Westlaw Journal
VOLUME 25, ISSUE 10 / DECEMBER 14, 2010
By Nichelle Levy, Esq., and Julian Wright, Esq. Robinson, Bradshaw & Hinson
Examples — and even bizarre stories — abound of employers firing employees for inappropriate social media content.
Workers are fired for offensive or harassing posts, posts that divulge confidential company or client information, posts of images of themselves in compromising situations, and posts that include negative comments about customers, superiors or their companies.
Relatively less explored are the ways in which employers may (or may not) use social media content to screen candidates during the hiring process. This article will discuss the state and federal laws, as well as recent court decisions, regarding employees’ expectations of privacy in social media that employers should consider before using information gleaned from social media sites in the hiring process.
Full Story: http://www.rbh.com/files/Publication/8743b012-b2d9-405b-b932-016108b3e675/Presentation/PublicationAttachment/020d5c06-287c-4027-bd6f-0553ac0ce74c/WLJ_Levy_JWright_DigitalDirt_Dec2010.pdf
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