Carrier alleges longtime manager sent hundreds of confidential files to himself after receiving termination notice
A longtime Carrier Corporation manager is accused of taking hundreds of confidential company files as he walked out the door, putting HR’s offboarding protocols in the spotlight.
On October 14, 2025, Carrier Corporation filed a lawsuit in the Western District of Texas against Humberto Avila, a former employee who spent more than two decades with the company. According to the complaint, Avila allegedly sent over 300 emails from his work account to his personal Hotmail address in the days following his termination notice, attaching documents containing confidential business information. Carrier claims Avila then deleted those emails from both his sent and deleted folders, raising concerns about the security of proprietary data during employee exits.
The company states that the files in question included product development plans and timeframes, supplier strategies, analyses of facility capacity and labor needs, and other commercially sensitive information. Carrier describes these documents as trade secrets—information that could provide competitors with insight into its operations if disclosed. The complaint also notes that Avila had access to financial data, pricing, margins, business plans, and other confidential materials due to his role as Senior Program Manager, Advanced Manufacturing Engineering.
Carrier’s HR and compliance teams had implemented several safeguards, including policies on the use of confidential information, employee training, employment and severance agreements, and password-protected databases. Avila, according to the complaint, had signed both an Intellectual Property Agreement and a severance agreement, each requiring him to return all company materials and maintain confidentiality. He also signed a Statement of Compliance, certifying that he had surrendered all company information—an assertion Carrier now alleges was false.
Carrier is seeking damages and a court order to prevent Avila from using or disclosing any of the information he allegedly took. The company argues that the risk of harm is significant, warning that the loss of trade secrets could impair its ability to compete, retain customers, and maintain the confidentiality of its business information.
For HR professionals, this case highlights the importance of thorough exit procedures and monitoring how departing employees handle sensitive information. Carrier’s experience demonstrates that even with established policies and agreements, the risk of data theft persists—and the consequences can be substantial.
At this stage, the case is in its early stages, and all allegations remain unproven. But the story serves as a reminder: when it comes to protecting company information, HR’s responsibilities extend beyond the employee’s last day.
