Do you voluntarily use LinkedIn to help your employer promote business, services and/or products? Does your company request, or require employees to use LinkedIn to further develop client/customer/vendor relationships?
What happens if/when the employment relationship ends on a sour note? Will there be a battle between employer and employee regarding the ownership of the LinkedIn contacts, and perhaps the account(s) used?
In my November 2014 post titled “Employer vs. Employee: Ownership of LinkedIn Contacts” I explored these questions and others that employers and employees may face when the employment relationship ends and ownership of LinkedIn information becomes disputed. While courts have yet to publish many decisions on this issue, I focused on a federal court case (Eagle v. Morgan) that provides some guidance to employers.
I also added four tips for employers to prevent such disputes from arising and to help employers maintain control and ownership of LinkedIn information former employees have used/developed on their employer’s behalf.