by Christa Richer Cook, Esq.
According to some reports, 45% of employers use social networking sites such as Facebook to screen job applicants, 35% say they have rejected applicants because of online information they discovered, such as inappropriate pictures, references to substance abuse and bad-mouthing former employers.
The incentives for an employer to check social media are clear: It’s fast, free and easy. Social networking sites contain a potential treasure trove of information about an applicant’s character.
Before you plunge into cyberspace in search of information on applicants (or current employees), understand the legal implications. Employers’ efforts to access employees’ and applicants’ private social media websites have recently been subject to increased scrutiny by New York and federal legislators.
Lawmakers see danger ahead
In April, New York State Sen. Liz Krueger (D-Manhattan) introduced legislation t...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- After Google search revealed that applicant smokes and drinks, can we refuse to hire him?
- Long Island firefighters win benefits in age-bias settlement
- Don't deny ADA accommodation due to 'potential' seniority break
- EEOC bites Cobra for supervisor sexual harassment