Here's one for you:
Employers are being advised to specify (in non-solicitation agreements) that communications made through an online social networking website such as LinkedIn, Facebook, etc. constitute a violation of the employment contract.
Wait, there’s more.
They’re also being advised to include a social media paragraph in non-competes that specifically addresses the use of computers and social media. The paragraph should state, among many other things limiting social media involvement, the following:
The employee is not permitted to have a webpage or website on the Internet for business purposes through a provider without prior written approval from the employer. This includes social networking sites like Linked-In for business purposes. The employee should agree that mentioning his or her affiliation or employment with the employer on these types of sites without prior written approval of the content by the employer is not permitted. If the employee is permitted to connect with clients via LinkedIn, they should be required to set their settings so that other users cannot see their contacts.
Read all the limitations here
What does this mean for the sourcing industry going forward?
Is this advice, as one alarmed commenter stated, "draconian and ultimately untenable”?
Or is the legal ice thinning for using social media for recruiting?