Learn what details to provide when hiring a data forensic expert during medical malpractice litigation to increase efficiency and cost effectiveness.
Prepare a summary of the following:
Develop timeline of notable events
Organize case documents and provide to your experts
Copy of the Complaint
Requests to produce
Replies to Interrogatories
Audit Logs Produced
Ask Your EMR Data Expert to Prepare the EMR for efficient review by attorneys & medical experts
OCR the produced EMR (Allows for keyword searching)
Convert the EMR to a spreadsheet format where practical
Identify key events and providers
Consider filtering for key dates, workers, or concepts
Produce subset pdf documents / spreadsheets that are more easily reviewable
Consider having pivot tables created showing overviews
In-Person Direct access provides additional information
What the notes looked like at various points in time
Access to deleted records
Communications between healthcare workers
Example Screenshots from Popular HIS Systems follow
Enigma Forensics EMR Data Forensics Experts provide detailed analysis and interpretation of an EMR Audit Trail to assist Medical Malpractice Attorneys during litigation. We help win cases! Hire an Expert (HAE)! Call 312-668-0333
Enigma Forensics experts investigate, preserve and recovery data to prove or disprove Trade Secret Theft. We have assisted many clients in financially recovering what was stolen from them or to help clear their name. Are you interested in learning more about trade secret theft? Check out Tesla’s latest law suit against a former software engineer.
A large portion of our business is forensically recovering and preserving data that is vital in proving or disproving trade secret theft. Enigma Forensics experts love to follow Tesla! We love the look of their beautifully engineered electric cars and we’re very interested in Elon Musk, the controversial character behind the engineering. Who is now labeled the most wealthiest man in the world. Our interest was piqued when we heard about Tesla’s latest lawsuit and that prompted us to write this blog.
On January 22, Tesla filed a lawsuit against Alex Khatilov, a former software engineer over Trade Secret Theft and Breach of Contract. Tesla contends that within days after Khatilov started his position on December 28, 2019, he began stealing thousands of highly confidential software files from Tesla’s secured internal network, transferring them to his personal cloud storage account on Dropbox to which Tesla has no access or visibility.
How did Tesla discover this trade secret theft or misappropriation of data?
On January 6, Tesla’s information security personnel detected Khatilov’s unauthorized download of a complete set of all the automation scripts produce by the Quality Assurance Engineering team for WARP Drive over the last twelve years! He was confronted the next day via Microsoft video chat due to Khatilov working remotely because of COVID-19 restrictions. Khatilov claims he installed a Dropbox desktop application to his Tesla issued laptop to allow him to upload administrative files to his personal Dropbox. He swore over and over that he only transferred administrative documents and then when he finally shared his screen with Tesla investigators he could be seen deleting the Dropbox files while on video chat confirming he had willfully destroyed evidence.
Why all the fuss?
How important are these scripts? These scrips are unique to Tesla and run on WARP Drive, the backend software for much of Tesla’s business. These files consisted of “scripts” of proprietary software code that Tesla has spent years of engineering time to build. When executed, these scripts automate a broad range of functions throughout Tesla’s business and only a few select employees have access to these files. It gets better! This is the good part…Khatilov contends he forgot about downloading thousands of confidential files!
The reality of this trade secret theft or misappropriation of confidential data is that Tesla has no way of knowing whether Khatilov copied the scripts onto a thumb drive, a mobile device, or a cloud based storage or most importantly sent them to another individual. To understand more thoroughly how important these “scripts” or trade secrets are…They map out Tesla’s innovations! Making them extremely valuable and beneficial to any competitor.
What measures ensure against trade secret theft or misappropriation?
Tesla limited the “scripts” access to only members of the Quality Assurance Engineering team in which Khatilov was one of forty employees to have access. The engineers that have access are not permitted to download scripts to the cloud or personal devices. This makes us wonder how Khatilov was able to download data!
Only eight people within the Tesla company are approved to grant access to these scripts.
Each engineer signs an extensive employment agreement and agrees to policy conditions of their employment with includes a non-disclosure agreement (NDA), that holds each employee to the strictest confidence of proprietary information, technical data, trade secrets so on and so forth.
The NDA also states that upon termination or departure each employee will immediately return to the company all original document electronic or hard copies.
Each physical facility has restricted access to only authorized personnel that are monitored by security guards and cameras.
All visitors must check in with security, sign a NDA, submit to a photograph and be escorted by an employee.
Tesla also used password-protected and firewall-protected networks and servers that are only accessible to current Tesla employee with the proper credentials.
Moral of this story is…
Even high level technology companies has issues with trade secret theft. If your company suspects something like this, immediately hire a computer forensics expert to electronically preserve data of soon to be departing or a departed employee that has already left the company. Enigma Forensics can analyze data that was misappropriated or stolen to help clients recover financial loss.
When employees leave a company, it is common that departing staff may take electronic files belonging to their former employer. Matthew Prewitt, a trade secret litigator shares his experiences pursuing and defending against such litigation. The role of computer forensics and the importance it plays in getting to the truth is discussed in this informative interview.
Leading computer forensics Expert Lee Neubecker discusses trade secret misappropriation by a departing employee and how that can lead to a competitor gaining an unfair competitive edge. The Chair of Schiff Hardin’s trade secret practice, Matthew Prewitt, emphasizes the importance of working with a computer forensics expert to preserve digital evidence and perform effective discovery that can later be used if litigation is necessary. Enigma Forensics staff are experts when investigating a departed employee using computer forensics.
The transcript of the video follows:
Lee Neubecker: Hi, I’m here today with Matt Prewitt. Matt is the chair of Schiff Hardin’s trade secret practice, and is an experienced litigator that focuses on the area of trade secret theft. Matt, thanks for being on the show.
Matthew Prewitt: Thanks for having me, Lee.
Lee Neubecker: We’ve had cases we worked on before involving departed employees. Could you tell everyone a little bit about your experience in this area, dealing with trade secret theft?
Matthew Prewitt: Sure, I mean as a trial lawyer, I’ve litigated both sides, sometimes, defending the departing employee, and/or that employee’s new employer, other times representing as the plaintiff, the company that the employee left.
Lee Neubecker: So, can you tell people generally what happens when you’re on the side of that had the employee that left? What happens at ground zero?
Matthew Prewitt: Well, ideally, the company would already have in place a structure of trade secret protection, and contractual, policy, and technology protections against unfair competition by the departing employee. So, that framework consists of, typically, a confidentiality agreement with the employee, perhaps a set of restrictive covenants, like a non-compete agreement, and then, hopefully, handbook policies that govern the conduct of the employee. Those will be coupled with restrictions, of course, that integrate with the company’s relationships, with its vendors and customers. Basically what the company ideally should be doing, is sitting down with outside counsel, in-house counsel, IT, and thinking about all the places where the company has sensitive, competitive information, trade secrets, or other confidential information, that are at risk when an employee turns out to be disloyal.
Lee Neubecker: So, when a client calls you, and they suspect that someone took stuff, what do you advise them to do, initially?
Matthew Prewitt: Well, I mean the first is to assess the situation and, that consists of identifying, with these days, almost everything is electronic of course, so, the first part of the assessment is to identify the types of electronic information that the departing employee would have access to. Either legitimately, during the course of that employee’s work, or, by exceeding the policy limits or protections that the company had in place. You’re doing, you’re identifying those areas for two reasons, one, preservation of evidence is very very important. And there’s no way to know what you need to preserve if you don’t know what the employee had access to, or potentially could’ve stolen. And then the other reason is to assess the competitive risk, and to begin to develop a plan for the investigation, and perhaps litigation response if it turns out to be warranted.
Lee Neubecker: And, so, typically, I know part of that initial response, when I’ve worked with you in the past, you want a forensic image made of the employee’s computer, before anyone mucks it up.
Matthew Prewitt: That is a, certainly an important starting point. With the changes in technology, for better or for worse, the places where the relevant data reside and the places that need to be preserved are, are multiplying instead of getting narrower, so, the hard drive of the laptop remains a very important source, because, forensically, it is often times the area that is most susceptible to forensic analysis and investigation. But there certainly are other places, as well. Cloud storage, the company’s computer network, personal email account of the employee, personal phone, company-issued phone, it goes on.
Lee Neubecker: I know when I first started in this area many years ago, the misappropriation was on a CD-ROM, and now, you’ve got smart phones, you’ve got USB drives, but the cloud is a whole other area of concern, because, companies can connect to Dropbox, Box.com, various other place, AWS, and move data to the cloud, so that, that becomes another point of concern in a need to be able to collect and preserve data from sources other than the computer.
Matthew Prewitt: You’re absolutely right, Lee.
Lee Neubecker: So can you tell us any war stories about what, what’s happened in the past when you’ve used forensics to pursue a case, and what kind of result you’ve been able to get for your clients?
Matthew Prewitt: Sure. I mean the forensic examination is really a critical part of a trade secrets case, especially if you’re on the plaintiff side, because, in, when you’re in court, trying to enforce restrictions against a departing employee, the, for better or for worse, the court is typically going to start that process with having, with some sympathy to the departing employee. I mean we are in America, and people are supposed to be rewarded for their ingenuity and hard work, and, employee mobility from one company to another is a basic value of our society. So, showing the court that the employee cannot be trusted to do the right thing, to be an honest and ethical employee at the new employer, at the new, at the competitor that she or he’s goin’ to, is really really important for building an effective non-compete case, or trade secrets theft case as a plaintiff.
Lee Neubecker: So for instance, if your client had a policy of no USB drives, and didn’t use USB drives, but yet, your forensic expert reported that a USB device was plugged into the computer the day before they filed their resignation, and that various files appear to have been copied to that drive, that would be something that would be compelling in support of an injunction, correct?
Matthew Prewitt: It’s certainly a brick in the building that you’re trying, or the story that you’re trying to build from court, absolutely.
Lee Neubecker: So there’s other pieces too, have you had situations where you’ve petitioned the court to allow discovery of that departed employee’s home computer, or the new workplace computer?
Matthew Prewitt: Yes, part of the forensic exercise is demonstrating the need for that discovery. And so, what you’ll want to start with as part of your initial investigation, is to have your forensic expert look for evidence that will show that the employee has used her home computer, has used external devices, has copied to the cloud, and once you can show the migration of data, under suspicious circumstances, off the realm of the company-owned hardware or accounts, then that’s the central starting point for demonstrating the court that you need a more invasive approach into the personal devices and accounts of the departing employee.
Lee Neubecker: Great so, let’s say that the plaintiff attorney has established convincingly with their forensic expert that data was misappropriated, and that the data clearly is confidential, and trade secret-type information. If you’re advising the new company that hired the sales person, and you saw the report and you believed the report to be credible, how might you try to help that new employer end the litigation and get things to a peaceful place?
Matthew Prewitt: Hopefully that they, the new employer has already laid the foundation for that scenario by instructing the employee before arriving, that they should not copy or take things with them, from their previous employment, should not load things onto the company network that are… belong to the previous employer, et cetera. And, to have done that in writing. If that’s happened, that puts the new employer in a potentially awkward spot, because you have an employee who not only has, has taken his former, his or her former employer’s stuff, but then has also disregarded the instructions of the new employer as well. That’s the situation where the new employer may be seriously considering terminating its relationship with the new employee.
Lee Neubecker: I’ve seen that happen, I’ve also seen situations where, the employee who departs agrees to have forensic inspections on his computer, and, signs an agreement that pretty much guarantees that if he’s caught doing something with this, that he’s going to have, face massive legal costs, and admit to wrongdoing.
Matthew Prewitt: That’s where that trust factor or credibility factor, that comes, that’s one example of where it becomes really critical. Not only is the court typically going to be inclined to the defendant departing employee’s situation, and want that employee to be able have gainful employment, many courts are also going to want to give that employee a second chance. And the second chance here is the chance to turn over the, turn over the information, and provide exactly the kind of affidavit or certification you’re referring to.
Lee Neubecker: Great well, I appreciate you being on the show and talking about this topic. It’s one that impacts most businesses, so, thanks again for being on the show.
Keys to Investigating Departed Employees using Computer Forensics
Forensically preserve the departed employee’s computer storage media before any examination of the contents occurs
Look for recently accessed files as reported by shortcuts and other system activity logs
Analyze recently deleted files to look for evidence of trade secret theft
Investigate recent connections of external storage to the computer
Build a timeline of events that led up to the departure to assist in an efficient investigation
Hire an experienced computer forensics expert – that’s us