Social Media and Employment Contracts [Lexis Practice Advisor®]

Posted on 08-14-2015 by
Tags: social media , Labor & Employment Law , Trending News & Topics , Employment Law

The popularity of social media has magnified the risks that employees and former employees will disseminate confidential information, damage an employer’s brand, and solicit an employer’s customers and current employees. Careful drafting of settlement, separation and restrictive covenant agreements can mitigate these and other perils.

For attorneys who specialize want to learn more about social media and employment contracts, the following transactional documents may be helpful. These documents are available to you from Carrie Wright, who is the head of Lexis Practice Advisor® Labor & Employment.


Settlement and Separation Agreement Clauses Addressing Social Media

  • Ø  How do you effectively deal with social media in the relevant portions of a settlement or separation agreement? Especially when litigants sometimes succumb to the urge to share personal details with others in their social networks or individuals who reach a favorable settlement feel an urge to boast to others about the outcome. If your goal is to carefully draft a settlement or separation agreement’s confidentiality or non-disparagement provision and tailor it to the circumstances of each dispute, take a look at the Lexis Practice Advisor Settlement and Separation Agreement Clauses Addressing Social Media (Sample_Form).


Restrictive Covenant Clauses Addressing Social Media

  • Social media sites such as Facebook, LinkedIn, Twitter, and numerous others, tempt users to “over share” personal information. These bits of information could eventually reach the eyes of both competitors and customers, as well as the public at large, resulting in potentially negative consequences for both employers and employees. This form offers an example of how to effectively deal with social media in the relevant portions of a non-competition agreements and non-solicitation agreements. It also contains a clause requiring the employee to return social media information.


A bit about the Lexis Practice Advisor® author Carrie Wright

Carrie brings nearly 15 years of legal experience to LexisNexis®, including experience at Epstein Becker & Green, P.C., Paul, Weiss, Rifkind, Wharton & Garrison LLP and Rabinowitz, Boudin, Standard, Krinsky & Lieberman, P.C

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