<snip> > > When you do start free-lancing, get everything in writing upfront. > > Ouch. I don't mean to offend, but I've got to disagree with > the above very wholeheartedly. I *DO* think you need to know <snip> And I have to disagree with you. Man, I love this list. ;-) En garde! Thrust, parry! > interest. It's certainly not your employer's business if you > decide to create a blog site, etc. and while that may not be > what the intent of the above reply was, it's a fine line. It most certainly is if you live in the United States. It's all about the wonder of HR, and the letigious society we live in. It's no longer just Quid pro quo, it's about legally protecting yourself from the actions of your employees. Let's say it's Saturday night, and you and a couple of friends from work meet up at a bar for a couple of drinks and some pool. You start talking smack about some horrible boss at work who's a total ass and who nobody likes, because your drunk, and then next thing you know you're your at home in bed. Monday morning comes around and you're called into the big head-honcho boss's office. The HR manager is there. Turns out that under sexual harassment guidelines you exibited "verbal conduct of sexual or degrading nature". That's the actual language used by lawyers. You said something negative about your boss, and your friend said something to a friend of her's, who mentioned it in a hallway at work, which happened to be overheard by your boss. You never said anything sexual at all, but you did say a few strong opinion statements. You wouldn't even consider it offensive, but that *doesn't matter* in the law's eyes. You're fired, and your company ends up with a 10 million dollar lawsuit from your boss, and everybody loses. Now, imagine instead of going to a bar, you posted an opinion on your blog where you made a passing remark about how difficult it is to work at your company, or on a particular project (it's doesn't take much to make a lawsuit with Sexual Harassment)... There is no difference in the eyes of the law. When you work for a company, you assume the liability of the company's HR policies and the US's somewhat over the top laws on sexual harassment *whether or not you're on the clock* for your company. In fact, if you work for the Federal Government in the US, they have a special form that you have to fill out *just to let you do outside work* (it releases the Feds from liability for your outside efforts -- but it still has to be improved). Failure to do so puts the government at risk for lawsuits and can get you fired. It's especially bad if you happen to be of opposite sexes... So, in fact, you really should get some liability release for your company, or at least get a release from them to do the work. Most business people do NOT understand the kind of liability they take on with employees, and most employees are downright shocked to discover that what they say *outside* of work can actually get them fired and their company screwed with a massive lawsuit, even if what they say has NOTHING whatsoever to do with sexually degrading comments. NOTE: I'm now a lawyer, and this is not legal advise. It's simly my opinion. > It's also to your employer's benefit if you are further > practicing and extending your skills. I couldn't agree more. Jonathan <Snip > instance, I would certainly avoid using any company resources > at all. AT ALL.