When it comes to employment and social media:
I. Every U.S. law dealing with employee privacy grants significant deference to an employer's legitimate business interest.
II. U.S employers may legally canvass social media sites for information on employees and potential employees and act upon the information found.
III. When an employer finds and uses social media information to reprimand or fire an employee, the employer is obligated to disclose the method of gaining that information to the employee.
IV. Statutes that specially govern the intersection of social media and workplace privacy were enacted in 2013.
A) I and II only
B) I, II and III only.
C) I, II and IV only
D) I, II, III and IV

Question

Quizplus · Accepted Answer

Option I is true because U.S. laws grant significant deference to employers' legitimate business interests when dealing with employee privacy concerns. Option II is also true. Employers may search social media profiles of employees and job candidates in the United States. Option III is false – Employers are not obligated to disclose the method of gaining information from social media if they use that information to reprimand or terminate an employee. Option IV is incorrect because there are no federal statutes specifically governing the intersection between social media and workplace privacy.

When It Comes to Employment and Social Media