FLORIDA BC HOLDINGS, LLC D/B/A SYNERGY EQUIPMENT v. JAY E. REESE

CourtDistrict Court of Appeal of Florida
DecidedDecember 21, 2023
Docket23-1379
StatusPublished

This text of FLORIDA BC HOLDINGS, LLC D/B/A SYNERGY EQUIPMENT v. JAY E. REESE (FLORIDA BC HOLDINGS, LLC D/B/A SYNERGY EQUIPMENT v. JAY E. REESE) is published on Counsel Stack Legal Research, covering District Court of Appeal of Florida primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook
FLORIDA BC HOLDINGS, LLC D/B/A SYNERGY EQUIPMENT v. JAY E. REESE, (Fla. Ct. App. 2023).

Opinion

SIXTH DISTRICT COURT OF APPEAL STATE OF FLORIDA _____________________________

Case No. 6D23-1379 Lower Tribunal No. 2017-CA-007010-O _____________________________

FLORIDA BC HOLDINGS, LLC d/b/a SYNERGY EQUIPMENT,

Appellant,

v. JAY E. REESE,

Appellee. _____________________________

Appeal from the Circuit Court for Orange County. Vincent S. Chiu, Judge.

December 21, 2023

MIZE, J.

Appellant, Florida BC Holdings, LLC (“Synergy”), appeals a final judgment

entered in favor of Appellee, Jay E. Reese (“Reese”), following a jury trial on

Reese’s claim for tortious interference with an advantageous business relationship.1

The jury awarded Reese damages for lost wages in the amount of $36,643.50 and

damages for mental anguish in the amount of $50,000.00. Synergy argues that the

1 This case was transferred from the Fifth District Court of Appeal to this Court on January 1, 2023. trial court erred by denying Synergy’s motion for directed verdict and its motion to

set aside the verdict concerning the issues of: (1) liability for Reese’s claim for

tortious interference with an advantageous business relationship; and (2) whether

Florida’s impact rule barred Reese from recovering emotional distress damages on

his claim for tortious interference with an advantageous business relationship. We

affirm the final judgment in full. However, for the reasons explained below and

pursuant to Article V, Section 3(b)(4) of the Florida Constitution, we certify this

decision to be in direct conflict with Reid v. Daley, 276 So. 3d 878 (Fla. 1st DCA

2019). Further, we certify the following two questions to be of great public

importance:

(1) Subject to exceptions previously recognized by the Supreme Court of

Florida, does the impact rule generally apply to intentional torts?

(2) Does the impact rule apply to the tort of tortious interference with an

advantageous business relationship and, if so, does the impact rule apply when such

tort is committed with actual malice?

Background and Procedural History

Synergy employed Reese as a sales coordinator beginning in September 2015.

As part of its new hire process, Synergy requires new employees to complete a new

hire paperwork packet. A checklist of all documents within the packet serves as the

front page, and documents are generally marked off on the checklist when they are

2 received. At the time that Synergy hired Reese, one of the documents that Synergy

typically included within this packet was a non-compete agreement which Synergy

required all sales personnel to sign as a condition of employment.

Reese left his position at Synergy in late 2016 and began working for Ahern

Rentals, Inc. (“Ahern”), a competitor of Synergy, in February 2017. When he

applied for the position at Ahern, Reese knew Ahern to be a competitor of Synergy.

Prior to employing Reese, Ahern sent a letter to Synergy requesting information as

to whether Reese had signed a non-compete agreement with Synergy. Synergy did

not respond to Ahern’s letter.

In May 2017, Synergy learned of Reese’s employment with Ahern.2 Synergy

asserted in the proceedings below that Reese had signed a non-compete agreement

and that, after learning of Reese’s employment with Ahern, Synergy planned to

enforce it. However, Synergy could not locate an executed copy of the agreement.

Additionally, the checklist that accompanied Reese’s new hire paperwork with

Synergy was filled out, and while it indicated that certain of the new hire documents

had been received from Reese, the checklist did not indicate that the executed non-

compete had been received.3 Synergy’s CEO, Steve Halliwell (“Halliwell”),

2 Synergy asserted below that it did not receive Ahern’s letter and did not learn of Reese’s employment with Ahern until May 2017. 3 The checklist showed that a drug test form and Reese’s executed W-4 form were received as these documents were checked off on the checklist, but the non- compete agreement was not checked off as having been received. 3 testified below that as part of his evaluation of this situation, he communicated with

Jamie Sawyer (“Sawyer”), the Synergy employee who claimed to have witnessed

Reese sign the non-compete agreement. Sawyer confirmed to Halliwell that he

witnessed Reese sign the non-compete agreement.4 Synergy asserted at trial that,

based on the foregoing information, Synergy sent a demand letter to Reese and

Ahern expressing its intent to enforce the non-compete. Synergy explained to Ahern

that it could not locate the signed non-compete, but that it intended to proceed under

a lost contract theory supported by Sawyer’s testimony. As of the trial below,

Synergy had never found, and consequently was unable to produce, the non-compete

agreement that Synergy claims Reese signed. After receiving the demand letter and

discussing the missing non-compete agreement with Synergy and Reese, Ahern and

its legal counsel decided to terminate Reese’s employment. Reese was then

unemployed for approximately 30 days before he found a new job.

In the proceedings below, Reese filed a complaint against Synergy containing

two counts for violations of the federal Fair Labor Standards Act and a claim for

tortious interference with an advantageous business relationship.5 Based on Reese’s

4 Sawyer later testified at trial that there was a possibility that Reese did not sign the non-compete agreement. 5 Count III of Reese’s Complaint was merely labeled “tortious interference claim,” but the claim clearly asserted that the alleged tortious interference was with an at-will employment relationship. The trial court and both parties treated the claim as a claim for tortious interference with a business relationship, as opposed to tortious interference with a contract. 4 assertion of federal claims, Synergy removed the case to the United States District

Court for the Middle District of Florida. After the parties reached a settlement of

the federal claims, the federal court remanded the tortious interference claim back to

state court.

Upon remand, Reese filed a motion for leave to amend his complaint to assert

a claim for punitive damages, which the trial court granted. As the basis for this

motion, Reese asserted that the non-compete agreement either did not exist or was

null and void, and that Synergy knew at the time that Synergy sent its demand letter

to Ahern that the agreement either did not exist or was null and void.

Prior to trial, both parties filed competing motions for summary judgment.

Synergy’s motion for summary judgment asserted that: (1) Reese could not

overcome Synergy’s competition privilege; (2) Florida’s impact rule barred Reese’s

claim for emotional distress damages; and (3) the evidence did not support an award

of punitive damages. Reese’s motion for summary judgment asserted that Synergy

interfered with his employment with Ahern and that the interference was intentional.

The trial court denied Synergy’s motion and granted Reese’s motion. The trial court

determined that Synergy had intentionally interfered with Reese’s employment with

Ahern, but that there were disputed issues of fact concerning whether such

interference was justified, whether the interference caused Reese to suffer damages,

the amount of such damages, and the applicability of Synergy’s affirmative defenses.

5 The case proceeded to trial. At trial, Reese testified about his lost wages and

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FLORIDA BC HOLDINGS, LLC D/B/A SYNERGY EQUIPMENT v. JAY E. REESE, Counsel Stack Legal Research, https://law.counselstack.com/opinion/florida-bc-holdings-llc-dba-synergy-equipment-v-jay-e-reese-fladistctapp-2023.