Social Media Are Not Your Friend Pt. 3

In my previous blogs, I encouraged you to be cautious about using social media when you’re involved in a lawsuit – or if you believe you might be involved in one. What about other possible pitfalls when your online activities could affect your legal rights?

For instance: Does your employer have the right to review your non-work emails and social media posts? The answer is most likely yes. Employees have no expectation of privacy when using company devices. Some employers have social media and computer use policies that prohibit you from personal use of company computers or other devices. Even if they don’t have a policy, the courts will likely rule that they can still read anything you write or post during work hours or on work computers, tablets or smart phones.

The reason that your employer has this right is because they could be held responsible for anything you do which constitutes a violation of company policies or a violation of the law. This becomes especially important in  sexual harassment or race discrimination cases. The company has a reputation to uphold and will take action to protect that reputation. 

In addition, employers may check your browser history to check your productivity during the time that you are working. Some employers regularly check what you are doing at work or on company devices using keystroke logging systems or other methods. 

To avoid embarrassment and disciplinary actions, read your employer’s policies carefully.  Don’t write or post anything you wouldn’t want your boss to read. Better yet, don’t write or post anything that you wouldn’t want your mother to read.