Armed with an ever-increasing list of Internet-connected devices capable of collecting employee data, how can your company leverage advantages to employee productivity and collaboration and reduce exposure to information security and privacy pitfalls?
On May 6, 2015, New York City Mayor Bill de Blasio signed into law a bill amending the city’s Human Rights Law to prohibit employers from using an individual’s credit history to make employment decisions. The law will become effective on Sept. 3, 2015, 120 days after signing.
On April 16, 2015, the New York City Council voted overwhelmingly to amend the city’s Human Rights Law to prohibit employers from using an individual’s consumer credit history to make employment decisions. While the bill contains certain exceptions for positions requiring heightened levels of security, the proposed law will affect most employers … Continue Reading
On Feb. 4, 2015, Anthem announced a data breach involving the personal information of more than 80 million individuals resulting from what it characterized as a sophisticated, targeted cyber-attack. Group health plans may be affected because Anthem: (1) provides insured health benefits; (2) administers health benefits for a self-insured plan; or (3) … Continue Reading
Employers who investigate workers’ criminal or credit backgrounds may want to review federal guidelines released March 10.
The joint publication of the Federal Trade Commission and the Equal Employment Opportunity Commission provides detailed guidance for employers who check into the criminal or credit histories of applicants or em… Continue Reading
A new San Francisco ordinance will prohibit employers and city contractors from asking job applicants about their criminal histories until after they conduct a live interview or make a conditional offer of employment. When the ordinance takes effect in August, San Francisco will join the ranks of 10 states and more than 50 cities to restrict employers… Continue Reading
Oregon recently joined numerous states in prohibiting employers from seeking access to employees’ or prospective employees’ private social-media accounts, personal email, and other online content. Employers may not:
- Require or request that an employee or applicant allow the employer access to the individual’s personal social media account
Recent news reports about the scandal involving Speaker Hastert and the leadership of the House GOP, and former Florida Republican Rep. Mark Foley’s efforts to contact current and former House pages have reminded all of us of the durability of the Instant Message (or “IM”).
In an article (not available online to non-subscribers) in We… Continue Reading
Posted by Joseph Addiego
On May 15, 2006, the California Court of Appeal issued a noteworthy decision that reinforces the privacy rights of employees who are potential plaintiffs in class action lawsuits against their current employers.… Continue Reading
Posted by Joseph Vance
Employers may have a new weapon to use against disgruntled employees who delete data on their computers before leaving the company. In a recent Seventh Circuit Court Appeals decision, International Airport Centers, LLC v. Citrin, 440 F.3d 418 (7th Cir. 2006), the court held that the employer could maintain a claim against a former em… Continue Reading
In an attempt to battle against the neverending surge of phishing attacks, some employers have taken the unusual measure of devising and sending their own fake emails to employees.… Continue Reading
The data security plans of many organizations are largely focused on technical measures to guard against efforts by outsiders to gain unauthorized access to the organization’s networks, computers and data. Studies and news reports continue to show, however, that the greatest risks to most organizations’ sensitive data are really intern… Continue Reading