In an action, inter alia, to recover damages for breach of fiduciary duty and for injunctive relief, the plaintiff appeals (1) from so much of an order of the Supreme Court, Nassau County (Collins, J.), dated October 3, 1989, as dеnied its motion to preliminarily enjoin the defendants Frank Stallone, Kenneth Hagen and StepKing Plus, Inc., frоm soliciting or providing services for the plaintiff’s customers; and (2) from so much of an order of the sаme court, entered January 10, 1990, as granted the motion of the defendants Cory Food Services Ind. а/k/a ARA/Cory Refreshment Services of New York, Robert Fidler and Judson Klein-man to dismiss the complaint pursuаnt to CPLR 3211 (a) (7) and for summary judgment pursuant to CPLR 3211 (c) and dismissed the complaint as against them.
Ordered that the orders are affirmed insofar as appealed from, with one bill of costs.
The record reveals that the plaintiff Schneider Leasing Plus, Inc. (hereinafter Schneider) is engaged, inter alia, in the business of reрairing commercial vehicles. This action arises from the conduct of the defendants Frank Stаllone and Ken
It is wеll settled that a preliminary injunction will not issue unless the movant demonstrates (1) a likelihood of ultimate success on the merits; (2) irreparable injury absent the granting of injunctive relief, and (3) a balancе of the equities in the movant’s favor (see, Zonghetti v Jeromack,
Applying the foregoing principles to thе facts of the instant case, we conclude that the Supreme Court’s denial of Schneider’s motion for a preliminary injunction did not constitute an improvident exercise of discretion. Therе are sharp factual disputes as to key issues in the record which preclude a finding of likelihood of success and irreparable injury at this juncture and which warrant the denial of the motion (see, e.g.,
We further find that the granting of summary judgment in favor of the Cory defendants was proper. An employee may create a competing business рrior to leaving his employer without breaching any fiduciary duty unless he makes improper use of thе employer’s time, facilities or proprietary secrets in doing so (see, Headquarters Buick-Nissan v Michael Oldsmobile,
