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of trade secrets, do we need to con-tract with employees or in most cases employee mobility—have more dynam - ic growth in patents, entrepreneurship and market growth.8 See Lucht's Concrete Pumping v. Horner, 255 P.3d 1058 (Colo. 2011) ; Zell-ner v.
Learn MoreThe first case, Lucht's Concrete Pumping, Inc. v. Horner, is particularly interesting. In Lucht's Concrete the court held that if a business and an employee enter into a non-compete agreement after the employee has already begun work, the business must provide additional consideration to the employee for the non-compete agreement to be
Learn MoreNews, Updates, and Commentary on Trade Secret and Employee Mobility Developments. Lucht's Concrete Pumping. Subscribe to Lucht's Concrete Pumping. Colorado Supreme Court Holds That Continued Employment Is Adequate Consideration For A Noncompetition Agreement. By Peter (Pete)
Learn MoreJan 30, 2018 · The newly enacted Defend Trade Secrets Act (DTSA) similarly preserves the rights of employees to blow the whistle even if that means revealing trade secrets or breaching an NDA…
Learn MoreNov 17, 2011 · The Colorado Supreme Court has held that continued employment of an at-will employee is adequate consideration for a non-compete agreement. Lucht's Concrete Pumping, Inc. v. Horner (Colo. 2011). To protect their interests, employers may ask employees to sign non-compete agreements. In these agreements, employees agree not to work in their chosen field for a period Read more »
Learn MoreMar 26, 2010 · I wrote last year about an Oregon case where the defendant not only prevailed but also obtained a finding that the trade secrets case brought against him was conducted in "bad faith", the fee-shifting standard generally found in the Uniform Trade Secrets Act. Nearly a year later, the defendant finally obtained the amount of his fee award: $129,432.15.
Learn MoreJan 01, 2004 · Free Online Library: Inevitable disclosure of trade secrets: employee mobility v. employer's rights.(PepsiCo Inc. v. Redmond, Law overview, Report, Case overview) by "The Journal of High Technology Law"; Disclosure laws Evaluation Professional misconduct Laws, regulations and rules Trade secrets
Learn MoreThe first case, Lucht's Concrete Pumping, Inc. v. Horner, is particularly interesting. In Lucht's Concrete the court held that if a business and an employee enter into a non-compete
Learn MoreSection ì í9. í ì restricts a former employer's ability to bring a broad trade secret claim without a detailed threshold identification of the purported trade secrets so that the employer cannot seek discovery, learn what the employee took and claim those items to be trade secrets retroactively. And
Learn MoreTrade Secrets & Employee Mobility. News, Updates, and Commentary on Trade Secret and Employee Mobility Developments. continued employment. Subscribe to continued employment. Last week, in the case of Lucht's Concrete Pumping, Inc. v. Homer, the Colorado Supreme Court held that the continued employment of an at-will employee is adequate
Learn MoreLucht's is a Colorado corporation in the concrete pumping business with approximately seventy employees. While it is based out of Denver where it does much of its business, Lucht's began expansion into the Summit County area in 2001. To implement its expansion, Lucht's hired Horner as mountain division manager on an at-will basis beginning in 2001.
Learn MoreLucht's is a Colorado corporation in the concrete pumping business with approximately seventy employees. While it is based out of Denver where it does much of its business, Lucht's began expansion into the Summit County area in 2001. To implement its expansion, Lucht's hired Horner as mountain division manager on an at-will basis beginning in 2001.
Learn More– The employee gained genuinely confidential information – knowledge of trade secrets or important proprietary • Lucht's Concrete Pumping, Inc. v. Horner, Case No. 09SC627 (Supreme Court of Colorado, May 31, 2011) (en banc) reversed 2001 Appellate ruling that had held that continued employment was insufficient consideration.
Learn MoreFeb 23, 2021 · Congress Aims to Restrict Use of Non-Competes Nationwide. As reported by Trade Secrets Watch last month, several states (including Maryland, Maine, New Hampshire, and Rhode Island) recently passed legislation curtailing the use of non-compete agreements. Now, the federal government wants in on the action.
Learn MoreMar 26, 2010 · Colorado Finds Continued Employment Is Not Sufficient Consideration for Afterthought Non-Compete (Lucht's Concrete Pumping v. Horner) Colorado has joined the list of states to hold that an existing employee's continued employment does not constitute valid consideration for signing a non-compete agreement.
Learn MoreAug 12, 2011 · It was titled Lucht's Concrete Pumping Inc. v. Horner. • In the first ruling, the court held that continued at-will employment is adequate consideration to support a noncompete.
Learn MoreJul 01, 2011 · July 1, 2011 by Frascona. It's a concrete case. A former employee may be stuck with an agreement that he had signed while working for his former employer, restricting his right to later go to work for a competitor. In a recent case, Lucht's Concrete Pumping, Inc. v. Horner, (E1) the Colorado Supreme Court decided whether an employer's continuation of the employment of an existing employee …
Learn MoreJun 04, 2013 · Trade Secrets & Employee Mobility. News, Updates, and Commentary on Trade Secret and Employee Mobility Developments. rather than concrete examples of how particular information could be used to Biosense's competitive disadvantage in the marketplace. As a result, the court determined that Biosense had failed to provide sufficient evidence
Learn MoreEmployee Mobility. Employee Relations. Employment Disputes. Energy Economics. Enterprise Value. Trade Secret Misappropriation. Trademark Infringement. Very-large-scale Integration (VLSI) Concrete Pump. Construction Accidents. Construction Building Codes. Construction Change Orders.
Learn MoreJul 13, 2009 · Case summary: Lucht's Concrete Pumping hired Tracy Horner as its mountain division manager in 2001. In 2003, Horner signed — at Lucht's request — a 12-month, noncompete agreement.
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