1 in the SUPREME COURT of the STATE of IDAHO Docket No. 41887 JEFFREY EDWARD HUBER, an Individual Plaintiff-Appellant, V. LIGHTF
IN THE SUPREME COURT OF THE STATE OF IDAHO Docket No. 41887 JEFFREY EDWARD HUBER, an individual ) Boise, November 2015 Term ) Plaintiff-Appellant, ) 2016 Opinion No. 23 ) v. ) Filed: March 2, 2016 ) LIGHTFORCE USA, INCORPORATED, a ) Stephen W. Kenyon, Clerk Washington corporation, doing business as ) NIGHTFORCE OPTICS, ) SUBSTITUTE OPINION. THE ) COURT’S PRIOR OPINION Defendant-Respondent. ) DATED DECEMBER 15, 2015, _______________________________________ ) IS HEREBY WITHDRAWN. Appeal from the District Court of the Second Judicial District of the State of Idaho, Clearwater County. Hon. Michael J. Griffin, District Judge. The judgment of the district court is affirmed in part and reversed in part and the case is remanded. McConnell Wagner Sykes & Stacey PLLC, Boise, for appellant. Jeffrey R. Sykes argued. Moffatt, Thomas, Barrett, Rock & Fields, Chtd, Boise, for respondent. Andrea J. Rosholt argued. _____________________ J. JONES, Chief Justice Jeff Huber brought this action against his former employer, Lightforce USA, Inc. (“LFUSA”), for breach of contract and failure to pay wages. Huber’s claims center on two agreements entered into during his employment with LFUSA: a Company Share Offer (“CSO”), and a Deed of Non-Disclosure, Non-Competition and Assignment (“NDA”). Huber claimed that upon his termination LFUSA was obligated to pay him the value of 30% of the goodwill of LFUSA under the CSO and twelve months’ pay under the NDA. The parties agreed that the CSO was a deferred compensation plan and was, therefore, governed by the Employee Retirement Income Security Act (“ERISA”). At a bench trial, Huber succeeded only on his breach of contract claim under the NDA. Huber timely appealed the district court’s rulings on summary judgment: (1) holding that the amount owed under the NDA was not wages under the Idaho 1 Wage Claims Act, (2) dismissing his wrongful termination claim, and (3) holding that the CSO was a “top hat” plan under ERISA and, therefore, exempt from ERISA’s vesting and anti- forfeiture provisions.
[Show full text]