These provisions, which call into question the EEOC and which the Snay family has breached, are very typical and daily in post-contract contracts. But what do you think? Is the EEOC going too far? Will employers refuse to offer severance pay and invoices when they can no longer be treated confidentially? Did Dana Snay`s actions justify a $80,000.00 reversal of happiness? Does the ubiquity of social media encourage unwise comments? When it comes to starting a business, things like licenses, contracts and confidentiality agreements are not what creative entrepreneurs dream of. On the other hand, “confidentiality” focuses on limiting communication, not on spreading the word and respecting the privacy of information. Of course, individuals have personal secrets that they want to keep confidential. Companies also have information that they try to keep away from the public for fear of losing business, poor public relations, embarrassment and/or maintaining a competitive advantage. This agreement is also useful when it hires independent contractors for your business (for example.B. graphic designer, videographer, assistant). In case it doesn`t work with the contractor, you have a legally binding contract that hides information! In general, employers do not want dirty laundry to be seen by the public. And outgoing employees are the best candidates for the laundry, especially if they were unfairly dismissed. Therefore, in order to “buy” some protection and prevent the terms of severance pay or a transaction from reaching other workers and competitors, employers generally insist on confidentiality rules. 2.
The trend towards distribution can have serious consequences. In the examples above, companies could be threatened with hefty fines for disclosing protected health information. A breach of a confidentiality agreement could jeopardize the agreement or endanger companies for legal action. Other possible consequences include bad publicity, lost business, employee morale and embarrassment. Companies can lose their competitive edge if fake news, trade secrets or messages they have not yet been able to share with the world are released. People have an innate desire to be social and to talk to someone about a secret, gossip or work problems. But employers generally ask workers to stifle the urge to say too much in the workplace through social networks and other external channels. However, over time, many employees will be likely to disclose (deliberately or unintentionally) confidential information about the company and, due to the use of social media, “confidential” information will have the ability to go “viral” in minutes. (Look at the image of Ellen DeGeneres who stopped Twitter while Ellen was working at the Academy Awards). For more than a decade, we`ve been sharing treats on social media sites like Facebook.