I see a lot of employment contracts which seem to be very broad with things the employee cannot do. Are the terms always interpreted in context, and only enforced when the employer can show damages?
Employees should never use a Company’s client’s name in a blog post without written permission to do so.
So if the employer works with Coca cola you can't mention "Coca cola" incidentally?
Can they say if you list your occupation on social media, then all rules that apply to communications on the job then apply:
If the employee chooses to list their work affiliation on a social network, then they should regard all communication on that network as they would in a professional network.
Does it matter that these are in a document titled "policies" which means they aren't material terms of a contract?