Opinion ID: 2634466
Heading Depth: 1
Heading Rank: 8

Heading: Affirmative defenses and counterclaims

Text: The trial court issued an order granting Employer's partial motion for summary judgment that the noncompete agreement was enforceable. But the trial court also granted Employee's motion, dismissing Employer's two affirmative defenses and five counterclaims. Employer urges the court to reinstate its affirmative defenses and counterclaims, in the event that we decide that the noncompete agreement is unenforceable. The two affirmative defenses dismissed were failure to mitigate damages and fault of a nonparty. The doctrine of avoidable consequences, or mitigation of damages, prevents an injured party from recovering damages that could have been avoided through reasonable efforts. We have previously held the following text applicable: [a] wide latitude of discretion must be allowed to the person who by another's wrong has been forced into a predicament where he is faced with a probability of injury or loss. Only the conduct of a reasonable man is required of him. If a choice of two reasonable courses presents itself, the person whose wrong forced the choice cannot complain that one rather than the other is chosen. Hogland v. Klein, 49 Wash.2d 216, 221, 298 P.2d 1099 (1956) (emphasis omitted) (quoting Charles T. McCormick, Handbook on the Law of Damages 35, at 134 (1935)). See also Cobb v. Snohomish County, 86 Wash.App. 223, 230, 935 P.2d 1384 (1997). Here, there is no factual dispute. Posttermination, the Employee sought a position similar to the one he held with Employer. During his deposition, Employee stated that he applied for a sales position with companies such as Johnson & Johnson, Solva Pharmaceuticals, Floud USA, Hubert Research, and the Tacoma News Tribune. Employee also sought help from employment recruiters as well. Despite these efforts, Employee remained unemployed. Employer argues that Employee failed to mitigate damages because he did not seek part-time employment or seasonal employment or any other employment outside the 75 mile radius restriction in the noncompete agreement. The doctrine of avoidable consequences only requires the Employee to act reasonably to mitigate his damages. Employee's job strategy to search for a similar position was reasonable. We hold that the trial court did not err when it dismissed Employer's failure to mitigate defense. Employer's second affirmative defense claims fault of a nonparty. This was a defense to Employee's tortious business interference claim against Employer. However, Employee voluntarily dismissed his tortious business interference claim following the trial court's decision on partial summary judgment. Employee has not sought to reinstate the tortious business interference claim. We affirm the trial court's decision to dismiss Employer's second affirmative defense. The trial court dismissed Employer's five counterclaims: breach of contract, injunctive relief, breach of the duty of loyalty, breach of the Uniform Trade Secrets Act, [3] and conversion. The first counter claim, Employer alleges that Employee's actions in soliciting employment with the Employer's competitors and disclosing and/or threatening to disclose Employer's confidential information constitute a breach of contract. Second, Employer seeks injunctive relief compelling the Employee to return any and all of Employer's proprietary information that the Employee has in his control and to enforce the noncompete agreement for three years within a 75 mile radius of Tacoma. Third, Employer alleges that Employee breached his duty of loyalty by attempting to solicit Employer's customers and Employees to end their business or employment relationship with the Employer. Fourth, Employer alleged that Employee disclosed trade secrets under chapter 19.108 RCW, the Uniform Trade Secrets Act. Fifth, Employer alleges that Employee wrongfully converted Employer's property for his own use. On summary judgment, the Employer did not bring forth sufficient facts to substantiate the counterclaims. Without a prima facie showing, Employer cannot avoid a summary judgment ruling against it on the five counterclaims. We hold that the trial court did not err when it dismissed Employer's five counterclaims on the 2002 noncompete agreement.