Texas Trade Secret Law: Application of Law in Chemical Formula Cases

A recent case from the Dallas Court of Appeals explains several concepts that frequently come up in trade secret theft cases. In Global Water Group, Inc. v. Atchley, No. 05-06-00709-CV, 2008 WL 384436 (Tex. App.--Dallas 2008, no pet. h.), the plaintiff had created a water purification system. When the plaintiff's president resigned and formed a competing company, the plaintiff filed suit and contended that its trade secrets had been misappropriated and were being used by the competitor. The jury found in the plaintiff’s favor, but the trial court reversed the verdict.

The court of appeals’ opinion affirming the trial court contained a useful discussion of the proof needed to support a misappropriation of trade secrets claim. 

At the outset, the court noted that to constitute a trade secret, the information in question must actually be secret. The court referenced the Texas Supreme Court’s 1958 holding in the K&G case that “the mere fact that knowledge of a product or process may be acquired through inspection, experimentation, and analysis does not preclude protection from those who would secure that knowledge by unfair means.” But then the court added this key point: “A trade secret must nevertheless be secret.” In other words, even if one obtains his former employer’s information by unfair means, for the employer to be able to make a misappropriation of trade secrets claim, the information must, the court says, still be secret.

This concept, while seemingly obvious, could be very important in a case in which a former employee allegedly steals a customer list. The employer, citing K&G, could argue, “Because the former employee improperly acquired the information, he is precluded from arguing that he could have obtained the information by fair means.” However, the employee, citing this case from the Dallas Court of Appeals will be able to respond, “Even if I obtained the information unfairly, the employer must, as a threshold matter, prove that the information is in fact secret.”

Of course, the employer might have other claims (e.g., conversion) even if it couldn’t prove that the information were secret. But one of the advantages of making a trade secret as opposed to a conversion claim is the increased likelihood of getting injunctive relief with the former claim.

The court discussed at length whether the plaintiff’s water purification formula constituted a trade secret. According to the court, the plaintiff claimed “no secret in any discrete formula, but rather in an approximate 10:90 ratio of KDF (a water purification substance) to carbon. Global asserts this approximate formula is entitled to trade secret protection because it was different from what others in the industry were using.” The court was skeptical of this being a trade secret:

Finally, the imprecise nature of the information weights heavily against it being a trade secret. There is no discrete secret formula at issue, but only an approximate mix of two well-known substances commonly used together. Given the imprecise nature of formula, we question what information Atchley and Aspen should be prohibited from using. For example, should they be prohibited from using a 20:80 ratio, 30:70, 40:60? It thus becomes apparent, it would be difficult to protect such a "formula," without prohibiting fair competition.

Based upon this reasoning, the court of appeals also held that the plaintiff failed to prove “use” of its alleged trade secret:

Global does not contend that Aspen used the same formula, but only that its formula was similar. While two products need not be identical for an inference of use to arise, we nevertheless conclude that similarity under these circumstances is not sufficient to raise such an inference. The similarity lie in the ratio of only two of the components of the mixed media pod, KDF and carbon. As noted above, it is not disputed that others in the industry used canisters with KDF and carbon. Aspen alleged "used Global's trade secret because its product, like Global's, used much more carbon than KDF. While the two products were similar in this regard, there were also differences in the contents of the mixed media pods. For example, Aspen's product contained "separator pads" that kept the KDF and carbon separate. Global's product on the other hand used another purifying substance, PM 1000, as well as gravel. In light of these differences, and the fact that the similarity lie only in the percentages of two commonly used ingredients, no inference of use arises.

The language above could be useful in defending against a claim that one has stolen another’s chemical formula. On the one hand, the defendant can challenge whether the formula is sufficiently distinctive to warrant trade secret protection. Moreover, in the absence of direct evidence of use by the defendant, the defendant can argue that mere similarity between its product and the plaintiff’s is not conclusive evidence of use.

The court of appeals also explained that the plaintiff’s proof was largely conclusory:

Global presented evidence that it guarded its formula, limited access, and required employees to sign confidentiality clauses. There is no evidence however regarding whether or not Global's efforts were successful—specifically whether or not its formula was nevertheless known outside its business.

Further, Global directs us to no evidence of the value of its formula to its business. Global suggests the formula was necessarily valuable because Global had developed the first successful self-contained water purification unit. However, there is no evidence the formula itself was related to the success of the unit. Specifically, Global directs us to no evidence the formula was in any way related to the mobility of the unit or other supposedly novel features of the unit. Weiss did testify that Global's formula removed more contaminates and performed better than anyone else's. This testimony was however largely conclusory and Weiss did not attempt to articulate or explain how Global's formula created better water or how its particular blend gave it a competitive advantage. Nor did he explain how the Global product performed differently than any other product on the market. Indeed, when asked about products that could remove contaminants from water, Weiss responded that he was not an engineer, scientist, or biochemist. Further, there is no expert testimony that the quality of Global's water was superior or that Global's process was cheaper or more efficient. Global has thus failed to point to any evidence to show its formula was valuable. Likewise, Global has not shown the formula gave it a competitive advantage.

This case is a good primer on what a plaintiff in a theft of trade secrets case must prove. Neither secrecy nor use can be assumed; both must be proved. Moreover, conclusory statements of harm are insufficient. The case is particularly informative with respect to trade secret theft cases involving chemical formulas.

Global Water Group, Inc. v. Atchley, No. 05-06-00709-CV, 2008 WL 384436 (Tex. App.--Dallas 2008, no pet. h).

Texas Trade Secret Law: When Your New Employee Knows Too Much


Not infrequently, whenever an employer hires a competitor’s ex-employee, the competitor sues not only its ex-employee (for an alleged non-compete violation, breach of fiduciary duty, misappropriation of trade secrets, tortious interference, etc.), but also the new employer.  The plaintiff contends, for example, that just as its ex-employee is liable for using and disclosing its trade secrets, the new employer is also liable for receiving and using the secrets.

One way in which new employers try to inoculate themselves against such a suit is by directing their new employees not to bring their former employer’s confidential information with them.  In a case decided within the past two months, the “new” employer sent an offer letter to its prospective new employee containing the following language:

We are not interested in confidential business information or trade secrets from your former employer.  Rather, we are looking for your sales talent to contribute to the success of our business.  We do not want you to use any of the confidential and/or proprietary information while you are working for us.  We ask that you not use or divulge any confidential and/or proprietary information obtained during your [previous] employment and require that you sign an Agreement on Prohibited Disclosures as a condition of this offer.

After the employee resigned from his “old” job and began his new one, his new employer had him sign a non-disclosure agreement containing the following language:

You agree not to use, have in your possession, or refer to any information, data process, or method which is or was claimed to be confidential or proprietary by any former employer, customer, supplier or consultant.

By way of clarification, and not by limitation, you agree neither to use, have in your possession, nor refer to any of the following items from a former employer . . . if such information is or was claimed to be confidential or proprietary:

·        Blueprints

·        Business Plans

·        Computer Programs

·        Computers

·        Confidential Knowledge

·        Consultant Lists

·        Customer Lists

·        Data Bases

·        Confidential or Proprietary Data

·        Computer Media (e.g., disks CDs)

·        Documents

·        Employee Lists

·        Equipment

·        Training Materials

·        Files

·        Financial Information

·        Formulas

·        Manuals

·        Market Information

·        Marketing Materials

·        Notebooks

·        Notes

·        Original Works of Authorship

·        Sketches

·        Software

·        Telephone Directories

·        Trade Secrets

·        Vendor Lists

When the former employer subsequently sued both its ex-employee and the new employer for misappropriation of trade secrets, the court found the new employer’s insistence that its new employee not bring any confidential information with him (as evidenced by the documents referenced above) as persuasive evidence (but not the only evidence in the case) that the employee had not in fact done so.

When hiring a new employee, especially one involved in sales (i.e., an employee who, were he trying to do so, might be able to “steal” his former employer’s clients), a new employer is wise to direct its new employee not to use or disclose his former employer’s confidential information (and also to have the new employee sign a non-disclosure agreement that contains a provision reiterating that direction).


Dallas Texas Trade Secrets Attorney: Companies Face Increased Risk of Theft of Trade Secrets


This is a very interesting article about difficulties companies have in preventing misappropriation of their trade secrets.  According to the article, theft of company laptop computers, especially when traveling abroad, is a real concern, as is the loss of sensitive information to "intelligence agents" located in the United States.

http://www.techjournalsouth.com/news/article.html?item_id=3279



Texas Employment Law Blog: Trade Secret Theft Costly to American Businesses


As this article indicates, trade secret theft annually costs American businesses billions of dollars.  And, as the author notes, the theft can take years to discover.

http://taosecurity.blogspot.com/2007/05/latest-plane-reading.html


Texas Trade Secret Litigation: "What if the secrets are all in my head?"


Very often, a departing employee won't take customer lists or other confidential documents with him, but a lot of the information he has memorized will be considered by his former employer to be confidential.  Customer names and contact information, for example, are routinely memorized by sales representatives.  Nevertheless, the sales representative's employer typically contends that such information is confidential.

Some states have adopted the so-called "memory rule," according to which the departing employee may use anything that's in his head to memory.  Thus, as long as the employee didn't take the customer list with him, he may use the information from that list that he has committed to memory.

In Texas, though, authority exists for the proposition that whether the information is contained on a document the employee has taken or in the employee's head, trade secret protection may attach to the information.  The key inquiries are:  (a) whether the information is really secret (e.g., whether it is widely known in the industry); and (b) what steps did the employer take to keep the information secret?

Texas Confidentiality Agreements and Protective Orders: Is Attorneys Eyes Only Information Reviewable By In-House Counsel?


In trade secret cases, the parties routinely produce confidential and proprietary information to each other.  Typically, a protective order is entered that permits the parties to designate information as confidential (which means, inter alia, that it can only be used in the litigation) and states how the information is to be treated. 

Super-sensitive information can be designated as "Attorneys Eyes Only," which means that the attorneys, but not their clients, may review the information.

But what about in-house counsel?  Are they permitted to see the information?  As the attached article indicates, the answer to this question is not always obvious.

http://www.hartfordbusiness.com/news1383.html


 


 


Wal-Mart Obtains After-Hours TRO

Interesting piece regarding Wal-Mart's attorneys visiting an Arkansas judge's home after hours to obtain a temporary restraining order.  The injunction, issued on an ex parte basis, was designed to prevent an imminent disclosure of trade secrets.

http://www.dailyreportonline.com/Editorial/News/new_singleEdit.asp?individual_SQL=4%2F11%2F2007%4014581_Public_.htm 

Dallas Noncompete Lawyer: Following Trade Secret Cases With International Implications


Increasingly, America's economic preeminence in the world is challenged by other nations, including most notably China.  In some cases, "economic espionage" is alleged when American trade secrets are taken abroad.  Here's an interesting story about DuPont's trade secrets that were taken in the U.S. and, it was believed, bound for China:

http://www.delawareonline.com/apps/pbcs.dll/article?AID=/20070302/NEWS/703020363/-1/NEWS01


Potential Criminal Liability for Trade Secret Theft


Misappropriation of trade secret lawsuits usually focus on potential civil remedies that might be recovered.  However, a businessman who worked near Lufkin, Texas, was recently sentenced to seven years in prison for allegedly stealing company trade secrets.  The full story is here:

http://www.news-journal.com/news/content/region/ETtoday/stories/2007/03/02/mcclain_sentence.html

Texas Trade Secret Law: New Theories in Misappropriation Cases?


The elements for misappropriation of trade secrets under Texas law are well known. A plaintiff must establish that:  (a) a trade secret existed; (b) the trade secret was acquired through a breach of a confidential relationship or was discovered by improper means; (c) the defendant used the trade secret without the plaintiff’s authorization; and (d) the plaintiff suffered damages as a result.

Now, suppose a homeless man discovers in a public trash can Microsoft’s plans for its next piece of software, and then, having no use for the plans, hands them to the first man on the street he sees (who happens to work for Cisco). Let’s further assume that the homeless man is a genius, and that he immediately understood the significance of the Microsoft plans he found.

Based on these facts, has the homeless man committed the tort of misappropriation of trade secrets?  Probably not, because the second prong above can’t be met.

In a recent case decided by the Austin Court of Appeals, the court questioned whether
Texas courts have adopted the Restatement (Third) of Unfair Competition, which makes the second and third prongs above independent torts.  If it has, the man in the hypothetical above could be guilty of tortious conduct even though the way he acquired Microsoft’s trade secrets was innocent.  The court noted that the Texas Supreme Court previously approved of other sections of the Restatement (Third) of Unfair Competition.  See In re Bass, 113 S.W.3d 735, 739-42 (Tex. 2003).  However, the supreme court did not adopt this part of the Restatement in its entirety.

It will be interesting to see whether other
Texas courts agree with the Restatement that the second and third prongs above should be independent causes of action.  In appropriate cases, plaintiffs in trade secret cases should encourage them to do so.


Parker Barber & Beauty Supply, Inc. v. The Wella Corp., No. 03-0400623-CV, 2006 WL 2918571 (Tex. App.—Austin, no pet. h.).