Don’t Let Social Media Doom Your Case Before It Gets Started

If you love social media, you’re certainly not alone. Websites that enable us to share our feelings and our lives in real time (in some instances) have become a ubiquitous, ingrained part of our culture. So just as it is easy to share how much we like ice cream and new outfits, we can vent our frustration with what is going on in our lives.

The ability to reach so many with only a few keystrokes has its benefits and its drawbacks; especially when it comes to difficulties we may experience with our employment. Essentially, what you may think as being a cathartic exercise when something goes wrong (i.e. being demoted or fired) may not be so helpful when you are seeking a legal remedy. 

This is because the old adage used in crime dramas on television may also apply when it comes to a potential lawsuit; “what you say can, and will be used against you in a court of law.” An employer determined not to be held liable will do its best to find inflammatory posts on social media and use them against you.

These types of communications are pieces of discoverable information that show when the statements were made. If they were made during working hours, (when you are supposed to be working) they could negatively affect your case. Moreover, they could provide the employer with a legitimate, non-discriminatory reason for ending your employment.

So if you have questions about how to handle social media communications in the midst of an employment dispute, an experienced attorney can help. 

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