You Could Be Setting Yourself Up For A Lawsuit (And Not Even Know It Yet)

The legal field is complex, convoluted and full of potential pitfalls. Sometimes seemingly innocent actions can have unintended legal consequences. There are various situations where accidental legal issues can arise, but the team at the Law Offices of Phillips, McElyea, Carpenter, & Welch, P.C. is here to discuss two common problematic areas: managing employees and posting on social media.


Managing Employees

Employees are people, too. You hire them to help your business grow, and while (ideally) that should be one of their top priorities as well, they will always have their own personal needs and values that may not align with your business's. Here are a few things to keep in mind about managing employees:
  • Consider utilizing an contract that outlines your confidentiality needs and specifies ownership rights of the materials developed while under your employ.
  • It is important to fully explain to your employees what sort of monitoring their online activity will subject to. If you have strict rules regarding the use of social media or personal emails while at the office, clearly communicate these rules and enforcement methods.
  • Hiring an illegal immigrant can have negative consequences. The I-9 tax form will help you confirm each prospective employee's work authorization status before hiring.
These three points are just a brief overview of the types of legal pitfalls that can await even experienced employers. To protect yourself, we recommend hiring a business attorney at the Lake of the Ozarks to help you ensure that you take the proper precautionary measures.

Posting On Social Media

Social media has become a pervasive part of our daily lives. We post daily updates to Facebook, Twitter, or our other social media platforms of choice with very little thought of the potential legal consequences that may result. Here are a few guidelines that can help you protect yourself.
  • Don't make discriminating or defaming posts. Committing libel or slander can result in severe consequences on both your employee and your business.
  • Don't post about company policies. An employer should make it a point to carefully explain which information needs to be kept confidential, but employees are always be better off playing it safe and not discussing work related matters on social media.
  • Don't post photos you find in Google. This is especially pertinent for internet marketers who may want to use other images they find online to help promote products or services. Using these images may violate copyright laws, however, and can result in nasty legal disputes.
Keep in mind that your social media posts as well as your personal messages can be used as evidence. Keep in mind, every post and/or message you send could be publicly displayed to everyone you know - employers, employees, family, friends, etc.  As long as your posts are not offensive or otherwise problematic if displayed to your various circles, they are less likely to result in negative consequences.

Our Camden County Attorneys Are Always Here For You!

As the old saying goes, an ounce of prevention is worth a pound of cure. Whether you're managing employees, posting on social media, or acting in any other work related matter, we strongly encourage you to consult with your trusted local attorneys at the Lake of the Ozarks if you are concerned of the potential consequences. By talking with your attorney ahead of time, you will be able to avoid expensive lawsuits and extended legal hassles down the road. 
Law Offices of Phillips, McElyea, Carpenter, & Welch, P.C.
The choice of a lawyer is an important decision and should not be based solely on advertising. When you need a knowledgeable attorney, we invite you to contact us to set up a consultation. Evening and weekend appointments are available. We have access to interpreters.

We accept Visa, MasterCard, and Discover.


85 Court Circle N.W., P.O. Box 559
Camdenton, MO 65020   GET A MAP
(573) 346-7231 - Telephone
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Location: Camdenton, MO 65020, USA

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