A look at the aggressive media violation of privacy and its consequences

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A look at the aggressive media violation of privacy and its consequences

Now I have to weigh the utility of a fatty paycheck against the daily commute to San Jose and hating the work. A Cisco employee discovered the tweet, the offer was rescinded, and a firestorm of publicity ensued. These days, however, status firings have become downright common. However, despite the increasing number of dismissals related to social media, most have remained internal matters between employers and their staff.

That is, until now. This is obviously scary territory for employers. On one hand, you have the fear of disgruntled employees doing some serious company brand damage online. On the other, you have the risk of being sued for violating the National Labor Relations Act.

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Here is what they had to say: Are social media posts considered "free speech"? Private employers don't have First Amendment concerns in that there is no constitutional duty from them to allow or tolerate "free speech," but they do have to consider the National Labor Relations Act and various state laws that prohibit employers from disciplining employees for off-duty conduct.

While many of the off-duty conduct laws were drafted to address an employee's use of tobacco off the worksite, many of them are written broadly enough to encompass use of social media, blogging, or other online activities. In addition, the NLRA protects an employee's right to engage in "concerted activities" regarding the terms and conditions of employment.

Employers should consider participating in appropriate social media venues and should put in place a social media policy to supplement an internet use policy.

A few examples of specific issues which should be addressed include: This will vary from state to state, as more states are passing all-encompassing "off duty conduct" laws that prohibit, at least potentially, an employer's ability to discipline an employee for online actions.

That does not mean employers are without any mechanism for regulating an employee's online activity. First, an employer has the right to discipline employees for their online behavior during working hours; an employee is at work to do work, not to send Twitter updates, post on Facebook or maintain a blog.

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The one caveat to this rule is that employers must be consistent in enforcing this social media policy; an employer cannot discipline employees when they make negative comments about the company, but ignore other non-work related activity while an employee is on the clock.

Second, an employer can, and must, intervene when an employee's online actions are placing the employer at legal risk -- such as betraying confidential information, or violating the Federal Trade Commission's rules on endorsements of the company's products, or threatening or harassing a co-worker.

Third, employers can act when an employee has crossed a line and acted disloyally. Complaining about your boss or your pay isn't disloyal; telling people that the hospital where you work is unsafe would be disloyal - though if there are real safety concerns raised, the employer needs to address them.

Can an employer legally examine a candidate's social media presence as part of the recruitment process? In addition to including numerous pictures -- which will reveal a candidate's age, sex and race -- social media sites allow and encourage individuals to proclaim their religious and political beliefs.

Once an employer reviews the website, it will be charged with knowledge of all this information that should not be included in the hiring process.

A look at the aggressive media violation of privacy and its consequences

My general advice to employers is not to review a candidate's social media presence before selecting the individuals to interview, so that the interview selection is devoid of or blind to any improper information.

No matter what, any employer that plans to review any candidate's social media should obtain the candidate's written consent to conduct searches of all internet and social media websites, preferably as part of the release in the employer's application. How should an employer prevent a legal situation around social media policy from occurring in the first place?

Educate and communicate policy and expectations to staff using several different methods and venues. It seems when it comes to social media, the best defense is still a good offense.

So the bottom line here is to use this advice as a starting point to understand how you should and should not be using social media as an employer.As this study suggests, early exposure to TV violence places both male and female children at risk for the development of aggressive and violent behavior in adulthood.

The ACT program addresses the impact of media violence on the development of young children, and teaches parents strategies for reducing their children’s exposure to media violence. Microsoft does not deny that it does audits.

But a spokesperson tells Business Insider that the company has gotten less aggressive about it since Nadella took over, not more. It looks like you've lost connection to our server. Please check your internet connection or reload this page. The consequences of violence against women are far broader than the impact on the women victims.

Their families and friends may be affected. In the case of intimate partner violence, there is increasing evidence of the negative impact on children of exposure to violence in the family.

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A look at the aggressive media violation of privacy and its consequences

The county said it was not aware that its handling of privacy breaches varied from the state health department’s other offices, or that the state was concerned by this.

The Consequences for Violating Patient Privacy in… — ProPublica