What About Your Rights as an Employer to Monitor an Employee’s Social Media Accounts?
by cjleclaire
 Stephen Hans Blog
Feb 10, 2016 | 22271 views | 0 0 comments | 496 496 recommendations | email to a friend | print | permalink

While in some states employers are able to establish company policies that limit what employees can post about employers, New York’s laws protect the employee’s privacy rights.

First of all, New York State law prohibits you from asking employees for the username or password to their social media accounts. It also prohibits accessing these accounts through other electronic means, which protects employees’ privacy regarding these accounts. The New York State Privacy Protection and Internet Safety Act determines when and how online personal and private information can be destroyed and establishes responsibilities and enforcement.

(See the National Conference of State Legislatures )

In general, you can’t discipline an employee for something posted about your company on the internet unless you can prove that the post resulted in damages.

The National Labor Relations Board (NLRB) has general policies in place advising employers not to establish rules that prevent employees from discussing wages or working conditions with each other. However, if an employee is critical of the company and complaints are not in relation to group activities among employees, then the employee is probably liable. Situations vary depending on the facts involved.

If you’re concerned that an employee is posting opinions on Facebook or some other social media outlet that is damaging your company’s reputation or resulting in lost income, consult with one of our attorneys at Stephen Hans & Associates

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