With the rapid growth of social media, employers have had to navigate the legal landscape relating to social media in the workplace. For instance, companies should not look at the social media profiles of prospective employees. When implementing social media policies in California, employers must be aware of the legal implications. This article explores the key legal considerations and best practices for workplace social media policies in California.<\/span><\/p>\n

California Assembly Bill 1844<\/b><\/h2>\n

Assembly Bill 1844, also known as the Employer Use of Social Media. Employers cannot discharge or punish employees for refusing to provide their usernames and passwords. It is important to note that employers cannot request personal password information under any circumstances. Employers may request specific content related to an investigation in cases of harassment, misconduct, or violations of In the 2012 Assembly Bill 1844, social media includes but is not limited to, the following:<\/span><\/p>\n

\n
• Videos<\/span><\/li>\n
• Still photographs<\/span><\/li>\n
• Instant and text messages<\/span><\/li>\n
• Email<\/span><\/li>\n
• Online services or accounts<\/span><\/li>\n
• Internet website profiles or locations<\/span><\/li>\n
• Blogs<\/span><\/li>\n
• Video blogs<\/span><\/li>\n
• Podcasts<\/span><\/li>\n<\/ul>\n

  By implementing this bill, California emphasizes the importance of extending privacy rights from the workplace. It protects potential employees’ personal lives during the hiring process.<\/span><\/p>\n

  2012 California Senate Bill 1349<\/b><\/h2>\n

  The Senate Bill 1349, titled Social Media Privacy, specifically focuses on public and private post-secondary educational institutions. These institutions cannot ask or require students or prospective students to share usernames, passwords, or other social media information. It protects students from adverse actions such as suspension, expulsion, or discipline for refusing to disclose their social media accounts. Authorities can ask for a student’s username or password in cases of misconduct on social media in high school education systems.<\/span><\/p>\n

  The implications of social media laws for employers?<\/b><\/h2>\n

  Privacy settings on social media platforms play a role in determining privacy claims. If an applicant has public posts on their social media with a public view setting, employers can view and question the employee on those posts.\u00a0<\/span><\/p>\n

  California Anti-Phishing Act of 2005 prohibits companies from fraudulently disguising their identity online to solicit personal information.\u00a0<\/span><\/p>\n

  Employers need to be cautious about obtaining information from personal social media pages during the hiring process. If a company relies on such information, the applicant may argue that the company violated applicable law. Third-party companies or individuals should provide background check information unrelated to the hiring process. Employers should be aware of the terms of service agreements when using social media for background checks. Social media profiles should not be reviewed by companies when hiring new employees. Violating these agreements could lead to privacy violation claims by employees or applicants.<\/span><\/p>\n

  Final words<\/b><\/h4>\n

  Using social media for background checks can also raise concerns about potential discrimination. The law in California generally prohibits employers from using social media to hire or fire employees. These laws aim to safeguard privacy and prevent discrimination based on protected classes. Consult with professionals for support and advice.<\/span><\/p>\n

  By understanding and complying with these social media laws, employers in California can navigate the legal landscape, protect employee privacy rights, and mitigate potential liabilities.<\/span><\/p>\n

  ---

  \n

  \n

  \n

  \n

  \n

  \n

  \n

  \n

  \n

  \n

  \n

  \n

  \n

  \n

  \n

  \n

  \n

  \n

  \n

  \n

  \n

  \n

  \n

  \n

  \n

  \n

  \n

  \n

  \n

  Photo Credit: Adobe Stock\/ Akarawut<\/p>\n<\/div>\n<\/div>\n<\/article>\n<\/section>\n<\/div>\n<\/div>\n<\/article>\n<\/section>\n<\/div>\n<\/div>\n<\/article>\n<\/section>\n<\/div>\n<\/div>\n<\/article>\n<\/section>\n<\/div>\n<\/div>\n<\/article>\n<\/section>\n<\/div>\n<\/div>\n<\/article>\n<\/section>\n<\/div>\n<\/div>\n<\/article>\n<\/section>\n","protected":false},"excerpt":{"rendered":"

  With the rapid growth of social media, employers have had to navigate the legal landscape relating to social media in […]<\/p>\n","protected":false},"author":6,"featured_media":6572,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[1],"tags":[],"class_list":["post-6571","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized"],"acf":[],"yoast_head":"\n