“Hey, congratulations on making partner,” someone says to me in the gym.

I wonder how on earth they know that and then I realize they probably got an email from LinkedIn notifying them of my promotion (albeit 6 months after the fact because I didn’t rush to change the title).

As most of us in the business world know, LinkedIn provides push notifications to your connections that may include your new contact information, job title, etc.

And for those of us who handle business litigation cases, we are seeing social medial (LinkedIn included) being used as evidence in cases where companies are alleging their ex-employees have breached their contracts, non-solicitations, violated fiduciary duties of loyalty, interfered with business expectancies etc.

The Courts are even being asked to determine if a LinkedIn push notification that says CONGRATULATE FRED ON HIS NEW JOB AS SALES MANAGER OF VIRGINIA WIDGETS LLC is a solicitation of past costumers in violation of a contract.

Thankfully, a client recently shared with me a little known (maybe not to the rest of the world but it was news to me) secret that you can stop LinkedIn from making these email announcements on your behalf.

HERE IS HOW:

  • 1.  Once signed in, click on your picture in the top right to go to “Account & Settings”, then select Review under “Privacy & Settings”.
  •  2.  Under Privacy Controls click on “Turn on/off your activity broadcasts”
  •  3.  In the resulting dialog box, *uncheck* the box.  This will mean that activity updates aren’t automatically sent out.  Of course, if folks navigate to your profile, they can see what has changed.

So, in light of this great development, my standard advice to employees leaving one job for another will change.

I advise folks to get the permission of company 1 (your old employer) to update your LinkedIn profile to include your new contact information once you leave. If they agree, great. If not, and you do it, it could be alleged such amendment is a solicitation and in violation of your contract. Further, it could be alleged your LinkedIn contacts are not your property, but the confidential and protected information of your old company. So permission is always better than forgiveness.

Now, I am going to advise clients to discuss LinkedIn when they leave, AND maybe turn off the push notifications. No, you won’t be hiding your new employment (because hiding things and being less than truthful leads to litigation) simply broadcasting it to a much smaller audience and not “soliciting” folks to follow your new job.

Of course, each situation is different and when you call our office, our legal advice is tailored to your situation, contract etc. This blog is not intended to be legal advice. Just a conversation. To continue the conversation or learn how you can try to avoid getting sued, call for more information at 540-985-0098.

Lauren

 

 

 

 

Do you remember all the great light bulb jokes of the late 1990′s? You could directly insult any kind of person in just a few sentences – blondes, engineers, lawyers, doctors, etc.

The beauty of these terrible jokes was that the hyperbole was often based on some element of truth (** BUT FOR BLOND JOKES which are always baseless).*

So please, read the next few paragraphs with similar caution. I am exaggerating.

When a non-compete says Employee Fred must not:

(a) induce any current customer to end their business with company Virginia xyz for 1 year after Employee leaves the company,

  • The Engineer reads the sentence to mean: He can speak to customers, sell them competing product, so long as he doesn’t overtly induce or tell them to stop doing business with his old company;. He can tell the customer to call him and wait for the customer to ask for the product. It’s just a technicality.
  • The computer programmer reads the sentence to mean: I’m the man, and I won’t need to induce the customers because they will follow me anywhere.
  • The doctor reads the sentence to mean: Not a problem, I won’t induce anyone because I don’t care if patients follow. I will get new patients. So it doesn’t apply to me.
  • The salesman reads the sentence to mean: I can still sell the product, I just can’t tell them to stop buying from my old company. And I should go ahead and tell the client now I am leaving and plan to sell a different product in a few weeks.
  • The government contractor reads the sentence to mean: Everyone knows these clauses are unenforceable, right?
  • The accountant reads the sentence to mean: I can never open my own firm because I cannot provide services to someone without inducing that person to end business with my old firm. I am therefore an indentured servant.
  • The car guy reads that sentence to mean: So I just give the customer my cell phone number instead, and no one knows right?

Yes, I am exaggerating.

Yes, I am being overly harsh. Yes, the above list is fictional and not based on actual clients. Just stereotypes.

But I am also speaking from experience that different types of people, read contractual obligations to mean different things. My job is to make it as clear as possible, what the actual prohibition is, provide advice on how to NOT break your contract (which is not the same as how to break your contract but cover it up) and how to feed your family without inviting a lawsuit.

The good news is, I can usually tell where my client is coming from – help translate the agreement, and create a path where actions do not invite litigation. That’s my job.

So, if you are not sure what the word “induce” actually means, I am happy to help.

I am also happy to share my favorite light blub jokes.

How many William and Mary students does it take to screw in a lightbulb? What? Light bulbs? This is Colonial Williamsburg, do you mean light a candle?

 

 

** Note the author of this blog is blonde and overly sensitive to blonde jokes, thus the disclaimer.

 

This morning my precious child pranced around our kitchen in a tutu, with a fairy wand. She tried to grant our cat Earl three wishes by tapping his head with the wand. I think he wished for her to leave as the plastic star fell upon his head rather aggressively. Sadly, she didn’t quite sense his wishes involved personal space, and kept at it until he ran away.

At one point, she looked at me, twirled and asked “pretty?”

“Oh bug,” I exclaimed. “You are so beautiful inside and out. You are so strong and sweet. I love you sweet girl!” * (Clearly trying my best to get away from focusing on outward beauty but wanting to present the appropriate level of enthusiasm).

It used to be that Virginia judges, when asked to decide whether a restrictive covenant in an employment agreement was binding, reasonable and therefore enforceable, would read the agreement, catch up on Virginia law and decide as a matter of law whether the contract was on its face reasonable.

Now, a shift has occurred where most judges are requiring discovery and evidence between the parties to determine in context of this employee, this industry, this document etc., whether the covenants are reasonable. While I get that context and information is helpful, what it means practically for our clients is that we no longer have access to the courts to determine the validity of a contract without expensive and time consuming evidence gathering. Depositions, written discovery, it all takes time and money.

So what used to be a simple or straight forward process (in theory) is now prolonged, anything but straightforward, and at least 6-9 months in the making.

So how on earth does all this link to my little fairy godmother?

What if, when asked whether my daughter was pretty, I had responded “So sorry bug, I’m not sure yet. I need to examine the tutu fabric, or hold the wand for a few minutes to study its glimmer, then I’ll be able to answer your question.” Don’t you think my need for further information would elicit a tantrum, crying fit or worse, general sadness? I do.

And that response is not dissimilar to what happens when our clients are told, “so sorry, while common sense and Virginia law clearly dictate your contract is overbroad and unreasonable, we have to waste months of time and money on discovery before the judge will determine the contract is overbroad and unreasonable.”

There is very little I can do about this new trend in Virginia courts. I can advise my clients to the reality of their options and complain on my soap box about judicial economy. Very few will listen and even fewer will care.

When asked however by a darling little girl for an observation, or affirmation – I will answer immediately, and with great gusto. I may even waste one of my three wishes tomorrow on this recent legal development. Who knows, maybe it will work. I wish, I wish, I wish!

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