Home -> Law Blog Directory -> Legal Commentary Blogs -> eLegal Canton
(866) 635-2689 for Personal Injury or (866) 635-9402 for Criminal Defense
Find a Local Lawyer
Divorce (866) 635-6190
Personal Injury (866) 635-2689
Criminal Defense (866) 635-9402
Legal Commentary
: eLegal CantonNDA’s - Recent RIM case teaches what you need to know about need-to-know laws
By David Canton
For the London Free Press - July 6, 2009
Despite recent trends toward corporate transparency, it is still necessary to guard certain information.
A recent case involving Research In Motion dealt with the interpretation of a non-disclosure agreement, or NDA, meant to limit what RIM could do with the other party’s information.
An NDA is a legal contract between parties that outlines confidential information that the parties wish to share for certain purposes.
There are a number of reasons why a business might need to share sensitive information with another, such as one party manufacturing something for the other, or to explore a potential business arrangement.
An NDA usually contains two basic elements:
- That the recipient won’t share the information with anyone else, and perhaps even restrict who can see it within the recipient company.
- Limits on what use the recipient can make of the information.
NDAs are very useful in the technology sector. Frequently, one company might have the necessary expertise to create one part of a product, but will require outside help on another part.
In essence, computers, cellphones, televisions and many other everyday conveniences would not be possible without the collaboration that NDAs allow.
Apple, for example, has done a good job keeping details of its new products under wraps until they are made public with great fanfare.
However, NDAs can be open to interpretation. This was the situation in the recent case of Certicom Corp. versus Research in Motion Ltd.
The facts were complex. Essentially, Research in Motion — the Waterloo-based maker of BlackBerry — entered into an NDA with Certicom Corp., a Mississauga-based information security specialist.
Certicom is best known for their Elliptic Curve Cryptography, which is used by the US Military, IBM, Motorola, and others to protect sensitive information.
The NDA between the two parties included a provision that stated the confidential information could be used “only to the extent reasonably required to fulfill the purpose” of the NDA. Once they got a look at the sensitive information, Research in Motion decided to begin a hostile takeover bid to acquire Certicom.
In response, Certicom brought an action to the Ontario Supreme Court of Justice to block RIM from making any bids on their company unless they consented. The court agreed that the NDA precluded using the information for that purpose and granted their request.
The case shows the value of having an NDA when exchanging information, and of tailoring the NDA to the specific needs. It is usually not enough to simply sign a document stating that both sides will remain quiet.
An NDA must include provisions that also limit what can be done with that information.
While most NDA’s are similar in form and content, they do required careful review before signing, and careful thought into what information is being divulged, what uses of that information should be allowed, what one might not want the information used for and who actually needs to see it.
Full post as published by eLegal Canton on July 06, 2009 (boomark / email).
Dumb New York Laws
Stupid Laws in the Empire State
Dumb Texas Laws
Stupid Laws in the Lone Star State
Dumb California Laws
Stupid Laws in the Sunshine State
Dumb Foreign Laws
Stupid Laws of Other Countries
California Labor Laws
alleged violations of California labor laws such as overtime pay, discrimination and harassment.
Grubb & Ellis
alleging violations of fiduciary duties to shareholders and securities laws.
ValueClick
allegedly violated consumer protection laws by promising ‘free’ goods that where not actually free.
Massachusetts Employment Law
alleging violations of Massachusetts labor laws including overtime pay, discrimination, harassment and more.
Pennsylvania Employment Law
alleged violations of Pennsylvania labor laws including discrimination, harassment and overtime pay.
New Jersey Employment Law
alleged violations of New Jersey state labor laws including overtime pay, discrimination and harassment.

Lehman: stress test for bankruptcy laws
Merry Christmas and a Happy New Year!
Business Associations Limerick of the Week: Pilsbury v. Honeywell, Inc.









