{"id":426,"date":"2010-03-01T08:00:52","date_gmt":"2010-03-01T08:00:52","guid":{"rendered":"https:\/\/www.californialaborlaw.info\/?p=426"},"modified":"2010-03-01T08:00:52","modified_gmt":"2010-03-01T08:00:52","slug":"right-privacy-work","status":"publish","type":"post","link":"https:\/\/www.california-labor-law-attorney.com\/right-privacy-work\/","title":{"rendered":"Do you have a right to privacy at work?"},"content":{"rendered":"<p style=\"background: white; margin: 7.5pt 0in; text-align: center; line-height: 10.5pt;\" align=\"center\"><b><span style=\"background: white; color: #333333; font-family: 'Trebuchet MS','sans-serif'; font-size: 8.5pt;\">SUPREME COURT TO EXAMINE EMPLOYEES&#8217; RIGHT TO PRIVATE ELECTRONIC COMMUNICATIONS<\/span><\/b><\/p>\n<p align=\"center\"><img fetchpriority=\"high\" decoding=\"async\" class=\"aligncenter wp-image-3489\" title=\"Photo Credit: Shutterstock\/g-stockstudio\" src=\"https:\/\/www.californialaborlaw.info\/wp-content\/uploads\/2018\/02\/g-stockstudio.jpg\" alt=\"Professional men shaking hands at a table with lady sitting next to them \" width=\"500\" height=\"334\" srcset=\"https:\/\/www.california-labor-law-attorney.com\/wp-content\/uploads\/2018\/02\/g-stockstudio.jpg 7360w, https:\/\/www.california-labor-law-attorney.com\/wp-content\/uploads\/2018\/02\/g-stockstudio-300x200.jpg 300w, https:\/\/www.california-labor-law-attorney.com\/wp-content\/uploads\/2018\/02\/g-stockstudio-768x513.jpg 768w, https:\/\/www.california-labor-law-attorney.com\/wp-content\/uploads\/2018\/02\/g-stockstudio-1024x683.jpg 1024w\" sizes=\"(max-width: 500px) 100vw, 500px\" \/><\/p>\n<p style=\"background: white; margin: 7.5pt 0in; line-height: 10.5pt;\"><span style=\"color: #333333; font-family: 'Trebuchet MS','sans-serif'; font-size: 8.5pt;\">&nbsp;<\/span><\/p>\n<p style=\"background: white; margin: 7.5pt 0in; line-height: 10.5pt;\"><span style=\"color: #333333; font-family: 'Trebuchet MS','sans-serif'; font-size: 8.5pt;\">Traditionally, employers have been allowed to play the role of private investigator when it comes to monitoring employees\u2019 electronic communications over company provided devices. The rational is that the employer owns the equipment and, therefore, should be allowed to review its contents. Review of employee emails and text messages allows the employer to monitor efficiency, business disclosures, and proper use of company equipment. According to a&nbsp;<\/span><a href=\"http:\/\/www.amanet.org\/press\/amanews\/ems05.htm\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"color: #3f658c; font-family: 'Trebuchet MS','sans-serif'; font-size: 8.5pt;\">2005 survey conducted by the American Management Association<\/span><\/a><span style=\"color: #333333; font-family: 'Trebuchet MS','sans-serif'; font-size: 8.5pt;\">, over half of employers review and retain employee emails and 84% have company email policies.&nbsp; These statistics reflect the fact that employee monitoring is generally accepted and only minimally regulated.<\/span><\/p>\n<p style=\"background: white; margin: 7.5pt 0in; line-height: 10.5pt;\"><span style=\"color: #333333; font-family: 'Trebuchet MS','sans-serif'; font-size: 8.5pt;\">The right to personal privacy is generally considered a liberty protected against government interference by the Constitution\u2019s due process clause. The federal Electronic Communication Privacy Act of 1986 was designed to specifically protect personal electronic communications from interception by government entities without a warrant. Protection of electronic communications from interception by non-government entities is left to the states. Thus, the best protection of an employee\u2019s right to privacy is found in tort law. California is the only state that recognizes a state Constitutional right to privacy.&nbsp;<\/span><a href=\"http:\/\/www.lectlaw.com\/files\/emp41.htm\" target=\"_blank\" rel=\"noopener noreferrer\"><span style=\"color: #3f658c; font-family: 'Trebuchet MS','sans-serif'; font-size: 8.5pt;\">Invasion of privacy occurs when one intentionally intrudes upon the private activities<\/span><\/a><span style=\"color: #333333; font-family: 'Trebuchet MS','sans-serif'; font-size: 8.5pt;\">&nbsp;<\/span><span style=\"color: #333333; font-family: 'Trebuchet MS','sans-serif'; font-size: 8.5pt;\">of another, and the invasion would be highly offensive to a reasonable person. Additionally, there must be a reasonable expectation of privacy.&nbsp;<\/span><\/p>\n<p style=\"background: white; margin: 7.5pt 0in; line-height: 10.5pt;\"><span style=\"color: #333333; font-family: 'Trebuchet MS','sans-serif'; font-size: 8.5pt;\">As technology has advanced, the number of lawsuits involving the wrongful interception of employees\u2019 personal electronic communications has increased. In these cases, the courts will weigh the employee\u2019s reasonable expectation of privacy against the employer\u2019s legitimate business interests. In the past, courts almost always ruled in favor of the employer, but recent decisions have begun to shift this trend.<\/span><\/p>\n<p style=\"background: white; margin: 7.5pt 0in; line-height: 10.5pt;\"><span style=\"color: #333333; font-family: 'Trebuchet MS','sans-serif'; font-size: 8.5pt;\">In the case of Stengart v. Loving Care Agency, Inc., et al, No. A-3506-08T1 (S.C.N.J. June 26, 2009), the employer intercepted an email from an employee to her attorney via a personal, password-protected Yahoo account. The Court rejected the notion that the employer could intercept private communications simply because it owned the computer used to make such communications. It stated that <\/span><a href=\"http:\/\/www.articledashboard.com\/Article\/Employees-May-Have-Privacy-Rights-in-their-Personal-Emails-Sent-on-Company-Computers\/1249546\"><span style=\"color: #3f658c; font-family: 'Trebuchet MS','sans-serif'; font-size: 8.5pt;\">\u201cproperty rights are no less offended when an employer examines documents stored in a computer as when an employer rifles through a folder containing an employee\u2019s private papers.<\/span><\/a><span style=\"color: #333333; font-family: 'Trebuchet MS','sans-serif'; font-size: 8.5pt;\">\u201d&nbsp; The Court further noted that the principles underlying the attorney-client privilege outweighed the employer\u2019s interest in imposing a unilateral regulation.<\/span><\/p>\n<p style=\"background: white; margin: 7.5pt 0in; line-height: 10.5pt;\"><span style=\"color: #333333; font-family: 'Trebuchet MS','sans-serif'; font-size: 8.5pt;\">Following in the footsteps of Stengart, Convertino v. US Department of Justice, No. 2004-CV-0236 (RCL) (D.D.C. Dec. 10, 2009) held that the Department of Justice (DOJ) could not intercept emails sent by an employee to his personal attorney because it violated the attorney-client privilege. The Court, citing In re Asia Global Crossing, Ltd., 322 B.R. 247, 258 (S.D.N.Y. 2005), stated that \u201c<\/span><a href=\"http:\/\/www.fedsmith.com\/article\/2240\/courts-open-window-expand-employees-rights-privacy.html\"><span style=\"color: #3f658c; font-family: 'Trebuchet MS','sans-serif'; font-size: 8.5pt;\">the question of privilege comes down to whether the intent to communicate in confidence was objectively reasonable.\u201d&nbsp;<\/span><\/a><span style=\"color: #333333; font-family: 'Trebuchet MS','sans-serif'; font-size: 8.5pt;\">The employee in Convertino had a reasonable expectation of privacy because the DOJ policy did not ban personal use of email and employees were unaware that the DOJ regularly accessed and saved personal emails.<\/span><\/p>\n<p>In the recent case of City of Ontario v. Quon, the 9th Circuit Court of Appeals considered an employee&#8217;s right to privacy when sending text messages. In this case, a police officer complained when the department intercepted text messages sent on a government-provided device. The official policy of the department contained no guarantee of employee privacy to text messages,&nbsp; however, the informal policy indicated that text messages would not be reviewed as long as employees paid for charges over the government allowance.&nbsp;<a href=\"http:\/\/news.yahoo.com\/s\/ap\/20091214\/ap_on_bi_ge\/us_supreme_court_electronic_privacy\"><span style=\"color: #3f658c; font-family: 'Trebuchet MS','sans-serif'; font-size: 8.5pt;\">The Court ruled that the informal policy gave the police officer a \u201creasonable expectation of privacy\u201d and the department violated the officer\u2019s fourth amendment rights<\/span><\/a><span style=\"color: #333333; font-family: 'Trebuchet MS','sans-serif'; font-size: 8.5pt;\">.&nbsp;Unlike email that is paid for and stored on company equipment, the&nbsp;<\/span><a href=\"http:\/\/www.privacyrights.org\/fs\/fs7-work.htm\"><span style=\"color: #3f658c; font-family: 'Trebuchet MS','sans-serif'; font-size: 8.5pt;\">text messages were paid for by the employee and stored by the telephone company; therefore, the employee had a right to privacy.&nbsp;<\/span><\/a><span style=\"color: #333333; font-family: 'Trebuchet MS','sans-serif'; font-size: 8.5pt;\">&nbsp;<\/span><span style=\"color: #333333; font-family: 'Trebuchet MS','sans-serif'; font-size: 8.5pt;\">On December 14, 2009, the US Supreme Court agreed to hear the case on appeal. The decision will have a great impact on employees\u2019 privacy rights regarding electronic communications.<\/span><\/p>\n<p style=\"background: white; margin: 7.5pt 0in; line-height: 10.5pt;\"><span style=\"color: #333333; font-family: 'Trebuchet MS','sans-serif'; font-size: 8.5pt;\">Until employee privacy rights become more defined, employees should exercise a high level of discretion when using electronic equipment provided by their employers.<\/span><\/p>\n<p style=\"background: white; margin: 7.5pt 0in; line-height: 10.5pt;\"><strong><span style=\"text-decoration: underline;\"><span style=\"color: #333333; font-family: 'Trebuchet MS','sans-serif'; font-size: 8.5pt;\">Strategy:<\/span><\/span><\/strong><\/p>\n<p style=\"background: white; margin: 7.5pt 0in 7.5pt 30pt; line-height: 10.5pt;\"><span style=\"color: #333333; font-family: 'Trebuchet MS','sans-serif'; font-size: 8.5pt;\">1. Obtain a copy of your employer\u2019s electronic communications policy. Generally, company policies are legally binding and must be adhered to by employees.<\/span><\/p>\n<p style=\"background: white; margin: 7.5pt 0in 7.5pt 30pt; line-height: 10.5pt;\"><span style=\"color: #333333; font-family: 'Trebuchet MS','sans-serif'; font-size: 8.5pt;\">2. Do not assume a right to privacy while at work. To the extent possible, use company equipment for work purposes only.<\/span><\/p>\n<p style=\"background: white; margin: 7.5pt 0in 7.5pt 30pt; line-height: 10.5pt;\"><span style=\"color: #333333; font-family: 'Trebuchet MS','sans-serif'; font-size: 8.5pt;\">3. If you have discovered that your personal emails, text messages, or other private communications have been reviewed or retained by your employer, contact an experienced&nbsp;<a title=\"Contact Us\" href=\"https:\/\/www.californialaborlaw.info\/contact\/\">San Francisco<\/a><\/span><a title=\"Contact Us\" href=\"https:\/\/www.californialaborlaw.info\/contact\/\"><span style=\"color: #3f658c; font-family: 'Trebuchet MS','sans-serif'; font-size: 8.5pt;\">&nbsp;law attorney<\/span><\/a><span style=\"color: #333333; font-family: 'Trebuchet MS','sans-serif'; font-size: 8.5pt;\">&nbsp;<\/span><span style=\"color: #333333; font-family: 'Trebuchet MS','sans-serif'; font-size: 8.5pt;\">to discuss your rights.<\/span><\/p>\n<hr>\n<p>Photo Credit: Shutterstock\/g-stockstudio<\/p>\n","protected":false},"excerpt":{"rendered":"<p>SUPREME COURT TO EXAMINE EMPLOYEES&#8217; RIGHT TO PRIVATE ELECTRONIC COMMUNICATIONS &nbsp; Traditionally, employers have been allowed to play the role [&hellip;]<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[825],"tags":[],"class_list":["post-426","post","type-post","status-publish","format-standard","hentry","category-privacy-protections"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v22.7 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Do California employees have a right to privacy at work?<\/title>\n<meta name=\"description\" content=\"If you use a phone or computer provided by your boss don&#039;t assume you have a right to privacy on it. 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