Social Media and the Law

Social Media and the Law

Presented By:

Mary E. Wright General Counsel & Shareholder 415-536-3431 [email protected]

EM

PLO

YE

RS

& L

AW

YE

RS

, WO

RK

ING

TO

GE

TH

ER

FIRST CLASS SERVICE, COAST TO COAST

Agenda

What Social Networks* Do Recruiters Use?

*a very brief overview.

EM

PLO

YE

RS

& L

AW

YE

RS

, WO

RK

ING

TO

GE

TH

ER


Agenda

How Do Recruiters Use Social Networks?

EM

PLO

YE

RS

& L

AW

YE

RS

, WO

RK

ING

TO

GE

TH

ER


Agenda

What Legal Issues Do Recruiters Encounter?

EM

PLO

YE

RS

& L

AW

YE

RS

, WO

RK

ING

TO

GE

TH

ER


Agenda

What Should the Company Policy Say About Recruiting On Social Networks?

EM

PLO

YE

RS

& L

AW

YE

RS

, WO

RK

ING

TO

GE

TH

ER


What Social Networks Do Recruiters Use?

Social, Friendship, Invitation-based Networks

Professional, Career-based Networks

Personal/Affinity or Company Blogs

EM

PLO

YE

RS

& L

AW

YE

RS

, WO

RK

ING

TO

GE

TH

ER


How Do Recruiters Use Social Networks?

1.  Find Active Candidates 2.  Find Passive Candidates

3.  Promote Company to Attract Candidates 4.  Peer Regression to Source Candidates

EM

PLO

YE

RS

& L

AW

YE

RS

, WO

RK

ING

TO

GE

TH

ER



n  Privacy n  Background Checks n  Unauthorized Access n  Union Organizing Efforts n  Astroturfing & Sock Puppets n  Unusable Information

EM

PLO

YE

RS

& L

AW

YE

RS

, WO

RK

ING

TO

GE

TH

ER



n  U.S. Constitution, 4th Amendment

n Prohibits unreasonable searches and seizures

n  U.S. Constitution, 1st Amendment n Prohibits retaliation for speaking

matters of public concern n  California Constitution: Article I, § 1

n Personal, medical, financial, arrest, and employment records

Privacy

EM

PLO

YE

RS

& L

AW

YE

RS

, WO

RK

ING

TO

GE

TH

ER



n  Definition of Privacy: "the quality of being secluded from the presence or view of others”

What is secluded from view on the Internet?

If it is accessible, is it really private?

Privacy

EM

PLO

YE

RS

& L

AW

YE

RS

, WO

RK

ING

TO

GE

TH

ER



“Reasonable Expectation of Privacy”

Employer Sets Expectations in the Workplace

Individual Sets Expectations on the Internet

Privacy

EM

PLO

YE

RS

& L

AW

YE

RS

, WO

RK

ING

TO

GE

TH

ER



n  Social Networking’s Definition of Privacy: "an individual's right to determine: (a) what information they would like others to know about themselves; (b) which people are permitted know that information; and (c) the ability to determine when those people can access that information."

-- Elias Bizannes (OpenWeb Foundation, Australia)

Privacy

EM

PLO

YE

RS

& L

AW

YE

RS

, WO

RK

ING

TO

GE

TH

ER



Terms of Service (TOS) create "reasonable expectation

of privacy” on the Internet

Determine which Networks Your Company Will Use

Learn the TOS for that Network

Privacy

EM

PLO

YE

RS

& L

AW

YE

RS

, WO

RK

ING

TO

GE

TH

ER



Facebook Users can block access to personal information through onerous opt-out procedure****

Twitter Searchable by e-mail, no privacy between members for any tweet

Privacy

****Although Facebook makes a lot of noise about privacy: (a) it’s hard to understand their rules; and (b) it doesn’t apply to Apps.

So is expectation of privacy reasonable?

EM

PLO

YE

RS

& L

AW

YE

RS

, WO

RK

ING

TO

GE

TH

ER



Privacy

Google Buzz G-mail contact lists are indexed by Google

LinkedIn Fully searchable by members, access to connections

MySpace Members can search for other members but full blog may be password protected

EM

PLO

YE

RS

& L

AW

YE

RS

, WO

RK

ING

TO

GE

TH

ER



So, if information is accessible does that mean you can use it

to make an adverse hiring decision?

Not necessarily!

Privacy

EM

PLO

YE

RS

& L

AW

YE

RS

, WO

RK

ING

TO

GE

TH

ER



Background Checks n  Performed by Third Parties

l  Background Check Companies l  Recruiters

n  If it is part of a service for which employer pays – 3rd party rules

n  Performed by Employer l  In House Human Resources l  In House Recruiting Employee l  In House Counsel

Background Checks

EM

PLO

YE

RS

& L

AW

YE

RS

, WO

RK

ING

TO

GE

TH

ER



Background Checks

n  Definitions

n  Using Consumer Reports

n  Using Investigative Consumer Reports

n  California Specific Information

n  Cost of Non-Compliance

EM

PLO

YE

RS

& L

AW

YE

RS

, WO

RK

ING

TO

GE

TH

ER



Background Checks

Definitions: n  Consumer Report n  Investigative Consumer Report n  Consumer Reporting Agency n  Employer-Obtained Information n  Adverse Action n  Employment Purposes

EM

PLO

YE

RS

& L

AW

YE

RS

, WO

RK

ING

TO

GE

TH

ER


Using Consumer Reports n  Make Full Disclosure n  Obtain Authorization n  Certify Compliance to CRA n  Provide Copy to Subject n  Give Written Notice

l  Before Adverse Action l  At Adverse Action


Background Checks

EM

PLO

YE

RS

& L

AW

YE

RS

, WO

RK

ING

TO

GE

TH

ER



Background Checks

Using Investigative Consumer Reports n  All of the Above and n  Response to Request

for More Information l  Response within 5 Days l  Provide “A Summary of Your Rights Under the Fair Credit

Reporting Act” - FTC

EM

PLO

YE

RS

& L

AW

YE

RS

, WO

RK

ING

TO

GE

TH

ER



California Specific Information

Background Checks

n  Must obtain Authorization n  No case law requiring

separate authorizations n  California may or may not

permit continuing Authorization

n  Does require “check the box” form

EM

PLO

YE

RS

& L

AW

YE

RS

, WO

RK

ING

TO

GE

TH

ER



Background Checks

California Specific Information l  Restrictions on Criminal Information

n Older than 7 Years n Certain Types of Crimes

EM

PLO

YE

RS

& L

AW

YE

RS

, WO

RK

ING

TO

GE

TH

ER



n  Cost of Non-Compliance

Background Checks

n  Liability l  Negligent Failure l  Willful Failure l  Knowing

Violation l  False Pretences

Never mislead or misrepresent.

EM

PLO

YE

RS

& L

AW

YE

RS

, WO

RK

ING

TO

GE

TH

ER



Background Checks

n  Possible Limitation on Liability l  Reasonable Procedures l  Followed Every Time l  Discipline for Failure l  Maintain Records l  Train

EM

PLO

YE

RS

& L

AW

YE

RS

, WO

RK

ING

TO

GE

TH

ER



Stored Communications Act l  Prohibits unauthorized intrusions

of stored electronic information l  Provider exception with

notice to users

§  A recruiter cannot intentionally access stored electronic communications without authorization

§  Pietrylo v. Hillstone Rest. Group d/b/a Houston’s (D.N.J., No. 06-5754, jury verdict 6/16/09)

Unauthorized Access

EM

PLO

YE

RS

& L

AW

YE

RS

, WO

RK

ING

TO

GE

TH

ER



National Labor Relations Act: Protected Speech l  Affords employees the right

to engage in “concerted activity” “collective activity” n  A recruiter cannot make a hiring decision based upon

concerted protected activity. l  Konop v. Hawaiian Airlines, 302 F.3d 868 (9th Cir. 2002)

Labor Organizing Efforts

EM

PLO

YE

RS

& L

AW

YE

RS

, WO

RK

ING

TO

GE

TH

ER



Astroturfing •  Corporate sponsorship of grassroots activity •  False community action Sock Puppets •  Online identity for deception of community •  Praise, defend, support site and purpose Used on Corporate/Affinity Site

Fake Testimonials

EM

PLO

YE

RS

& L

AW

YE

RS

, WO

RK

ING

TO

GE

TH

ER



Not Private Accessible

Properly Obtained

Now can you use information from the Internet?

Not necessarily!

EM

PLO

YE

RS

& L

AW

YE

RS

, WO

RK

ING

TO

GE

TH

ER



1.  is a member of a protected class.

Your social media search uncovers the candidate:

Unusable Information

EM

PLO

YE

RS

& L

AW

YE

RS

, WO

RK

ING

TO

GE

TH

ER



1.  is a member of a protected class. 3.  has financial problems.



EM

PLO

YE

RS

& L

AW

YE

RS

, WO

RK

ING

TO

GE

TH

ER




5.  has an arrest record.



EM

PLO

YE

RS

& L

AW

YE

RS

, WO

RK

ING

TO

GE

TH

ER





6.  has filed Workers compensation claims.



EM

PLO

YE

RS

& L

AW

YE

RS

, WO

RK

ING

TO

GE

TH

ER






7.  has a medical condition or disability.



EM

PLO

YE

RS

& L

AW

YE

RS

, WO

RK

ING

TO

GE

TH

ER






7.  has a medical condition or disability.

8.  complained about her former boss.


EM

PLO

YE

RS

& L

AW

YE

RS

, WO

RK

ING

TO

GE

TH

ER


What Should the Company Policy Say About Recruiting On Social Networks? 1.  Define the job and what information is relevant to it. 2.  Identify the sites you will review to obtain relevant info . 3.  Read, understand, comply with site’s TOS. 4.  Never misrepresent yourself to gain access. 5.  Never coerce another to obtain access. 6.  Document all sites visited. 7.  Store only usable information with application. 8.  Insulate decision-maker from raw data. 9.  Base decisions only on usual information. 10. Train recruiters, publish policy, advise decision-makers.

Social Media and the Law

Presented By:

Mary E. Wright General Counsel & Shareholder 415-536-3431 [email protected]

Social Media and the Law

Business

Transcript of Social Media and the Law