Yes, this is obviously a risk, just like lots of employees who share their comp packages on Glassdoor are taking a risk. A few things to note: 1) We're finding a ton of really interesting pricing data that is NOT under NDA (including companies that don't use NDAs, as well as companies with seemingly transparent pricing that A/B test so often that everyone is paying something different.
Glassdoor is different, disclosing your salary is often (depending on jurisdiction and details) protected by law, and many companies don't have a NDA that purports to prohibit it in the first place.
For instance, I think it's likely that glassdoor would be federally protected in the US under section 7 of the NLRA (which protects talking about pay when it's part of a concerted effort to improve pay), and even it's it isn't it's almost certainly protected in California by section 232 of the labor code, which states:
No employer may do any of the following:
a.Require, as a condition of employment, that an employee refrain from disclosing the amount of his or her wages.
b.Require an employee to sign a waiver or other document that purports to deny the employee the right to disclose the amount of his or her wages.
c.Discharge, formally discipline, or otherwise discriminate against an employee who discloses the amount of his or her wages.
Correct. But employers have WAY more leverage to take "under the table" action against employees than vendors do, without filing a lawsuit or in any way tying the punitive action to a Glassdoor post.
Sure, but that just means with glass door you shouldn't post enough information publicly that your current employer can identify you.
With this website I'd be far more concerned about legal action, which could compel you to turn over the email and IP addresses associated with numbers that were posted in violation of NDAs.
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Founder of Capiche here!
Yes, this is obviously a risk, just like lots of employees who share their comp packages on Glassdoor are taking a risk. A few things to note: 1) We're finding a ton of really interesting pricing data that is NOT under NDA (including companies that don't use NDAs, as well as companies with seemingly transparent pricing that A/B test so often that everyone is paying something different.
Glassdoor is different, disclosing your salary is often (depending on jurisdiction and details) protected by law, and many companies don't have a NDA that purports to prohibit it in the first place.
For instance, I think it's likely that glassdoor would be federally protected in the US under section 7 of the NLRA (which protects talking about pay when it's part of a concerted effort to improve pay), and even it's it isn't it's almost certainly protected in California by section 232 of the labor code, which states:
No employer may do any of the following:
a.Require, as a condition of employment, that an employee refrain from disclosing the amount of his or her wages.
b.Require an employee to sign a waiver or other document that purports to deny the employee the right to disclose the amount of his or her wages.
c.Discharge, formally discipline, or otherwise discriminate against an employee who discloses the amount of his or her wages.
(IANAL)
Edit: Good resource with more information - https://www.dol.gov/wb/media/pay_secrecy.pdf
Correct. But employers have WAY more leverage to take "under the table" action against employees than vendors do, without filing a lawsuit or in any way tying the punitive action to a Glassdoor post.
Sure, but that just means with glass door you shouldn't post enough information publicly that your current employer can identify you.
With this website I'd be far more concerned about legal action, which could compel you to turn over the email and IP addresses associated with numbers that were posted in violation of NDAs.