There has been a very rapid rise in worker mobility, especially for knowledge workers (I use ‘worker’ to include both employees and independent contractors).
Richard Florida posits that good jobs will move to where the creative class wants to live, but in my experience, the creative class moves around a lot to pursue the best jobs. When this worker mobility extends across multiple legal jurisdictions it poses a massive headache for lawyers struggling to provide effective advice at the interface of intellectual property and employment law.
As knowledge becomes more important, in relative economic terms, employers and workers inevitably pay more attention to who owns and controls “proprietary information” generated in their relationship after the relationship ends. The key issues are the ownership of copyrights and inventions (whether patented or not), the existence or waiver of moral rights, and whether there are any post-engagement obligations related to confidential information and trade secrets, non-solicitation and non-competition.
In terms of fundamental principles, all jurisdictions confront tension between the need to support economic growth by protecting ‘proprietary rights’ while encouraging competition and encouraging (or at least not hindering) worker mobility; when worker mobility extends across jurisdictions this adds a further dimension to the already significant challenges for contract drafting and enforcement. Below I have set out 3 scenarios to highlight some potential challenges for worker-firm agreements brought on by cross-border worker mobility.
Scenario 1: The employment of a senior executive employed by a firm in Ontario is terminated; the employee moves to California, takes a job with a competitor, and begins to solicit the clients of the first firm using publicly available information about the clients (ie. The worker is not mis-using any confidential information). We should assume that the employment agreement complied with Ontario law and the non-solicitation covenant was reasonable and not over-broad. However, California Business and Professions Code section 16600 provides: : “… every contract by which anyone is restrained from engaging in a lawful profession, trade, or business of any kind is to that extent void”. In a recent case involving the demise of the Arthur Anderson accounting firm, the California Supreme Court declared invalid the following covenants: If you leave the Firm, for eighteen months after release or resignation, you agree not to perform professional services of the type you provided for any client on which you worked during the eighteen months prior to release or resignation. This does not prohibit you from accepting employment with a client. [¶] For twelve months after you leave the Firm, you agree not to solicit (to perform professional services of the type you provided) any client of the office(s) to which you were assigned during the eighteen months preceding release or resignation. [¶] You agree not to solicit away from the Firm any of its professional personnel for eighteen months after release or resignation.
Knowledge workers moving from Ontario to California is not a rare event, yet how many counsel in Ontario even know that this is a potential problem?
Scenario 2: Consider a graphic artist engaged in Buffalo who later moves to Toronto and finds that works that she created in Buffalo are being used in Canada in association with a cause that she finds reprehensible. Moral rights are not part of US or New York copyright law, and thus it is highly unlikely that even a well drafted engagement agreement made any reference to moral rights. Under Canadian law, moral rights are separate and distinct from copyrights. Accordingly, can the worker assert her moral rights to stop the use in Canada of the work in association with this cause?
Scenario 3. An independent contractor resident in Gatineau, QC works for a firm in Ottawa, ON. They agree to ‘co-own’ any inventions. Inventions are made, and an originating patent application is filed in the United States paid for by the firm. In accordance with US patent law the inventor is the applicant. The worker then licenses worldwide rights to the invention to a competitor of the firm. What rights do the firm and the licensee have? The answer to this question depend greatly on which law property law governs. Is it the law of personal property, or patent law? If it is patent law, is it the law of each country where a patent claiming the invention is filed, with the potential for many different results? In Canada, patent law is a matter of federal jurisdiction; however, ownership issues as between the worker and the firm are matters of provincial jurisdiction. Ontario is a common law jurisdiction; Quebec is a civil law jurisdiction. Accordingly, the concepts of ‘equity’ and ‘fiduciary duties’ which might inform the obligations of co-owners to each other in Ontario are not per se part of Quebec law (although analogous concepts do exist, conceptually they are different). To further complicate matters, the current law in Canada in the common law provinces is that one co-owner of a patent cannot license the patent without the consent of the other co-owner. The law in the United States is the complete inverse: a unilateral license by one co-owner is possible.
What can a reasonable lawyer to do? I have no easy answers, but I do know that the challenges are real, and I suspect that they will increase in frequency and importance.
This article first appeared in The Lawyers Weekly.