Attorney Keith Clouse is a nationally recognized employment law attorney. This website and all materials on it have been prepared by Clouse Dunn LLP for informational purposes only. These materials do not, and are not intended to, constitute legal advice.
Any person involved in litigation with a former employer should be extremely careful about what the person posts on a social media outlet.
March 09, 2014
(press release: cdklawyers) // Dallas, Texas, United States // Keith Clouse You may have heard that some plaintiffs have lost personal injury lawsuits because of social media use. Say a plaintiff with a back injury posts a picture of herself dancing at a wedding. Even if she danced for just two minutes or was bedridden for a week afterwards, the defendant now has evidence that her back injury wasn’t as debilitating as she claimed.
Similar problems can arise in the employment law field. For example, according to news reports, a judge recently threw out an $80,000 age discrimination settlement because the former employee breached the settlement agreement’s confidentiality clause when his daughter bragged about the settlement on a social media website. Another key issue concerns social media use by a person who is subject to a non-solicitation agreement. He could be liable for breaching his agreement if he solicits a former employer’s clients through social media profile updates and posts.
Any person involved in litigation with a former employer should be extremely careful about what the person posts on a social media outlet. And, in many cases, the person should not post anything at all. To discuss your employment situation with an employment law attorney, contact an employment lawyer in your area. This article is presented by the employment law attorneys at Clouse Dunn LLP. For inquiries, send an email to email@example.com or call (214) 239-2705.