What should a company consider in deciding whether to engage in electronic workplace monitoring of employees?

Companies, concerned with the abuse of workplace technologies, are increasingly considering electronic monitoring programs.  Motivating considerations include the prospect of liability for sexual harassment lawsuits arising from inappropriate emails or web site usage, concerns about employee transfers of proprietary

The Labor Board has released its long-awaited second “Facebook case.”  To nobody’s surprise, the NLRB has largely adopted the ALJ decision that the Facebook postings in question constitute protected concerted activity under Section 7.

In Hispanics United of Buffalo, an employee threatened to report several of her co-workers to management who she felt did

On October 1, 2012, Maryland’s first-in-the-nation law prohibiting employers from requiring – or even requesting – that employees provide pass codes to personal websites and devices took effect.  Colloquially, this is the “Facebook Privacy Right.”  Employers that fail to hire an applicant or discipline or discharge an employee for refusing to disclose a personal pass

MYOB about my Facebook Page!!  That is what the Maryland General Assembly said when it recently passed legislation barring employers from requiring employees or applicants to turn over passwords needed to access social media and other private websites.  Governor Martin O’Malley is expected to sign the bill, which will take effect on October 1, 2012.