Maryland recently became the first state to ban employers from requiring prospective employees to let them access their social media accounts. The law was passed in response to protests after the state demanded corrections officers’ social media passwords to search for gang affiliations.
Even in states where reviewing prospects’ Facebook accounts remains legal, employers may want to think twice before incorporating the practice into their hiring procedures. Employers who require access to private pages risk losing qualified applicants who have nothing to hide but object to the intrusiveness.
There are also legal risks: for instance, a discrimination plaintiff needs to show that the employer knew he was a member of a protected class. A potential employer who otherwise would not have known the job applicant’s religion or race is likely to inadvertently find out while scouring social media. An employer who retains applicants’ or employees’ login information could also be subject to a lawsuit if the information is leaked or used by someone else in the office for improper purposes. Continue reading
Courts Mull Identifying Anonymous Commenters
Two recent cases deal with the protection of website commenters’ identities, one in a traditional media context and the other dealing with pseudonymous Tweets sought by a grand jury.
In re: Indiana Newspapers Inc. involved a comment to a story titled “Junior Achievement faces questions, audit” regarding financial troubles facing a culinary school construction project. Continue reading →
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