• Confidentiality and Non-Disclosure Provisions
  • January 24, 2018
  • The wave of sexual harassment accusations has left no stone unturned. From famous actors to television hosts, it seems that each new account is more shocking than the last. Because of this, many corporations are coming under fire due to the adverse publicity. Many in corporate America may now see this as evidence that non-disclosure agreements (NDAs), or confidentiality and non-disparagement provisions in settlement agreements, should be contractual requirements for management to protect corporate and executive reputations.

    Recently, non-disclosure and confidentiality provisions in settlement agreements have come under fire. Employers who rely on confidentiality policies may later learn that the policy or agreement is unenforceable. NDAs are meant to help protect those who are accused of harassment, as well as companies that settle claims. Even so, confidentiality clauses can help victims who do not want it known to the public that they were sexually harassed, and the victims involved may not see any financial recovery without them. There are many conflicting possibilities for potential employees when NDAs and other employment agreements are issued. It is always wise to seek counsel when you are faced with any type of employment agreement that is questionable.

    If you have questions regarding the use of confidentiality and non-disclosure provisions in employment agreements, or if you need representation, please contact the Philadelphia employment lawyers at Sidney L. Gold & Associates, P.C. at 215-569-1999, or contact us online for a free consultation. We promise powerful advocacy for your unique case. Our office is centrally located in Philadelphia, Pennsylvania.