Avoid the Urge to Overreach in Restrictive Covenants in Employment Agreements

A recent (September 2011) New York case, Novus Partners v. Vainchenker, illustrates the difficulty of enforcing overly broad restrictive covenants in the employment context relevant to hedge funds and other private fund entities.  In this case, an employee of a hedge fund research company left to work for a competitor and was promptly accused by his former employer of violating confidentiality, non-competition and non-solicitation clauses of his employment agreement among other claims.  After suing both the ex-employee and his new employer (who was sent a notice apprising it of its new employee’s breach of contract), the plaintiff was faced with a challenge from the defendants by way of a motion to dismiss that attacked the legal sufficiency of the agreements signed by the ex-employee.

As we all know, employers like to protect themselves against this very situation with what they view as “iron-clad” contractual provisions that they offer to employees as part of their employment package and that employees (short of very few executive-level employees) tend not to negotiate.  Which is all well and good.  We certainly encourage our employer clients to arm themselves with the appropriately-drafted restrictive covenants at every stage of interaction with employees, independent contractors and service providers (normally when they enter into employment or service agreements and, upon termination, in separation or termination agreements).  However, care must be taken not to have our defensive instincts get the better of us.  New York courts, as well as courts in other states, scrutinize restrictive covenants when they are being used against former employees and may refuse to enforce them when they are seen as overly broad, unreasonable or (probably rare in the investment fund industry given the scale of typical compensation packages) unconscionable.  

Failure to follow the basic principles may make it more difficult (read expensive) to enforce these covenants or may make them completely unenforceable.  In fact, the latter is what happened in this case, where on a motion to dismiss the plaintiff (former employer) was ordered to re-plead one of its claims for the sin of seeking to enforce an overly broad non-solicitation clause related to the employer’s clients. 

So the lessons of this case for the investment fund industry employers can be summed up as follows:

  1. Geographic limitations not crucial in the context of investment management industry.   These are not terribly relevant for the alternative investments industry, which is spread widely across the major financial centers of the globe.    Most of the successful challenges to these have to do with the duration (the 1 year term here was not viewed by this court as excessive) and with the scope (apparently the nature of the hedge fund research services offered by the former employer here was sufficiently specialized not to cause offence).
  2. Scope of non-solicitation limited to clients directly known to ex-employee.  With respect to the language of the non-solicitation clause the judge held that the clause must be limited to those clients of the former employer with whom the defendant ex-employee had some contact in his prior job.  While we do not advise to limit non-solicitation clauses so that they only prohibit solicitation of those clients with whom the employee has had a business relationship in every instance, the given employee’s direct exposure to the employer’s clients and the nature of the client list should be consider.  In this case, the judge noted that the ex-employee never had much of an exposure to many of his former employer’s clients.  The judge also stated that the restriction as drafted would effectively prevent the ex-employee from soliciting any of the hedge funds for the fear of unwittingly violating this clause.  On the other hand, the court found the defendant ex-employee’s effort to induce another employee of the plaintiff employer to leave and go work at his new employer a clear violation of the non-solicitation clause. 
  3. Broad confidentiality language subject to scrutiny.  While the benefit of a well-drafted confidentiality clause is clear in this context the plaintiff employer did face a challenge from the ex-employee (and the court) related to the over-broad language of the NDA in question.  This issue comes up quite often in our practice when we try to convince our (employer) clients to be reasonable when it comes to the scope of what constitutes confidential information to be protected against disclosure and/or misuse by their employees.  The simple reason for being cautious here is that when it comes to matching facts of the case to the contractual obligation you don’t want to be arguing that just because everything you deem confidential deserves to be protected b.  For example, while the judge here allowed the claim based on the confidentiality clause to proceed, the court spoke derisively of the extent of protection afforded to client lists when a business’s customers can be easily determined.  Proprietary software, on the other hand, was easily classifiable as a trade secret and deserving of legal protection.    

The reason for the additional scrutiny given to these restrictive covenants is that in ruling on these claims a variety of equitable considerations come into play.   The key to a smooth and cost-efficient enforcement lies in customizing these clauses to the specific circumstances of each employer’s business and each employee’s position.  Using a balanced approach in drafting restrictive covenants serves to deprive former employees of the ability to challenge their validity as a tactic to delaying or avoiding enforcement.  This is one situation where employers should not be using “one size fits all” standard form agreements.  As counsel to both employers and employees in the private fund industry we regularly negotiate restrictive covenants in the employment context and review them for potential employers considering a hire subject to these restrictions.  After all, given the entrepreneurial spirit in this industry, employees of the yesteryear often become future employers and so the cycle of relying on the enforceability of restrictive covenants to protect one’s business continues.

Counterparty Risk Returns with MF Global, Jefferies

The ghosts of Lehman Brothers and Bear Stearns returned late in this year in the guise of MF Global’s bankruptcy filing and a precipitous drop in Jefferies’ stock prices.  While these two may turn out to have little in common, from the perspective of investment fund managers to whom these institutions serve as prime brokers or custodians and, to a lesser extent, clearing brokers, the message is clear.  The risk of having your funds’ assets tied up for prolonged periods of time in a bankruptcy or some other insolvency process is quite real (as is a possible risk of loss of such assets to the extent they have become the subject of third parties’ security claims or simply have been misappropriated by your counterparty).  

Hedge funds have been on notice at least since 2008 that the text of the prime brokerage agreements they enter into can have momentous significance when things begin to go very wrong with their prime brokers (whether because they get caught up in a tidal wave of a financial crisis or for more localized reasons of financial mismanagement).  The failure of MF Global, in particular, has highlighted loopholes in the Australian regulatory system which allowed it to use client funds to hedge its own positions with full consent of the Australian regulator.  Whereas in the United Kingdom, we understand it is illegal to use clients’ money for any of the provider’s own activities, including hedging, the Australian OTC derivatives rules prevent brokers from using client funds to trade on their own account but allow trades with clients’ funds to hedge positions.  This includes margining, guaranteeing, securing, transferring, adjusting or settling dealings in derivatives by the licensee, including hedging positions taken by other clients.  As a result, the Australian government may be unable to take action if investors’ funds have been pooled together by MF Global and used for hedging purposes. 

Some of the same lessons of the Lehman bankruptcy apply today.  We advise our fund clients to negotiate their prime brokerage agreements carefully, especially with respect to the prime broker’s re-hypothecation rights and rights to transfer client assets to affiliates and sub-contractors.  Prime broker’s recourse against funds’ assets should be limited (preferably to those assets posted as collateral against loans in margin accounts) rather than left as blanket authority.  What has now emerged from the MF Global scandal underscores the necessity to restrict the powers of prime brokers to make use of the clients’ collateral as much as possible in order to prevent funds’ assets from being used in the prime broker’s own proprietary transactions and from being transferred out of the U.S. jurisdiction. 

Some of our clients have conducted a review of the insolvency laws in the major jurisdictions where their prime brokers are located to understand better the legal treatment of the funds’ assets in the event of the prime broker’s bankruptcy and to adjust the mix of their assets held by prime brokers accordingly.  The counterparty’s insolvency risk can also be managed through master netting arrangements to reduce the clients’ exposure although their enforceability varies from one jurisdiction to another.  In some situations, it may be prudent to request a special, segregated treatment of the client’s assets by having them held by a third party custodian and/or to request registration of the client’s securities in the fund’s name rather than in “street” name, though counterparties are reluctant to agree to such arrangement. 

We also advise our clients to negotiate the “boilerplate” clauses with vigilance to the extent they relate to the issues we highlighted above, including in the assignment clauses where we insist that any such assignments be limited to the prime broker’s affiliates that are licensed U.S. broker/dealers.  Once the funds leave the U.S., foreign laws and regulations make their well-being in the hands of foreign affiliates of the U.S. prime broker somewhat uncertain, as this latest case with MF Global amply demonstrates.  The protections of the U.S. regulatory regime do not normally extend to non-U.S. affiliates of U.S. prime brokers, and such entities are often utilized for margin or securities lending and as custodians outside of the U.S.

We realize that in the last few years the prime brokerage industry has become the game of a few, largest (though not necessarily strongest) financial institutions who resist vehemently any changes to their form agreements (which, incidentally, underwent few changes since 2008 to reflect the new realities of the marketplace).  Prudent risk management practices dictate that fund managers as fiduciaries avoid selecting weaker prime brokers, and so their business has been flowing to the few strongest banks with the healthiest balance sheets and reserves, resulting in the ever-growing obstinacy on their part to negotiate terms of their prime brokerage agreements characteristic of any oligopoly. 

However, it is incumbent on the fund manager to request reasonable assurances with respect to their managed assets when negotiating with these banks because any bank, no matter how big and strong today, may end up insolvent tomorrow.  In fact, accepting their standard forms without negotiation is not, in our opinion, the best practice to follow for investment managers.  And, to the extent a fund manager elects to deal with those smaller banks and brokers that lack market power, it ought to extract even greater legal protection for its investors’ assets from such counterparties to compensate for the higher risk of insolvency.  Gone are the days when default, cross-default and cross-acceleration provisions are thought to apply only to clients of banks.  Today, it is vital that as many of those be made mutual as possible.  Finally, in anticipation of a bank or broker succumbing to a potential crisis it is useful to include prime broker’s cooperation clauses to help transition to a different bank and to move the funds’ assets promptly that would be triggered by the client’s request (based on some early warning sign) rather than waiting for the prime broker’s default to occur before taking action.

Needless to say, prime brokerage agreements are not the only ones where counterparty risk of the service provider has to be addressed through contractual protections.  Agreements for any custodial arrangement, fund administration, collateralized borrowing (where the funds’ assets are the subject of a security interest) and even certain trading activities (such as under the ISDA regime with respect to swaps and derivatives) should be scrutinized to provide for the adequate contractual mechanisms to minimize counterparty risk.  Further, counterparty risk in dealing with third parties as principals rather than service providers can be extraordinarily high in certain transactions, such as participation agreements, contracts for difference and repurchase agreements (more on these in our future blog postings).  The economic risk with respect to any single transaction, however, tends to be significantly smaller than in typical global prime brokerage and custodial relationships where most, if not all, of managed assets may be placed so these should naturally be the priority in getting counsel to review and to help negotiate the appropriate safeguards. 

As counsel to hedge funds and private equity funds, we have helped many of our clients achieve a greater sense of security with respect to the assets they manage in the hands of prime brokers, fund administrators and custodial agents and other service providers to the private investment fund industry.      

Beyond Confidentiality: the private equity bidders’ experience with Yahoo!

A lesson from the recently reported Yahoo! sale process: carefully review and negotiate your NDAs!  As Yahoo! illustrates, confidentiality agreements can reach well beyond mere confidentiality and can affect not only the process but the potential outcome of a sale.

Confidentiality agreements, as we all know, are the life blood of private equity and, generally, M&A transactions.  In a typical NDA, the recipient agrees to keep information confidential and to limit its use to the transaction under consideration.  However, not infrequently, the disclosing party will include additional restrictions on the recipient which go well beyond confidentiality.  Common examples include non-circumvention (e.g., with respect to a particular target or subject), non-solicitation of employees, and no contact with the acquisition target (or borrower, if the transaction involves debt) as well as its customers, suppliers, vendors, etc.

These restrictive provisions are designed to protect the legitimate business interests of the target company by preventing, for instance, damaging rumors and employee and customer defections.  They may also serve to protect the interests of the broker or introducing party with respect to a particular opportunity. Occasionally, however, the disclosing party may seek to include in the NDA a provision which is primarily designed to influence the sale process.  As has been widely reported, Yahoo! included just such a provision—no “cross talk” as it has been described—into the NDAs circulated to potential private equity bidders.  

As reported, this no cross-talk provision precludes the potential bidders from speaking to each other regarding the potential transaction (presumably, whether or not confidential information is disclosed in the course of such conversations).  What is Yahoo!’s possible motivation for including such a provision in the NDA?  It is, almost certainly, a business consideration – the desire to influence the bidding process and, indeed, the likely outcome of the sale.  Given Yahoo!’s market capitalization of $20 billion, if the bidders are not able to discuss potential co-investment agreements, it makes it much less likely that any private equity bidder would be able to make an offer for 100% of the equity.  Not surprisingly, many potential private equity bidders balked at this restriction.  The one private equity sponsor who has reportedly agreed to this restriction in the NDA is TPG Capital which, as reported, is specifically interested in a minority stake.

From our perspective, as buy-side counsel, we strongly encourage our private equity and hedge fund clients to review and negotiate all NDAs, whether in M&A, private equity, distressed debt, real estate or other contexts.  As this case amply illustrates, the restrictions contained in many confidentiality agreements go well beyond confidentiality and may significantly impact one’s ability to evaluate and consummate a potential transaction (and, indeed, influence what kind of transaction or bidder is likely to succeed).