you get an immediate injunction stopping your former employee’s conduct?

In one recent Massachusetts case involving this scenario, the answer -- perhaps surprisingly -- was no, due to the fact that the departed individuals convinced the judge that they regularly accessed and downloaded information remotely as part of their jobs.  The case, Mazonson, Inc. v. Greenbaum, involved a sales employee and a independent contractor who departed for Mazonson’s direct competitor.  To support its request for immediate injunctive relief, Mazonson offered evidence that the individuals collected and either emailed to themselves or downloaded from Mazonson’s computer system confidential customer and business planning information.  Superior Court Judge Thomas Murtagh’s denied the requested injunction based on the issue of remote access:  he found that it was not unusual for employees of Mazonson to work from home, and it was not unusual for employees to email information to their homes and to download information from the employer’s database to a USB device.  In the end, Judge Murtagh found that the plaintiff could not establish that possession of the material at issue was “anything other than an acceptable practice to possess the material for work away from the office.”  He concluded that at least at the preliminary injunction stage, Mazonson’s concerns amounted to mere “suspicion.”

What lessons can be drawn from this case?  From the perspective of a former employer seeking to protect against theft of electronic information, the decision highlights the careful attention companies need to give to employees who work from home and who are permitted to remotely access and download information from company computer systems.  Care should be taken to craft policies spelling out precisely what kinds of  remote computer activities are and are not permitted so that companies can successfully argue, if and when the time comes, that their employees have engaged in improper activities involving the company’s electronic information.