Patient record Client file If you want to send a private e-mail, it is best to use non-work e-mail accounts such as Yahoo! However, these e-mail accounts can sometimes be monitored as well.
Patient record Client file If you want to send a private e-mail, it is best to use non-work e-mail accounts such as Yahoo!
However, these e-mail accounts can sometimes be monitored as well. In one case, an employer searched through an employee's personal e-mails accounts on a company computer, gaining access to the accounts due to the storage of the employee's user names and passwords on the computer.
Although the employee won the case, employees should be aware of the potential that any saved user names and passwords on a company computer may be subject to monitoring by the employer.
It is best not to discuss non-work related or private issues at all while using your office computer, if you are concerned that your employer may be monitoring your computer activities or your employer's policies permit computer and Internet monitoring.
Can my employer legally fire me for information that my employer has read in an e-mail? Outgoing e-mail, or e-mail going from one co-worker to another, can be used as the basis for firing employees. Be careful about saying negative things about your bosses, coworkers, or the company for which you work in e-mails, especially when using your work address to send this information outside the company.
Also, be very careful to check your address line before sending your e-mail, as workers have been very embarrassed - if not out of a job - when copying Should access of social networking sites private e-mail intended for only one or a few individuals to the company intranet, large distribution list, or listserv.
You may have some protection if you are communicating with your coworkers about work conditions, under laws that protect an employee's ability to engage in " concerted activity.
Consult an labor and employment lawyer in your area to determine whether your rights have been violated. Can my employer legally fire me for my Internet use at work? They also worry about the loss of productivity caused by Internet surfing during work hours, and have fired employees for using the Internet for non-work related activities such as online shopping or sports sites.
As it is possible -- and even probable in many workplaces -- that your online activity is being monitored, be sure you know what your employer's monitoring policy is before engaging in activity during work time that is not work-related. You should not visit any websites that you would not want your employer to see or that your co-workers might find offensive.
While most employers do not mind if your personal internet use is occasional and doesn't interfere with your work, some employers do mind, and expect you to confine your personal Internet usage to non-work hours.
Can my employer legally fire me for the content that I post on my personal website, blog, social networking, or social media website? Generally, an employer can fire you for having a personal website or blog that it deems inappropriate, with very limited exceptions.
Even if you have a non-work related website that you don't access from your office, employers can fire you if they feel the content on your personal site or blog is offensive to them or to potential clients, or reflects badly on the company.
For more information about how to blog without risking termination, see our site's page on off-duty conduct. CaliforniaColoradoConnecticutIllinoisMinnesotaNevadaNew YorkNorth Dakotaand Tennessee all have laws that prohibit employers from firing an employee for engaging in lawful conduct, or for using lawful products ex: However, courts in these states will weigh the employee protections against an employer's business interests, and typically rule that those interests outweigh employee privacy concerns and permit the employer to be exempt from the law.
Some laws provide explicit exemptions for employers: Some state laws regarding personnel records may protect an employee's off-duty Internet activities. For example, in Michigan and Illinois employers cannot gather or keep information of an employee's communications or non-employment activities, without the employee consent.
However, exceptions exist in both states that allow employers to keep records of an employee's criminal activity, activity on the employer's property, or activity on the employer's time which may cause damage to the employer's business. Outside of these exceptions, employers may be liable for violating these laws or retaliating against an employee on the basis of improperly gathered information.
Although an employer might be able to legally fire you for your content on social networking and social media websites, the National Labor Relations Board NLRB has stated that, under Section 7 of the National Labor Relations Act NLRAworkers' social networking and social media usage can be protected if it is "concerted activity" for the purpose of collective bargaining, mutual aid or protection.
Thus, protesting about working conditions might be protected, while complaining about a boss might not be. If an employer's social networking policies are broad and vague, that works against the employer during Section 7 considerations done by courts.
An employer may be violating federal law if they access Facebook posts of an employee, when the employee intended the posts to remain private by adjusting the privacy settings to limit access only to the employee's Facebook friends, the employer is not a Facebook friend of the employee, and they access the posts without authorization, or intentionally exceeds authorization.
The court ruled that Facebook wall posts are electronic communications, transmitted by an electronic communication service, placed in electronic storage, and can be deemed private if the Facebook user set her privacy settings to limit access to information on the user's Facebook profile.
However, because the co-worker who provided the screenshots to the manager was a Facebook friend of the nurse, an exception to the Stored Communications Act applied, meaning the hospital for which the manager worked was not liable for any wrongdoing under the Act.
For more information on this rapidly growing area of the law, contact an employment lawyer in your area.
Generally, you do not have that right in the workplace. Only government employees have free speech protections and those are very limited. As a private employee, you can be fired for your speech in the workplace or outside of it.
For government employees, 'Liking' a page may be protected speech under the First Amendment. In one recent case, a federal appeals court decided that a government employee who worked for a sheriff, and who clicked on 'Like' on a Facebook Page showing his support for a different candidate for sheriff, was speaking as a private citizen about a matter of public concern, did not disrupt the work of others in the office, and his interest in showing support for the candidate outweighed the current sheriff's interest in maintaining effective and efficient public services.Social networks offer a window into how people live their lives.
But should employers be looking into that window? It's becoming an increasingly important question. The number of people fired over. I follow a number of recruiting blogs as well as many sourcers and recruiters on Twitter and I see a growing trend of job board bashing – typically comparing them (very) unfavorably to social networking sites and applications.
With the number of Americans using social networking sites tripling in recent years, use of such sites has grown during work hours. Should companies block social networking sites? Nearly one in four businesses block employee access to social networking web sites such as Facebook and Twitter.
Just a few years ago, the idea of an online. Data updated on: Augus 3, Take a look at the interactive chart with more than 10 years of data.
Facebook market share stats. Although, Facebook monthly active user count breaks new highs globally it has lost market share for several years in US. Starting from near 70% dominance. History. Before social networking sites exploded over the past decade, there were earlier forms of social network technologies that included: online multiplayer games, blog and forum sites, newsgroups, mailings lists and dating services.
Jul 11, · Social Networks: Thinking Of The Children More and more kids under age 13 are using Facebook and other social networking sites. Is this a good thing?