![]() Third, like the above, users should consider the definition of “negative information” to be very broad. Negativity is often equated with unprofessionalism. Second, a LinkedIn profile is a very public representation of the professionalism of the user. This seems obvious, right? First, your employer likely has policies regarding harassment, bullying, non-disparagement and the like. Simply, you do not want to give others any reason to doubt your ability to be trusted with confidential information. Otherwise, if things are not resolved amicably, your employer is on firm legal footing to discipline and even terminate your employment for revealing such information.Īnd, another item to consider is that any potential prospective employers (and clients and customers) may also be turned off by seeing specific/sensitive information on your profile. Thus, before posting anything that involves specific data or confidential information on your profile or status updates, employees should check with a manager or Human Resources. An employer, however may prohibit that information from going public. So, for example, a LinkedIn user may want to put “increased revenue from $650k to $5million in 2 years” on his/her profile. Instead, confidential and/or proprietary information can consist of other less sensitive details that an employer does not want getting out into the public. One misconception is that “confidential” and/or “proprietary information” only consists of highly sensitive information, like a highly secured secret formula, or computer code, or recipe. Depending on how sensitive the information is, employers can, and have, discharged employees for publishing this type of information on their LinkedIn profiles. Reveal Confidential/Proprietary InformationĪll too often, LinkedIn users reveal information that their current (or former) employer likely considers to be confidential or proprietary. ![]() Below are a three easy things you can do on LinkedIn to get disciplined by your employer, and turn-off any prospective employers. If your company does not yet have a social media policy, and does not require you to use LinkedIn, you can still run afoul of employer expectations and face disciplinary action, or worse (legal action). ![]() And, there may be other legal issues should the employment relationship sour, including ownership of LinkedIn contacts and accounts. Failure to follow such employer-set guidelines could lead to discipline, including termination. Those guidelines should explain what the employer considers to be proper LinkedIn use and participation, and should also identify types of activity that are prohibited. If you are an active user of LinkedIn because your employer requires, or highly recommends it, your employer has likely (hopefully) provided you with guidelines of how best to use LinkedIn and social media in accordance with your employer’s expectations. Are you worried about somehow getting fired for LinkedIn activities?ĭo you have a LinkedIn profile? If so, do you update it regularly? Do you participate in LinkedIn Group discussions and publish posts on LinkedIn? Do you perform these activities because YOU want to, or because your employer wants you to? ![]()
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