A powerful example of this is the release of publicly available information about Justice Scalia by Fordham law students.15 The new landscape of information accessibility and flow calls into question whether the common good requires new principles, controls, and regulation.16 Most of the debate and writing that addresses the conflict between privacy and public records has centered on the issue of court records17 and the issue of community notification laws for sex offenders, also called Megan's Laws.18 Dan Solove notes that courts can seal court records if the importance of confidentiality in a particular context outweighs the need for public access;19 a trial court can permit a plaintiff to proceed with the use of a pseudonym;20 and courts can permit anonymous juries.21 However, mo...
... public interest in disclosing federal employees' home addresses to labor unions because such discl...
Defining exactly what, if any, right to privacy employees enjoy is something the U.S. Supreme Court has been hesitant to do. Just this past June, the Court declined to rule in City of Ontario v. Quon on the level of privacy interest employees have in messages sent on employer-supplied mobile devices. Tuesday, the justices again wrangled with the issue of privacy rights in NASA v. Nelson. The case, which considers whether information obtained by a government employer in a background check can violate employees' privacy rights, was brought by several dozen contract employees working at a laboratory facility owned by the National Aeronautics and Space Administration (NASA).
The Department of Transportation's Office of the Secretary of Transportation (DOT/OST) intends to establish a DOT-wide System of Records under the Privacy Act of 1974 (5 U.S.C. 552a) to create and maintain civil rights program records which are not covered by the Government-wide System of Records Notices (SORNs) of the Office of Personnel Management [OPM/GOVT-1] and the Equal Employment Opportunity Commission [EEOC/GOV-1]. OPM/GOVT-1 covers general personnel records pertaining to Federal employees and EEOC/GOV-1 covers equal employment opportunity records pertaining to claims by Federal employees and applicants for Federal employment who allege they have been discriminated against by a Federal agency under Title VII of the Civil Rights Act of 1964, as amended; Section 15 of the Age Disc...
E-mail privacy - Includes related article about policy alternatives Settling the issue of E-mail privacy requires companies to balance rights of employees against needs such as system security and management of company resources. There is no federally established right to privacy in the workplace, and laws differ in different states. Whatever policy a company decides to adopt should be communicated to employees in advance. A helpful booklet, authored by David R. Johnson and John Podesta, is available from the Electronic Messaging Assn, based in Arlington, VA. The booklet provides guidance concerning policy alternatives. Johnson and Podesta stress that a company should have a policy with regard to protection of employees' privacy and should tell employees what the policy is. Also, a com...
...Sometimes, this means barring employees from using social media in the workplace, even if ...Erin Egan, Facebook's chief privacy officer, decried the trend in a March blog post. ..... "All employees, unionized or not, have rights under the National Labor Relations Act," Cummings ...
... civil servants and Government contract employees. Respondents are contract employees at NASA’s Je... violated respondents’ informational-privacy rights. Held:. 1 In two cases decided over 30 year...
... settling its claims against Facebook's privacy practices; review the emerging case law regarding ... posting content that violates third-party rights or content that is considered inappropriate under ...designate one or more responsible employees; . identify reasonably foreseeable material risks ...
..., prevention of theft, supervision of employees, and reducing the potential for liability. There a..., there is a difference between the rights of public versus private employees. Public employe...
..., prevention of theft, supervision of employees, and reducing the potential for liability. There a..., there is a difference between the rights of public versus private employees. Public employe...
There are a surprising number of myths surrounding employees' rights at work. Mistaking a myth for reality could prove expensive, given that compensation for employment claims can run into many thousands of pounds. Here are 10 common employment myths and the potential cost of getting it wrong. These include: 1. Employees have no rights to notice during their probationary period -- Employees who are dismissed without notice can claim pay and benefits for the notice period. 2. Employees can only claim harassment if offensive jokes are directed specifically at them -- Employees who suffer harassment at work can claim unlimited compensation. 3. Employees have no right to privacy in the workplace -- Employers who engage in unlawful monitoring could face claims of unfair dismissal (with compe...
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