The use of social media sites, like LinkedIn, can be a helpful tool to reach a customer base. But a recent district court case out of Minnesota exemplifies the need to ensure that LinkedIn usage complies with the user's employment agreement. Specifically, in late July 2017, a Minnesota court in Mobile Mini, Inc. v. Vevea granted a preliminary injunction preventing a LinkedIn user from soliciting customers through the website in violation of non-solicitation clause in the employment agreement of her prior employer. The opinion differentiates between posting mere status updates and posting solicitations, the latter of which can trigger violations of non-solicitation clauses.
Our colleagues over at our Minding Your Business blog discuss this case, its impact and what information employees should be cognizant of when using social media sites to discuss a change of employment. Read the full blog post here.
Court finds Ex-Employee Likely Violated Non-Solicitation Provision with LinkedIn Post
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