On November 9, 2023, in Ho-Ho-Kus, Inc. v. Sucharski, No. 2:23-cv-01677, the United States District Court for the District of New Jersey found that Ho-Ho-Kus, Inc. (“HHK”) failed to show a trade secret existed with adequate specificity to justify granting a TRO or a preliminary injunction, but nevertheless denied a motion to dismiss arguing that the company failed to sufficiently plead the existence of a trade secret. 

Background

HHK, an aerospace design and manufacturing company, alleged its former president misappropriated its trade secrets.  HHK asserted that its former president had access to all of HHK’s proprietary information and inevitably disclosed it.  HHK provided an eight-point list with a short description of each area of proprietary information they alleged he possessed. This list included: (1) manufacturing blueprints; (2) third-party manufacturing blueprints; (3) sales blueprints; (4) work order/processing specifications; (5) material specifications; (6) computer numerical control programming; (7) proprietary tools; and (8) inspection reports. The descriptions also provided a brief, general description of the associated area.  For example, “Manufacturing Blueprints: detailed manner and method by which the component will be designed and manufactured, The Manufacturing Blueprints contain highly specific and technical information, including heat tolerance levels, load requirements.”

After the former president refused to sign a form verifying he had not misused HHK’s proprietary information, HHK terminated his employment.  Less than a week later, he started a rival aerospace company.  HHK filed suit, asserting trade secret misappropriation in violation of the Defend Trade Secrets Act and the New Jersey Trade Secrets Act.  It also filed an application for a TRO and a preliminary injunction.

TRO & Preliminary Injunction

The court denied HHK’s application for a TRO and preliminary injunction, finding HHK failed to sufficiently identify the trade secrets such that a narrowly tailored injunctive relief could be issued.  More specifically, the court found HHK failed to define the trade secrets to satisfy a “probability standard,” which requires “a plaintiff [to] define their trade secret with appropriate precision to ensure a tailored order, and to allow the Court to accurately determine if there is a likelihood of success on the claim.”  The court explained that the company’s generalized list was insufficient, as the probability standard required an indication of what documents the former employee had in his possession at the time and how these documents could be distinguished from publicly available information.

Motion to Dismiss

Still, the court held that the proprietary list HHK alleged was sufficient to show it was plausible that a trade secret existed, thus denying the former president’s motion to dismiss.  The court noted that, at the pleading stage, a plaintiff need only establish enough information to put the defendant on notice of the boundaries the trade secrets exist within.  Here, the list HHK provided sufficed when tied to how the information could have been stolen and the fact that the former president had access to it.  As to the misappropriation claim, the court found “HHK is only expected to provide circumstantial evidence at this stage of pleading, in order to allow them to allege plausible claims without the benefit of discovery.  HHK has met this burden by alleging both that [the plaintiff] had access to secret information, and that the information was used to [his new company’s] benefit.”  The court considered circumstantial evidence of the former president’s access and behavior and found that this created a plausible claim of misappropriation and inevitable disclosure.

Implications

This decision illustrates that courts may apply different standard for identifying trade secrets in the contexts of a motion to dismiss and an application for emergency injunctive relief.

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Photo of Steven J. Pearlman Steven J. Pearlman

Steven J. Pearlman is a partner in the Labor & Employment Law Department, where he is Head of the Restrictive Covenants, Trade Secrets & Unfair Competition Group and Co-Head of the Whistleblowing & Retaliation Group.

Employment, Restrictive Covenant & Trade Secret, and Whistleblower

Steven J. Pearlman is a partner in the Labor & Employment Law Department, where he is Head of the Restrictive Covenants, Trade Secrets & Unfair Competition Group and Co-Head of the Whistleblowing & Retaliation Group.

Employment, Restrictive Covenant & Trade Secret, and Whistleblower Practice. Steven’s national practice focuses on defending companies in federal and state courts and in arbitration fora against the full spectrum of employment-related claims, including claims of executives; restrictive covenant violations; employee raiding; theft of trade secrets; whistleblower retaliation under the Sarbanes-Oxley Act, the Dodd-Frank Act and similar state laws; and wage-and-hour violations, including class, collective and PAGA actions.

Steven has successfully handled trials in multiple jurisdictions; prevailed in seeking and defending against applications for temporary restraining orders and preliminary injunctions; defended one of the largest Illinois-only class actions in the history of the federal courts in Illinois (over 90k putative class members); and prevailed following his oral arguments before federal and state appellate courts. He brings his litigation experience (beginning in 1998) to bear in counseling clients to minimize risk and avoid or prepare for success in litigation.

Investigations. Reporting to boards of directors, their audit committees, CEOs and in-house counsel, Steven conducts sensitive investigations and has the unusual experience of testifying in federal court in connection with investigations. His investigations have involved complaints of sexual harassment involving C-suite officers; systemic violations of employment laws and company policies; and fraud, compliance failures and unethical conduct.

Thought Leadership and Accolades. Steven was named Lawyer of the Year for Chicago Labor & Employment Litigation in the 2023 edition of The Best Lawyers in America. He is a Fellow of the College of Labor and Employment Lawyers. Chambers has reported:

  • Steven is “one of the best in the country and has a lot of experience”;
  • Steven is as an “outstanding lawyer” who is “very sharp and very responsive,” a “strong advocate,” and an “expert in his field”;
  • He is thoughtful, attentive and demonstrates an acute understanding of matters top of mind for business-minded general counsel; and
  • “He is someone who can navigate the twists and turns of litigation without difficulty.”

Steven was 1 of 12 individuals selected by Compliance Week as a “Top Mind.” Earlier in his career, he was 1 of 5 U.S. lawyers selected by Law360 as a ”Rising Star Under 40” in the area of employment law and 1 of “40 Illinois Attorneys Under Forty to Watch” selected by Law Bulletin Publishing Company. Steven is a U.S. Library of Congress Burton Award Winner for “Distinguished Legal Writing.”

Steven was appointed to Law360’s Employment Editorial Advisory Board and selected as a Contributor to Forbes.com. He has appeared on Bloomberg News (television and radio) and Yahoo! Finance, and is often quoted in leading publications such as The Wall Street Journal. The U.S. Chamber of Commerce has engaged Steven to serve as lead counsel on amicus briefs to the U.S. Supreme Court and federal circuit courts of appeal.

In 2024, Steven received the Excellence in Pro Bono Service Award from the United States District Court for the Northern District of Illinois and the Chicago Chapter of the Federal Bar Association.