No, En Vogue cannot prove a legitimate business interest because En Vogue did not have a notable investment in training Ms. Ramirez. In order to establish extraordinary or specialized training as a legitimate business interest, the training must provide defendant a unique skill or an enhanced degree of a previous skill, which goes beyond following directions from a box or learning from a person of ordinary education by reading a manual, and the defendant uses those skills to benefit a competitor. Hapney v. Central Garage, Inc., So.2d 127, 132 (Fla. Dist. Ct. App. 1991).
One of the factors the court looks at is the employer’s investment toward the defendant’s training. Hapney v. Central Garage, Inc., So.2d 127, 132 (Fla. Dist. Ct. App.
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Id. at 1217. The defendant also became a certified technician during his employment because the employer dedicated so much time and money in the training an inexperienced employee, the court held there was a legitimate business interest in need of protection. Id. at 1216. Plaintiff’s investment in defendant’s training is used to the benefit of a competitor. Hapney v. Central Garage, Inc., So.2d 127, 132 (Fla. Dist. Ct. App. 1991). In Milner, the defendant went to multiple trainings and used these specialized skills to perform installations, cabling, repair and service work on telephone system, which is the same type of work he did for the plaintiff. Milner Voice & Data, Inc. v. Tassy, 377 F. Supp. 2d 1209, 1216 (S.D. Fla. 2005). Defendant sent letters and emails relating to subcontracting for installation and service connected to the same phone service as plaintiff. Id. at 1217. Defendant helped install telephone system sold to direct customer of plaintiff, which was the same job he proposed when he was working for the plaintiff. Id. at 1218. Defendant had also performed service and repair for several of plaintiff’s clients because plaintiff’s substantial investment in training, the defendant used his training to benefit plaintiff’s competitor. Therefore, the court held that the plaintiff had a substantial investment in need of protection. Id. No, En Vogue cannot prove extraordinary or specialized training as a legitimate
1.16 (A).1, 5.5(B) - Upon learning that Carl had taken on a case on his own, which is an example of unauthorized practice of law, Attorney Howe should have notified the clients that Carl did not have such authority to take on a case, set discounted fees or conduct an interview without Attorney Howe’s supervision, thus in good consciousness Attorney Howe cannot take on clients under fraudulent circumstances.
Issue 1: Could the defendant (Bob Sugar) be charged with breach of contract and unfair competition for soliciting the plaintiffs (Jerry Maguire) clients?
In addition, training should also be tailored to specific positions in the company and employees roles. Management may need additional training to help deal with employee issues, while someone in purchasing may need more training on gifting policies and someone in finance needs to understand the company’s position on fraud.
On September 10, 2001, respondent RagingWire Information transfers, Inc., offered the plaintiff a vocation as lead frameworks manager.On September 10, 2001, respondent RagingWire Information transfers, Inc., offered offended party work as lead frameworks executive.
The plaintiff (Southern Prestige Industries, Inc.) initiated an action against the defendant (Independence Plating Corp.) in a North Carolina state court for a breach of contract. The plaintiff alleged that defects in the defendant’s anodizing process caused the plaintiff’s machine parts to be rejected by Kidde Aerospace. The defendant being a New Jersey corporation and having its only office and all of its personnel situated in the state filed a motion to dismiss citing lack of personal jurisdiction. The trial court denied the motion and the defendant appealed arguing that there were insufficient contacts to satisfy the due process of law requirements
This paper was conducted as a Discussion Board Post assigned by Professor J. Reinke of: Liberty University, Graduate School of Business, Lynchburg, Virginia 24515.
One of RAPIDS’s foundational barriers against lawsuits is to approach the business with an attitude of prevention. A few of RAPIDS’s policies will be to implement a three day orientation session and to require each employee to read the employee handbook. All employees who are hired will be required to attend this session and will be subsequently tested to ascertain that
In the case of Nationwide Mutual INS. Co. v. Darden, 503 U.S. 318, 323-4, 112 S. Ct. 1344, 117 I. Ed. 2d 581 (1992). The court singled out five factors as determinative: recruitment, training, duration, right to assign additional work, and control over the relationship between the worker and agency.
Facts: The plaintiff Taser International, Inc is a company that produced electronic devices such as stun guns, and even accessories that are needed with control devices. In addition, the company also manufactured TASER CAM which is an audio and video recording device that is mostly sold for military, security and public purposes. The defendant Steve Ward was a vice president of marketing in the Taser International Inc., who worked full time from January 1, 2004 to July 24, 2007 until the day he resigned. However, even though he was a full time employee, he was not part of any employment contract. The defendant Ward was aware of many confidential information and even trade secrets since he was the vice president of the company which is a very important aspect of the company. In 2006 Ward thought of getting legal advice on whether he could create an eyeglass-mounted camera by searching to see if this type of idea was patented already or not. The patent counsel found an eyeglass-mounted camera already to be patented and then the defendant Ward, thought about modifying his camera to a clip-on camera. On August 23, 2007 Ward formed his company known as Vievu LLC in order to get his product of a clip-on camera on to the market. But before his resignation he investigated more about developing a business plan, and about camera devices. As a result, Taser Company sued Ward for violating
FindLaw Inc. (November 1, 1999). Business Torts: Misrepresentation, Interference and Unfair Competition. Retrieved from http://www.inc.com/articles/1999/11/15387.html
In the Final Paper (Case Study) it speaks to the following case and circumstances. Knarles and Barkley are father and son respectively. Barkley is seventeen years old. They operate a facilities maintenance company that regularly does business in the District of Columbia, Maryland and Virginia. The company is based in Maryland. They have a number of contracts with building owners where they have agreed to provide building maintenance to both residential and commercial buildings within the three jurisdictions already mentioned. They receive a monthly payment of $2,000 to $4,000 depending upon the size of the building. They bill the owners for any equipment of a substantial nature that has to be replaced.
Greene’s Jewelry Wholesale LLC owners, Ms. Mary Jane and Mr. Allen Greene employed Ms. Jennifer Lawson as a junior executive secretary for three years. During her time of employment, she encountered proprietary information which was covered under a confidentiality agreement she signed. Upon termination Ms. Lawson provided said information to a direct competitor of Greene’s Jewelry Wholesale LLC violating this agreement. The plaintiffs, Ms. Mary Jane and Mr. Allen Greene are suing the defendant Ms. Jennifer Lawson for potential profit loss to their business and violation of the confidentiality agreement. The defendant is counter suing for wrongful termination from Greene’s Jewelry Wholesale LLC. stating her termination was issued due to her
4.What are some potential legal implications in the case? What should the utility do to rectify any wrongs in this situation?
This case was prepared by Professor Stephen E. Barndt of Pacific Lutheran University. This case was edited for 5MBP 9th Edition. Copyright C 1998 and 2000 by Stephen E. Barndt. This case was published in the Business Case [ourn Summer 1998. Vol. 1. No. t. pp. 53-{}9. Reprinted hy permission,
Read Case 1.9, "ZZZZ Best Company, Inc." in your text. Answer questions #1, 2, and 4 found at the end of the case.