The Employee was employed by GBC (the “Former Employer”) with confidential and non-compete obligations agreed in the labor contract. Later, the Employee left the Former Employer and joined the new employer (the “Current Employer”) in the same sector. The Employee repeatedly sent emails through the Current Employer’s email system to companies on Former Employer’s client list, stating his latest employment status and promoting sales of Current Employer’s product. On this basis, the Current Employer concluded several deals with companies on Former Employer’s client list. The Former Employer filed a lawsuit against the Employee and the Current Employer. Through the litigation proceedings, the court ruled that the Employee and Current Employer have infringed upon Former Employer’s trade secret and shall be liable to damages. The court came to this decision based on the followings: (a) the client list constitutes as trade secret because the Former Employer has paid great efforts to collect detailed client information through years and to compile the client list; (b) the Employee has breached confidentiality to disclose the client list and (c) the current Employer used the client list with actual knowledge of Employee’s breach and has unduly improved its business opportunities.