California Labor &
Employment Law Blog
Oct 9, 2012


Topics: Court Decisions, Non-Compete and Trade Secrets

California trade secret cases are often a battle over whether an employer's confidentiality agreement protects information that is trade secret or an unenforceable noncompetition agreement.   In a case of first impression, the Court of Appeal in Wanke Industrial Commerical Residential, Inc. v. Sup. Court held that an injunction arising from a settlement agreement between Plaintiff Wanke (formerly the employer of the individual defendants) and the individual defendants and their competing company is enforceable to bar defendants from soliciting Wanke's customers. 

In Wanke, Wanke sued its former employees and their new company under CalUTSA and other claims after the former employees started a new business and pursued Wanke's customers.  As part of the settlement, the parties agreed to enter into a Stipulated Injunction that was entered as an order of the Court.  The Stipulated Injunction barred Defendants from contacting or soliciting any Wanke client identified on an exhibit for 18 months.  When caught in the act, the Defendants claimed that Court could not enforce their agreement as it violated California's Public Policy under Business & Professions Code section 16600 barring most covenants not to compete.  And, the trial court agreed and held that the client list would not have, at trial, constituted a trade secret and, therefore, would not enforce the injunction.   However, the Court of Appeal reversed, not only taking issue with the Defendants' reneging on their agreement by claiming it should not be enforced but finding that on its face, the injunction order protected trade secrets and concluding that enforcement of such an injunction is necessary to protect trade secrets.

While the opinion arises out of complicated factual and procedural background, it is helpful for parties engaged in CalUTSA claims to know that trial courts should enter and enforce Stipulated Injunctions preventing former-employees and their companies from competing against the former employer as part of a valid settlement.  Further, counsel involved in settlement negotiations of trade secret cases should consult with Wanke for specific language to restrain competition that a Court has held is enforceable as a valid injunction under CalUTSA.

About CDF

For over 25 years, CDF has distinguished itself as one of the top employment, labor and immigration firms in California, representing employers in single-plaintiff and class action lawsuits and advising employers on related legal compliance and risk avoidance. We cover the state, with five locations from Sacramento to San Diego.

> visit primary site

About the Editor in Chief

Sacramento Office Managing Partner and Chair of CDF’s Traditional Labor Law Practice Group. Mark has been practicing labor and employment law in California for thirty years. His practice has a special emphasis on the representation of California employers in union-management relations and handling federal and state court litigation and administrative matters triggered by all types of employment-related disputes. He is also adept at providing creative and practical legal advice to help minimize the risks inherent in employing workers in California. He recently named “Sacramento Lawyer of the Year” in Employment Law-Management for 2021 by Best Lawyers®.
> Full Bio   > Email   Call 916.361.0991

CDF Labor Law LLP © 2024

Editorial Board About CDF What We Do Contact Us Attorney Advertising Disclaimer Privacy Policy Cookie Policy