CRST Van Expedited, Inc. v. Werner Enterprises, Inc.

CRST Van Expedited, Inc. (CRST) (plaintiff) had a program to help people become certified truck drivers. CRST would enter into a driver-training agreement with an individual and pay for driver training at a school selected by the individual followed by a CRST orientation program. If CRST and a student decided to enter into an employment contract, CRST would pay for driver training with a CRST lead driver. Under the employment contract, the term of employment was for one year subject to termination by CRST for due cause prior to the end of the term. After one year, the employment would be at will and could be terminated by CRST or the employee at any time. During the one-year contract term, CRST could only terminate the employee for due cause, by mutual agreement, or upon the employee’s death. If the employee breached the one-year contract term or was terminated for due cause, the employee would have to reimburse CRST $3,600. If the employee was terminated without due cause, the employee would not have to repay the $3,600. Two drivers (the drivers) signed training agreements and employment contracts with CRST. A month later, Werner Enterprises, Inc. (Werner) (defendant) requested information about the drivers, putting CRST on notice that the drivers had applied for jobs with Werner. CRST responded with three letters to Werner, advising Werner of the drivers’ contracts with CRST. The drivers accepted positions with Werner. CRST sued Werner for intentional interference with contract, negligent interference with contract, and interference with prospective economic advantage. The district court dismissed the complaint with prejudice. CRST appealed.