{"id":45,"date":"2017-04-04T13:45:22","date_gmt":"2017-04-04T13:45:22","guid":{"rendered":"https:\/\/www.sherin.com\/employment-blog\/?p=45"},"modified":"2021-06-10T19:58:15","modified_gmt":"2021-06-10T19:58:15","slug":"disproving-cause-in-equity-and-executive-employment-agreements","status":"publish","type":"post","link":"https:\/\/www.sherin.com\/employment-blog\/2017\/04\/04\/disproving-cause-in-equity-and-executive-employment-agreements\/","title":{"rendered":"Disproving \u201cCause\u201d in Equity and Executive Employment Agreements"},"content":{"rendered":"

On March 6, 2017, the Massachusetts Supreme Judicial Court decided\u00a0Balles v. Babcock Power Inc<\/a>.,<\/em> a case involving the meaning and application of \u201cfor cause\u201d termination language in stockholder and executive employment agreements.\u00a0\u00a0In\u00a0Balles<\/em>, the Court (Lenk, J.) provides guidance both to attorneys drafting and negotiating such agreements, and to those challenging and defending such terminations.<\/p>\n

Background<\/strong><\/p>\n

It was undisputed that Babcock Power Inc. (Babcock) terminated executive Eric N. Balles (Balles) after learning of his ongoing affair with a subordinate.\u00a0If the termination was \u201cfor cause\u201d as defined in the stockholders agreement, Babcock could re-purchase Balles stock for the nominal price of $0.001 per share and need not pay Balles any severance under the employment agreement.\u00a0Babcock terminated \u201cfor cause\u201d and Balles filed suit for declaratory judgment and breach of contract.<\/p>\n

In the jury-waived portion of the trial,[1]\u00a0the Superior Court (Wilkins, J.) found for Babcock on its breach of fiduciary duty claim and, on that basis, the Superior Court assessed against Balles an equitable forfeiture of past salary (that which was paid him during the period of his disloyalty) and denied him severance due to his material breach of the employment agreement.<\/p>\n

On the other hand, however, the Superior Court found for Balles on the issue of \u201ccause\u201d under the stockholder agreement, and ordered return of his stock and payment of all dividends.\u00a0Babcock appealed and the Supreme Judicial Court granted direct appellate review.<\/p>\n

Guidance from the Court<\/strong><\/p>\n

The Court provided guidance in several areas: (1) the standard of judicial review of a company\u2019s determination of \u201ccause\u201d; (2) the meaning of \u201cfraud\u201d; (3) the meaning of \u201cgross insubordination\u201d; (4) when an employer may ignore a contractually provided opportunity to correct (cure), and what constitutes correction in a circumstance such as this; and (5) the application of fiduciary duty defenses to stockholders agreement claims.<\/p>\n

First, parties to a contract may, within limits, agree to a standard of judicial review that is deferential to one party.\u00a0However, merely reciting that that the decision regarding \u201ccause\u201d \u201cmay only be made by the [company]\u201d does not evidence such agreement; nor is such language ambiguous.\u00a0In other words, if the parties to a contract want to provide an enforceable deferential standard of judicial review, they would be wise to do so explicitly.<\/p>\n

Second, regarding \u201cfraud\u201d as a grounds for \u201ccause\u201d, the common law definition applies, presumably unless otherwise defined by the parties, and requires, among other things, both fraudulent intent and actual harm.\u00a0Here, the two allegations of fraud did not meet the common-law definition.\u00a0The mistakenly submitted false reimbursement request neither was submitted with the requisite intent nor was Babcock harmed.\u00a0Likewise, Balles\u2019 advocacy on behalf of his paramour without disclosing their personal relationship was done without the requisite intent and did not cause harm to company because, the Superior Court held, the paramour fully earned her salary and benefits by \u201cher obvious verbal and managerial skills, intelligence, maturity, and motivation\u2026.\u201d<\/p>\n

Third, regarding \u201cgross insubordination\u201d as a ground for \u201ccause\u201d, merely failing to abide by company policies does not rise to the level of gross insubordination.\u00a0Rather, again where the phrase is not defined in the agreement, the Court looked to the common law and held that \u201cgross\u201d insubordination, in contrast to insubordination, \u201cis generally defined as willful disregard of a direct order.\u201d\u00a0Where, as here, Balles never disobeyed a direct order, his conduct did not constitute gross insubordination.<\/p>\n

Fourth, where the contract provides for an opportunity to correct one\u2019s conduct, Babcock could not ignore this on the \u201cnarrow\u201d theory of futility, i.e., that correction would be impossible because the harm was already done. \u00a0The Court pointed out that by asserting that correction requires undoing the breach, rather than remedying its effects, Babcock was reading the correction provision out of the agreement.\u00a0Furthermore, the Court pointed out that correction was, indeed, possible here by, e.g., \u00a0financial penalty, such as that imposed by the Superior Court, and even termination if termination was required to protect company culture \u2013 but to insist that such termination be for \u201ccause\u201d would, again, make the correction provision \u201cfor naught.\u201d<\/p>\n

Fifth, unlike under the employment agreement, \u201cthe rights of stockholders arising under contract, as here, are governed solely by contract.\u201d\u00a0Thus, Balles was entitled to his rights under the stockholder agreement irrespective of breaches of fiduciary duties.<\/p>\n

In light of Balles<\/em>, executives are reminded to discuss their stockholder and employment agreements with their executive advocacy attorney to ensure that they understand the \u201cfor cause\u201d termination language of those agreements. Learn more about Sherin and Lodgen\u2019s employment department and executive advocacy work here.<\/a><\/p>\n

 <\/p>\n

[1]\u00a0The bulk of Babcock\u2019s counter-claims were tried to a jury, and the jury found for Balles.<\/p>\n","protected":false},"excerpt":{"rendered":"

On March 6, 2017, the Massachusetts Supreme Judicial Court decided\u00a0Balles v. Babcock Power Inc., a case involving the meaning and application of \u201cfor cause\u201d termination language in stockholder and executive employment agreements.\u00a0\u00a0In\u00a0Balles, the Court (Lenk, J.) provides guidance both to attorneys drafting and negotiating such agreements, and to those challenging and defending such terminations. Background […]<\/p>\n","protected":false},"author":9,"featured_media":46,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":"","_links_to":"","_links_to_target":""},"categories":[],"tags":[],"class_list":["post-45","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry"],"acf":[],"yoast_head":"\nDisproving \u201cCause\u201d in Equity and Executive Employment Agreements - Employment<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.sherin.com\/employment-blog\/2017\/04\/04\/disproving-cause-in-equity-and-executive-employment-agreements\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Disproving \u201cCause\u201d in Equity and Executive Employment Agreements - Employment\" \/>\n<meta property=\"og:description\" content=\"On March 6, 2017, the Massachusetts Supreme Judicial Court decided\u00a0Balles v. 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