Social media and employment.
Social Media is growing fast, being used by ever increasing numbers of people both privately and for business.
As traditional methods for obtaining new customers dry up - social media is often seen as the "go to tool" for ambitious employees wanting to grow their influence. Whilst this is great for an employer in the short term, it may cause problems down the track when the employee leaves.
Two recent court cases
- Bradford Pedley v IPMS Pty Ltd T/A peckvonhartel  FWC 4282
- Naiman Clarke Pty Ltd v Marianna Tuccia  NSWSC 314
highlight the pitfalls of employers allowing employees to use social media without having clear guidelines in place. In both cases the employees used contacts nurtured under one employer to gain benefit after their employment ceased, to the detriment of the former employer. See more here.
As an employer it is essential to put a social media policy in place and ensure that your employment contracts contain provisions that deal with confidentiality / client issues eg, how employees treat customer or supplier information.
RP Emery offer a range of robust employment contract templates that you can use to protect your business.