Tuesday, January 28, 2025
12:00 p.m. to 1:00 p.m. Eastern
11:00 a.m. to 12:00 p.m. Central
10:00 a.m. to 11:00 a.m. Mountain
9:00 a.m. to 10:00 a.m. Pacific

Register Here

About the Program

Join Seyfarth partners Michael Wexler, Jesse Coleman, and Robyn Marsh for a concise analysis of 2024’s most critical legal developments. This webinar equips general counsel, employment counsel, IP counsel, and HR professionals to navigate challenges and seize opportunities in trade secrets and non-competes.

In the first session of the 2025 Trade Secrets Webinar Series, our panelists will break down pivotal legislation, landmark cases, and key legal trends in trade secrets, non-competes, restrictive covenants, and computer fraud. Gain actionable insights and practical strategies tailored to your organization.

Key Topics:

  • Legislative & Judicial Developments: Practical insights into changes affecting non-compete enforcement in state laws such as California and Washington, plus major court decisions in states such as Georgia and Delaware.
  • Federal Updates: Stay informed on FTC’s non-competes ban and NLRB guidance impacting enforcement nationwide.
  • Trade Secret Cases: Learn about recent decisions addressing damages, fees, and misappropriation under state laws and the Defend Trade Secrets Act.
  • Computer Fraud: Understand evolving claims and defenses in the wake of recent Supreme Court rulings.

Practical Solutions:

  • Agreements & Policies: Best practices to strengthen protections for company assets.
  • Remote & Multistate Work: Address challenges unique to remote and hybrid workplaces.

Exclusive Resource:
Access our 50-State Non-Compete & Trade Secret Desktop Reference for a comprehensive overview of laws nationwide. Click here to access.

Speakers

Mike Wexler, Partner, Seyfarth Shaw LLP
Jesse Coleman, Partner, Seyfarth Shaw LLP
Robyn Marsh, Partner, Seyfarth Shaw LLP

Register Here

If you have any questions, please contact Sela Sofferman at ssofferman@seyfarth.com and reference this event.

Learn more about our Trade Secrets, Computer Fraud & Non-Competes practice.

To comply with State CLE Requirements, CLE forms requesting credit in IL or CA must be received before the end of the month in which the program took place. Credit will not be issued for forms received after such date. For all other jurisdictions forms must be submitted within 10 business days of the program taking place or we will not be able to process the request.

Our live programming is accredited for CLE in CA, IL, and NY (for both newly admitted and experienced).  Credit will be applied as requested, but cannot be guaranteed for TX, NJ, GA, NC and WA. The following jurisdictions may accept reciprocal credit with our accredited states, and individuals can use the certificate they receive to gain CLE credit therein: AZ, AR, CT, HI and ME. For all other jurisdictions, a general certificate of attendance and the necessary materials will be issued that can be used for self-application. CLE decisions are made by each local board, and can take up to 12 weeks to process. If you have questions about jurisdictions, please email CLE@seyfarth.com.

Please note that programming under 60 minutes of CLE content is not eligible for credit in GA. programs that are not open to the public are not eligible for credit in NC.

In 2024, Seyfarth’s Trade Secrets, Computer Fraud & Non-Compete practice group presented a series of dynamic and insightful CLE webinars, addressing pivotal challenges confronting businesses head-on. The breadth of our discussions encompassed a spectrum of critical topics:

  1. 2024 Trade Secrets & Non-Competes Year in Review
  2. Navigating the Intersection of Non-Compete Agreements and Employee Mobility
  3. Employee Training Programs: Building a Culture of Confidentiality
  4. Navigating Legal Minefields: Insights from Seyfarth’s 2024 Commercial Litigation Outlook
  5. Deciphering the FTC’s Non-Compete Ban: Navigating the New Regulatory Terrain and Adequately Protecting Employers’ Interests
  6. Data Protection and Cybersecurity: Safeguarding Trade Secrets in the Digital Age
  7. Unveiling Trade Secrets Breaches: Leveraging Forensic Exams for Robust IP Protection
  8. Enforcement Strategies Beyond Litigation: Leveraging Alternative Dispute Resolution
  9. Trade Secrets Audits: Assessing and Strengthening Your Company’s IP Protection
  10. What Employers Need to Know Regarding Non-Compete Changes in 2024

To conclude our impactful 2024 webinar series, we’ve carefully compiled key takeaways from each session. If you missed any sessions, recordings are available on our blog or through the provided links. We’re excited to share that Continuing Legal Education (CLE) credit is attainable by watching the webinar recordings. For CLE credit inquiries, please email cle@seyfarth.com after viewing the webinar.

Continue Reading 2024 Trade Secrets Webinar Series Recap: Key Takeaways and Access to Recordings

On December 4, 2024, the Federal Trade Commission (“FTC”) ordered building services contractor Guardian Industries, Inc. (“Guardian”) to cease enforcement of no-hire provisions it included in customer service agreements with residential building owners and building management companies, prohibiting the hire of Guardian’s employees.

Guardian, which operates in New York and New Jersey, was on the receiving end of a complaint before the FTC, claiming that the use of no-hire agreements was anti-competitive because they “eliminate direct, horizontal, and significant forms of competition” in the building services industry.  Id. at ¶ 12.  The FTC explained that building owners and property management companies directly or indirectly employ almost 900,000 mostly low-wage workers in the United States in buildings of all kinds, and that Guardian and its customers are “direct competitors in certain labor markets” for workers in building services (e.g. custodial, maintenance, concierge, or security).  More specifically, under Guardian’s no-hire agreements, building managers are prohibited from hiring Guardian employees even after the termination of a building’s contract with Guardian, irrespective of the position they hold with Guardian and a position they might potentially want to accept with a building manager. In effect, the no-hire provisions operated as what is commonly referred to as “janitor clauses,” which indiscriminately restrict the scope of an employee’s future employment, unrelated to the company’s legitimate business interests, preventing an employee from moving to a competitor in any capacity (even as a janitor, hence the colloquial name).

As a result, by employing the use of no-hire provisions in its customer service agreements, the FTC alleged Guardian was inhibiting free competition and restricting employee mobility, in violation of Section 1 of the Sherman Act and Section 5 of the FTC Act.  In short, the FTC asserted that Guardian’s conduct constituted an “unfair method of competition” that harmed both consumers and employees in the building services industry.  Pursuant to the FTC’s proposed consent order, Guardian must cease and desist from—directly or indirectly—enforcing a no-hire agreement or communicating to any prospective or current customer that a Guardian employee is subject to a no-hire agreement. Nor can Guardian enforce or attempt to enforce, or even maintain or attempt to maintain, a no-hire agreement with its competitors.  Additionally, under the proposed consent order, Guardian must:

  • Provide notice to customers and Guardian employees with a copy of the FTC’s order that shows that the no-hire agreement is no longer in effect.
  • Post “clear and conspicuous” notice to each new Guardian employee upon hire and in any shared Guardian employee space, such as a breakroom, stating that their employment will not be subject to a no-hire agreement.
  • Take all steps necessary to void and nullify all existing no-hire agreements and notify Commission staff in writing that all existing no-hire agreements are voided and nullified.
  • Not require any person who is party to an existing no-hire agreement to pay any fees or penalties relating to a no-hire agreement.

FTC Chair Lina M. Khan issued a statement in support of the consent order, proclaiming:

[t]he ability to freely switch jobs is a pillar of economic liberty. Business practices that block people from doing so can depress workers’ paychecks and infringe on their freedoms. Challenging conduct that restricts workers’ mobility or undermines fair competition in labor markets has been a top priority of the Commission in recent years.

Commissioners Melissa Holyoak and Andrew Ferguson each issued separate dissenting statements in opposition to the FTC consent order, asserting that the FTC exceeded its authority in issuing the complaint against Guardian, failing to demonstrate violations of the Sherman Act and FTC Act.  

As we have extensively reported in the past year, the FTC is continuing to focus on the use of restrictive covenants (including, but not limited to, non-compete clauses) in agreements, and this recent order on the use of no-hire agreements between competitors is no exception. It remains to be seen whether this will be a continued focus of the FTC with the incoming Trump administration, especially given that as of December 10, Trump announced he selected Ferguson to replace Khan as the next chair of the FTC.  Arguably, the use of no-hire agreements is intended to protect the sanctity of a stable workforce, but a less draconian and more reasonable approach would likely be the use of narrowly drawn non-solicit provisions, tailored to express business interests it seeks to protect. Guardian may well have been able to maintain such a reasonable no-hire provision had its agreements not overreached so far; instead, this serves as a cautionary tale to businesses that impose covenants that extend beyond their legitimate business interests, even if they do not intend to enforce them (fully or at all).

For further guidance, you can learn about the use of employee restrictive covenants in our 50-State Non-Compete Desktop Reference, a trusted resource for navigating the complexities of non-compete, non-solicit, and trade secrets law across the United States.

We’re thrilled to release the updated 50-State Non-Compete Desktop Reference—a trusted resource for navigating the complexities of non-compete and trade secrets law across the United States.

Highlights of the 2024-2025 Edition

The updated 50-State Non-Compete Desktop Reference provides a detailed, state-by-state analysis of the evolving legal landscape governing non-competes, non-solicitation agreements, and trade secret protections.

This edition answers key questions about enforceability, statutory requirements, judicial flexibility, compliance obligations, and penalties, helping businesses navigate critical considerations such as:

  • When and where non-competes are allowable.
  • Notice and wage thresholds for restrictive covenants.
  • Prohibitions on foreign venue and choice-of-law provisions.

With potential regulatory changes on the horizon—including the FTC’s ongoing focus on non-competes and possible shifts under a future Trump administration in 2025—this reference is an essential tool to help businesses stay ahead. Whether adapting to new federal workforce mobility policies or aligning with evolving state laws, this guide equips you to navigate these changes and maintain compliance confidently.

In an era of increased regulation and innovation, this guide helps you safeguard critical assets while staying compliant with state-specific laws.

Get the latest edition now:

Request a Copy

We’re proud to share that Seyfarth has been named “Highly Recommended” in World Intellectual Property Review’s inaugural 2024 USA Trade Secrets Rankings. This guide highlights the top law firms and lawyers leading the way in trade secrets law across the United States.

This recognition reflects the hard work and dedication of our team as we help businesses protect their confidential information in an ever-changing legal and technological landscape. It’s an honor to be acknowledged for our efforts during a time when trade secrets are more important than ever.

View the full list and individual honors here.

Tuesday, December 17, 2024
1:00 p.m. to 2:00 p.m. Eastern
12:00 p.m. to 1:00 p.m. Central
11:00 a.m. to 12:00 p.m. Mountain
10:00 a.m. to 11:00 a.m. Pacific

Register Here

About the Program

Join us for the final installment of Seyfarth’s 2024 Trade Secrets Webinar Series, where our panel will provide practical guidance on navigating non-compete agreements, safeguarding trade secrets, and understanding critical regulatory developments impacting employers across the United States. This session will highlight key updates from the upcoming release of our 2024-2025 Edition of Seyfarth’s 50-State Non-Compete Desktop Reference—your go-to resource for understanding non-compete laws nationwide.

With significant federal and state changes, including updates from the FTC, NLRB, and new wage threshold requirements, this webinar is essential for employers looking to remain compliant, mitigate risks, and protect their business-critical assets. What to expect:

  • Federal Updates: What employers need to know about changes under the Trump administration, including potential impacts on non-compete enforcement.
  • Regional Trends: A comprehensive review of state-level developments in non-compete laws.
  • Regulatory Outlook: Insights into the Federal Trade Commission (FTC) and National Labor Relations Board (NLRB) regulatory landscapes and what to anticipate in 2025.
  • Wage Threshold Notices: Understanding the implications of wage threshold requirements on non-compete agreements.
  • Protecting Your Company with Non-Competes: Best Practices for Safeguarding Valuable Assets Amid Heightened Scrutiny
  • Interactive Q&A Session: Engage with our panel and get your pressing questions answered.

Exciting news! Our highly anticipated 50-State Non-Compete Desktop Reference is launching soon. Stay ahead with this essential resource—subscribe to our Trade Secrets mailing list today to ensure you’re among the first to receive it!

Speakers

Kate Perrelli, Partner, Seyfarth Shaw LLP
Justin Beyer, Partner, Seyfarth Shaw LLP
Jesse Coleman, Partner, Seyfarth Shaw LLP
Joshua Salinas, Partner, Seyfarth Shaw LLP

Register Here

If you have any questions, please contact Sadie Jay at sjay@seyfarth.com and reference this event.

Seyfarth is proud to serve as a Silver Sponsor of the Trade Secrets Symposium 2024: Navigating the Law of Trade Secrets and Restrictive Covenants, presented by the New York City Bar Association. This two-day virtual event will take place on Monday, December 9, and Tuesday, December 10, 2024, from 9:00 a.m. to 1:25 p.m. (ET).

The Symposium offers a comprehensive exploration of trade secret law, focusing on critical topics such as:

  • Fundamentals of trade secret law and the regulatory landscape in New York, federal, and state jurisdictions.
  • Emerging issues in trade secrets litigation and the role of trade secret law in artificial intelligence and other cutting-edge technologies.
  • The FTC’s proposed rule to ban non-compete agreements and its implications, as well as evolving state-level regulations.

The panels will feature esteemed judges, in-house counsel, government representatives, and leading practitioners who will address key issues from both plaintiff and defense perspectives. This is a must-attend event for IP attorneys, employment lawyers, general counsel, and executives seeking to navigate this complex and evolving area of law.

Seyfarth’s Kate Perrelli, co-chair of the firm’s Trade Secrets, Computer Fraud, and Non-Compete Practice, will be speaking on Tuesday, December 10, from 11:20 a.m. to 12:20 p.m. ET during the session, “Beyond the FTC: Restrictive Covenants in an Increasingly Hostile Environment.”

To learn more or register, click here.

We look forward to contributing to this important dialogue and advancing the understanding of trade secrets and restrictive covenants.

As we previously reported, the Federal Trade Commission (“FTC”) announced that it is amending and reorganizing the document requirements for pre-merger notifications under the Hart Scott Rodino Act (“HSR Act”), 15 U.S.C. 18a, which also includes a requirement for buyers to indicate the existence of non-compete and non-solicit agreements among the businesses involved.  The HSR Act and the associated rules require parties to specified mergers and acquisitions to notify and disclose certain information and wait a short period of time before proceeding with the planned transaction.  Part of the reason for changing the pre-merger requirements is the FTC’s acknowledgment of market changes, noting the “changing nature of competition” since the inception of the HSR and the need to respond to such changes. As we have reported consistently this past year, the FTC has been hyper-focused on the perceived anti-competitive impact of restrictive covenant agreements, specifically non-competition and non-solicitation covenants, as affecting employee mobility and stifling competition.   

While the implementation of the FTC’s ban on non-competes has been thwarted, for now, the FTC claims that its unwavering concerns regarding anti-competitive conduct by businesses necessitate the inclusion of new reporting requirements, specifically to report whether there are any existing agreements among the parties, including non-compete and non-solicitation agreements.  In explaining its reasoning for this new requirement, the FTC noted that it could be “especially useful in revealing that the parties consider themselves to be ‘in competition’ with one another, now or in the future, such that there is value in contracting away the ability to compete for or solicit business or workers.”  As part of the new requirements, the FTC proposed a new “Overlap Narrative” section requiring each filing person to provide an overview of its principal categories of products or services and whether it competes with the other filing party, and identify any documents submitted with the HSR Filing to support that narrative. Then, for each overlapping product or service, the FTC proposes that the filing party also provide sales, customer information (including contacts), a description of any licensing arrangement, and a description of any non-compete or non-solicitation agreements applicable to the employees or business units related to the product or service.

To date, the FTC has received one comment in support of the proposal, and at least one opposing the proposal. These comments largely echo those submitted in response to the FTC’s announcement of its (currently on hold) non-compete ban, and those submitted in the various briefs (including amicus briefs) filed in the Ryan (N.D. Texas), ATS Tree Services (E.D. Pennsylvania), and Properties of the Villages (M.D. Florida) actions challenging the FTC’s authority to implement the non-compete ban. In support of the proposal, state anti-trust enforcers noted that post-employment non-compete covenants stifle competition and “prevent new businesses from emerging and stifle entrepreneurship and innovation.”  In opposition, commenters noted that this requirement significantly increases the burdens on parties in pre-merger negotiations, and worse yet, could result in the inclusion of benign agreements that do not have “anti-competitive” risks typically associated with them, such as confidentiality agreements, such that the proposal might have negative unintended effects.  Specifically, by submitting the restrictive covenant agreements that fall under the auspice of the new disclosure requirement, depending on volume, it might delay the review of the transaction as a whole or disincentivize companies from using such agreements altogether.

The Rule will take effect 90 days after publication in the Federal Register, expected to be published on November 12, 2204 (and thus with an anticipated effective date of February 10, 2025), and available online at: https://federalregister.gov/d/2024-25024. Time will tell if this new rule will spur litigation in advance of the effective date, just as the proposed non-compete ban did.

Once upon a time in the Eastern District of New York, a cryptocurrency foundation, new owners of the sole copy of Wu-Tang Clan’s “Once Upon a Time in Shaolin,” filed suit against the album’s former purchaser, Martin Shkreli, accusing him of wrongfully retaining copies of album data with the intent to publicly release it. The dispute has proved contentious, with the Court now set to weigh a motion against Shkreli for contempt.

Plaintiff PleasrDAO is a crypto foundation focused on digital art. Defendant Shkreli is a former pharmaceutical executive who made headlines after price-gouging an anti-parasitic medication and being unrelatedly sentenced to seven years in prison for securities fraud.

“Once Upon a Time” is Wu-Tang’s seventh studio album. Only one copy was made, consisting of thirty-one songs on two CDs, kept in a jeweled silver box with leather-bound notes, customized audio speakers, and a gold-leafed certificate of authenticity.  Wu-Tang’s RZA and producer Cilvaringz intentionally sought to treat the album like fine art, with a value maintained by its exclusivity. As a result, it was recorded in secret, stored in a vault, and made subject to various intellectual property protections.

In 2015, Shkreli purchased “Once Upon a Time” for $2,000,000, rendering the album the most expensive work of music ever sold. Consistent with Wu-Tang’s intentions for the album, Shkreli’s purchase agreement prohibited duplication or public release of the album until the year 2103.

After his sentencing for fraud in 2018, Shkreli faced a $7,360,450 forfeiture money judgment. He was ordered to forfeit his interests in valuable assets, including “Once Upon a Time,” to satisfy the judgment amount. The order also restrained Shkreli from taking any action that would diminish the value or marketability of the assets.

From 2021 to 2024, PleasrDAO paid the equivalent of $4,750,000 to become the album’s new owner.

In 2022, Shkreli was released early from federal prison to begin a three-year term of supervised release, which mandated his compliance with the forfeiture order. Nonetheless, just a month out of prison, he played the album during a social media livestream and admitted he had retained copies of the album, stating, “I’m not stupid. I don’t buy something for two million dollars just so I can keep one copy.” Shkreli also taunted PleasrDAO over a flurry of posts to X (formerly Twitter), one of which read: “well @pleasrdao blocked me from their account so I think I will play the album on spaces now.” Shkreli then hosted a “Spaces” session on his X account, livestreaming the album to nearly 5,000 listeners.

The Complaint seeks to enforce the forfeiture order and accuses Shkreli of misappropriation of trade secrets, tortious interference with prospective economic advantage, and unjust enrichment. From the outset, Shkreli faced litigation losses, with PleasrDAO successfully moving for a temporary restraining order and, later, a preliminary injunction. The August 26, 2024 preliminary injunction order required Shkreli to provide a sworn affidavit stating he had turned over copies of the album to his attorneys as well as an inventory of the copies retained, contact information of the individuals to whom Shkreli distributed the data, and an accounting of any proceeds Shkreli made from his distribution or playing of the album.

Shkreli filed a declaration of his purported compliance at the end of August, but shortly thereafter, PleasrDAO argued Shkreli’s filing fell short and asked that the Court utilize its contempt powers to intervene. Specifically, PleasrDAO highlighted Shkreli’s admission that additional copies may “possibl[y]” be in storage, his statement that he had only turned over audio files of a specific format, and his attestation that he had turned over “15 tracks” to his attorneys, when the album contains 31 tracks. The Court directed Shkreli to file a supplemental affidavit clarifying the disparity as to the number of tracks and scheduled a hearing “to resolve the deficiencies in Defendant Shkreli’s affidavits.”

The Court is set to hear the parties’ arguments on November 20, 2024. Given the case’s history thus far, the odds do not appear in Shkreli’s favor. In fact, particularly in light of his shenanigans regarding the album’s secrecy, Shkreli’s failure to craft an affidavit of compliance with surgical precision may well come back to haunt him. As it progresses, the case will prove an informative example of a trade secret dispute where the defendant admits wrongdoing, at least in part. Fortunately for Shkreli, litigation is temporary, even if Wu-Tang is forever.

With a factual background that resembles a bad Hollywood script, the most recent chapter in the ongoing dispute between former co-founder of Trilobio, Keoni Gandall (defendant), and Trilobio and his two former partners and co-founders Roya Amini-Naieni and Maximilian Schommer (plaintiffs) ended on October 17, 2024, with the court enjoining Gandall and his new company from using Trilobio’s trade secrets. While at first blush this case appears to be a run-of-the-mill trade secret misappropriation case, peeling back the layers even a little identifies a host of questions that seem to lack answers, and may have necessitated a different result.

First, there are questions regarding the timing of the suit, when Plaintiffs did or should have discovered Gandall’s alleged trade secret misappropriation, and if Plaintiffs, therefore, adequately protected their trade secrets.

To that end, Plaintiffs allege that Gandall was fired in February 2023, and allege that Gandall allegedly misappropriated Trilobio’s trade secrets immediately following and several months before his termination. And Plaintiffs also allege that they did not discover Gandall’s trade secret misappropriation until September 2024. Now, for most practitioners, discovering trade secret misappropriation 18 months after the employee departed can happen, but it is not a common occurrence.

Making this all the more odd, though, is that Gandall sued Plaintiffs for employment-related and breach of contract claims in December 2023. And Gandall further made demands of the Plaintiffs for stock he claimed was due him for months prior to that. Gandall also alleged, somewhat salaciously, that his termination was due to a secret affair gone awry between he and Amini-Naieni, all while Amini-Naieni was engaged to Schommer. In the same pleading, Gandall alleges that Amini-Naieni defamed him by claiming to third-parties, including Gandall’s family, that Gandall had sexually assaulted Amini-Naieni. Plaintiffs’ pleadings are virtually silent responding to these points.

Adding to the layers of confusion, no explanation is provided as to why, despite these allegations, Plaintiffs did nothing in the aftermath of Gandall’s termination to forensically image or investigate his behavior, particularly after they were sued.

And that conduct becomes all the more questionable when you start to examine other allegations that Plaintiffs make in their complaint and motion for TRO, including that Trilobio received an email meant for Gandall in April 2023, which suggested that Gandall was soliciting Trilobio’s investors within six weeks of his departure. Or that Gandall began doing business purportedly related to Trilobio’s business with another Trilobio investor in May 2023. Or that Gandall was allegedly posting what Trilobio claims is its trade secret source code on his personal webpage in May 2023. Or that, during that same month, Gandall hosted and posted to his YouTube channel a video in which he discussed his work around oligo pool technology, something Trilobio claims is its trade secret and that Gandall misappropriated. Despite all of these public activities that occurred within months of Gandall’s departure from Trilobio, Trilobio failed to discover any of this until September 2024.

Even more odd, in its moving papers, Trilobio—despite claiming its source code was a trade secret—published the code in an unsealed document, even after filing redacted versions of its pleadings publicly.

These are but a few of the examples that Plaintiffs offer in their papers, but the central theme behind almost all of this is that Gandall was exceptionally public about what he was doing post-termination and yet Plaintiffs, who were embroiled in a lawsuit with Gandall since December 2023, discovered none of it.

Any practitioner that has brought trade secret misappropriation claims knows that the hallmark of a trade secret is taking sufficient steps to protect the confidentiality of the information. But outside of identifying the use of a confidentiality agreement with Gandall, Trilobio’s papers are virtually silent as to the steps it took during Gandall’s employment to protect its information and absolutely silent as to the reasons why—despite Gandall’s very public “use” of those alleged trade secrets—they failed to discover the misappropriation until September 2024. The court’s decision granting the TRO did not address any of these questions or how the information continued to constitute a trade secret.

Next, there are questions about Gandall’s claims to have received permission to download certain information. This is particularly the case when one considers the curious circumstances behind how Gandall departed Trilobio, the evidence of which suggests a question of fact as to Gandall’s claims of having permission to download that which he did. In Gandall’s California state court case, he claims that Amini-Naieni and Schommer were involved in a romantic relationship predating his termination. He also alleges that, in January 2023, Gandall and Amini-Naieni began their own sexual relationship, while Amini-Naieni and Schommer continued to be engaged. When the relationship broke off in February 2023, Amini-Naieni allegedly offered Gandall $100,000 to depart Trilobio, but Gandall declined, because he was approximately two months away from 675,000 shares in Trilobio fully vesting. Interestingly, though, again, the court did not consider any of this.

Indeed, Gandall, who made his allegations in his state-court case (and attached those pleadings to his response in opposition to Plaintiffs’ motion for TRO) nearly a year before Trilobio brought the instant case, claims that Amini-Naieni approved him downloading certain documents, all before the alleged misappropriation occurred and long before he was terminated. Further, according to Gandall, he publicly uploaded the oligo pool files to his website as of November 3, 2022. (Dkt. 21-1 at ¶ 35.) While Plaintiffs do not expressly identify the date on which the review was provided to Gandall, the document does show that Gandall responded and provided comments to it on November 29, 2022, over three weeks after Gandall posted the oligo pool files on his personal webpage, allegedly with Amini-Naieni’s permission. (Dkt. 15-8.) In spite of that, though, the court found that: “It simply is not credible that Amini-Naieni would have given him permission to download the company’s confidential information that same month.” (Dkt. 31 at p. 5.) It is worth noting, however, that this is not what Gandall claimed. Instead, Gandall alleged: “Only after Trilobio ceased its exploration of oligo pool technology in early 2022 and the oligo pool files had been dormant for almost a year, did I request Ms. Amini-Naieni’s consent to upload the oligo pool files to my website. She gave her consent, and on November 3, 2022, I uploaded them to my website.” (Dkt. 21-1 at ¶ 35.) In other words, Gandall does not allege a date specific on which Amini-Naieni provided consent, but instead alleged a date specific on which Gandall uploaded the files to his website.

Rather than deal with these discrepancies, though, the court found that it would be incredible for the plaintiff to provide this sort of permission to Gandall at a time that he was also receiving a negative performance review. It made this finding despite Gandall providing the court with his allegations about his intimate relationship with Amini-Naieni. It also made this finding despite the text exchange that Plaintiffs attached to its complaint including the following exchange:

Amini-Naieni: It’s over. (February 21, 2024, 7:57 p.m.)

Gandall: Wait what?

Amini-Naieni: You’re fired. I’ll handle the paperwork tomorrow. (2/21/24, 8:00 p.m.)

Gandall: You won’t even talk to our investors about it? Or try to hear me out, non-emotionally, with an improvement plan?

Amini-Naieni: My decision is final.

(Trilobio, Inc. v. Gandall, Case No. 4:24-cv-06337-JST, Dkt. 15-4.) At a minimum, this text exchange seems to corroborate Gandall’s claim that he was involved in an intimate relationship with Amini-Naieni, and may also explain why, despite perceptions as Gandall’s performance from Schommer in November 2022, Amini-Naieni may have provided Gandall with permission to download certain information to Gandall’s personal website. From the documentation, it also appears that Amini-Naieni blocked Gandall from sending her messages thereafter. (Id.) The circumstances behind Gandall’s departure and the lead text from Amini-Naieni certainly suggested that some level of follow-up be conducted, especially for purposes of weighing credibility and explanations by the varying parties. None of this occurred, however.

Third, there are questions about whether the information at issue constitutes a trade secret. This was another issue that was not really addressed by the court, despite very different takes from the parties on whether the information (particularly the oligo pool documents) actually constituted a trade secret. Again, a trade secret must have economic value to the company in remaining a secret. However, here, Gandall presented a host of well-pled facts about how Trilobio had abandoned its commercial efforts around oligo pool technology; to which Plaintiffs’ public filing effectively responds, “did not.” (Obviously, it is impossible to know what precisely Trilobio provided under seal for the court’s consideration, but it is worth noting that Amini-Naieni’s Supplemental Declaration offers no evidence that Trilobio was considering this technology after November 17, 2022.) (Dkt. 26-1 ¶ 12.)

What even just this smattering of contradictions reveals is that this case is far more convoluted than a simple trade secret misappropriation case. But it also underscores how important the arguments that are made at the trial level are and how discussing and explaining the standard and where Plaintiffs have failed to meet that standard are essential. Of course, this case is now headed for expedited discovery. And the Plaintiffs will be required to answer questions as to when and how it became aware of certain facts, why it failed to take action sooner, despite Gandall’s public use of this information even during his Trilobio employment (cf. Dkt. 15-15 at ¶ 6 (Sun Decl., discussing his examination of publicly available files on Gandall’s webpage) with Dkt. 21-1 at ¶ 35 (Gandall Decl., identifying that he uploaded oligo pool information to his public website on November 3, 2022)), and whether it truly has treated the oligo pool technology as a trade secret. Moreover, because Plaintiffs brought this as a DTSA claim, they have also exposed themselves to fee shifting if the court later finds that they brought a bad faith trade secret misappropriation claim. This will certainly be an interesting case to follow as further facts develop.