Opinion ID: 741895
Heading Depth: 4
Heading Rank: 3

Heading: Tortious Interference with Employment Relationship

Text: 36 The jury found Sam Scott liable for tortious interference in Mason's contractual relationship with the OTA. In order to support such a verdict, Mason need have presented sufficient evidence from which a jury could reasonably conclude that (1) Mason had a contractual right which was interfered with; (2) the interference was wrongful and malicious; (3) the interference was neither justified, privileged, nor excusable; and (4) damages were proximately sustained as a result of the interference. Johnson v. Nasca, 802 P.2d 1294, 1297 (Okla.App.1990). On appeal, Scott argues that, as an OTA member, he was not a third party to Mason's contract and was legally incapable of tortious interference. Scott also argues that even if he were legally capable of interfering in Mason's contract, Mason did not present sufficient evidence of such interference. 37 The Oklahoma Supreme Court has not directly addressed whether a corporate officer, director or other employee can be held liable for tortiously interfering in a corporate contract. 8 We are convinced, however, that corporate employees can be found liable under Oklahoma law for tortious interference with a corporate contract. See Johnson, 802 P.2d at 1297 (suggesting a tortious interference claim could be stated against the supervisor who actually made the decision to terminate the plaintiff). As with any tortious interference claim, the determinative issue remains whether the actor's interference was justified, privileged, or excusable. The Oklahoma Supreme Court has held that it is not unlawful for one to 'interfere with the contractual relations of another if [this is done] by fair means, if [it is] accomplished by honest intent, and if [it is done] to better one's own business and not to principally harm another.'  Morrow Dev. Corp. v. American Bank & Trust, 875 P.2d 411, 416 n. 21 (Okla.1994) (alterations in original) (quoting Del State Bank v. Salmon, 548 P.2d 1024, 1027 (Okla.1976)). Therefore, a corporate officer's or director's interference with a corporate contract will be privileged only when the interference is undertaken in good faith and for a bona fide organizational purpose. Q.E.R., Inc. v. Hickerson, 880 F.2d 1178, 1184 (10th Cir.1989) (applying Colorado law); Allison v. American Airlines, Inc., 112 F.Supp. 37, 38 (N.D.Okla.1953). 38 The Restatement suggests consideration of the following factors in determining whether a person acted improperly in interfering in a contract or prospective contract: 39
40 (b) the actor's motive,(c) the interests of the other with which the actor's conduct interferes, 41 (d) the interests sought to be advanced by the actor, 42 (e) the social interests in protecting the freedom of action of the actor and the contractual interests of the other, 43 (f) the proximity or remoteness of the actor's conduct to the interference and 44 (g) the relations between the parties. 45 Restatement (Second) of Torts § 767 (1979); see also Morrow, 875 P.2d at 416 (noting the relevance of the Restatement in delineating the elements of tortious interference). When a corporate officer or director seeks the termination of a fellow employee for reasons that violate both public policy and the employee's constitutional rights, that officer or director does not act with an honest intent or for a bona fide organizational purpose, and the factors suggested by the Restatement weigh heavily in favor of finding that such interference is not justified. See, e.g., Petroskey v. Lommen, Nelson, Cole, & Stageberg, 847 F.Supp. 1437, 1450 (D.Minn.1994), aff'd, 40 F.3d 278 (8th Cir.1994) (noting that an employer's officer or agent may be liable for tortious interference if the motivation underlying the interference was sufficiently improper to establish a claim against the employer for wrongful discharge). Scott's status as an OTA member did not preclude submission of Mason's tortious interference claim to the jury. 46 Furthermore, we have already delineated the evidence in the record from which the jury could reasonably have inferred that Scott participated in, and encouraged, Young's decision to discharge Mason. This same evidence supports the jury's finding that Scott interfered in Mason's employment relationship. The district court did not err in denying judgment as a matter of law on this claim.