It all started with a retweet. A recent story regarding the “deactivation” and subsequent reinstatement of an Uber driver in Albuquerque is a useful reminder for employers that, given the widespread use by employees of social media, employment decisions should not only be well thought out, but also should take into account potential negative publicity.
Another interesting case filed in California recently highlights the myriad risks employers face when using social media as part of their hiring process. A class action lawsuit was filed in the Central District of California against LinkedIn based on allegations that the reference reports LinkedIn generates for premium subscribers, including many employers, violate the Fair
A court in the Central District of California recently confronted the interesting issue of whether an employee’s LinkedIn contacts can be considered an employer’s trade secrets, such that the employee could be liable for misappropriation by retaining and using the LinkedIn account after leaving his employment. In Cellular Accessories for Less, Inc. v. Trinitas LLC,
A recent case from the District of Southern Florida highlights the importance of clearly defined guidelines for workers or employees managing the employers’ social media accounts. Mattocks v. Black Entm’t Tv LLC, concerned a dispute between Black Entertainment Television LLC (“BET”) and Mattocks, whom it had hired to manage a Facebook Fan Page for one