Social Media and Background Checks Information Privacy and Data Protection Lexpert Seminar Lyndsay...
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Transcript of Social Media and Background Checks Information Privacy and Data Protection Lexpert Seminar Lyndsay...
Social Media and Background Checks
Information Privacy and Data ProtectionLexpert Seminar
Lyndsay A. Wasser December 9, 2013
Social Media – Recruitment
Social Media can be a great tool for recruitment:
o LinkedIn
o Facebook
Referrals
Application Tools
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Social Media – Recruitment (cont’d)
Develop clear guidelines/policies
Retain control to avoid potential misrepresentations:
o Only allow authorized personnel to make postings
o Control the message
o Provide training
o Monitor activities
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Social Media – Background Checks
Benefits of social media background checks:
o Discover whether candidate presents him/herself professionally
o Assess written communication skills
o Determine whether person is a “good fit”
o Check qualifications
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Social Media – Background Checks (cont’d)
Information posted online is still “personal information”
Personal information is broadly defined, with few exceptions
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Social Media – Background Checks (cont’d)
Publically Available Information – Defined narrowly under PIPEDA, Alberta PIPA and B.C. PIPA:o Telephone directories
o Certain registries
o Publications available to the public
Quebec – Information that is “by law public”
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Social Media – Background Checks (cont’d)
Most PI posted in social media is not “publically available” or “by law public”
Alberta PIPA has been declared unconstitutional
o Alberta (Information and Privacy Commissioner) v. UFCW, Local 401
o How will it be amended?
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Social Media – Background Checks (cont’d)
Consider requirements of applicable privacy legislation:
o Notice/Consent
o Reasonableness & Collection Limitations
o Ensure information is accurate and up-to-date
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Social Media – Background Checks (cont’d)
PIPEDA and Quebec Act require consent
Alberta PIPA and BC PIPA each require notice
Reasonableness & Collection Limitations
o Irrelevant information
Outdated/inaccurate information
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Social Media – Background Checks (cont’d)
Privacy Commissioner Guidelines – Do’s:
o Review applicable laws
o Consider purposes of checks
o Consider alternatives
o Identify types of PI likely to be collected
o Identify risks
o Have appropriate policies, procedures and controls
o Obtain consent/provide notice
o Provide access
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Social Media – Background Checks (cont’d)
Privacy Commissioner Guidelines – Don’ts:o Wait to evaluate compliance
o Assume check will only reveal relevant PI
o Assume individual will not find out
o Try to avoid privacy obligations
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Social Media – Background Checks (cont’d)
Other jurisdictions:
o Jones v. Tsige – New common law tort of intrusion upon seclusion
o NDP case – Employment application requiring social media passwords
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Social Media – Background Checks (cont’d)
Consider other applicable laws:
o Human rights laws prohibit discrimination on the basis of factors such as social condition, source of income, political beliefs, criminal conviction, mental or physical disability (including drug/alcohol addiction), family status, marital status, gender identity/expression, sexual orientation, pregnancy/childbirth, sex/gender, age, religion/creed, nationality/citizenship, national/ethnic/place of origin, ancestry, and race/colour
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Social Media – Background Checks (cont’d)
Best Practices:
o Obtain consent/provide notice
o Conduct check after a conditional offer of employment has been made
o Limit check to available information
o Provide training to hiring managers/human resources staff
o Document reasons for hiring decisions
o Retain records
o Implement appropriate security measures
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Social Media – Disciplining Employees
Must balance:
o Employer’s ability to manage the workplace
o Employee privacy rights
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Social Media – Disciplining Employees (cont’d)
Discharge may be appropriate where postings:
o Harm the employer’s reputation
o Render the employee unable to perform his/her duties
o Breach the law or employer’s policies
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Social Media – Disciplining Employees(cont’d)
Relevant factors:
o Employee’s conduct in the investigation
o Content of postings
o Personal factors
o Conduct of employer
o Social media policies
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Social Media – Disciplining Employees(cont’d)
Lougheed Imports Ltd. (c.o.b. West Coast Mazda)
o Postings - offensive, insultingand disrespectful
o Urged people not to spend their moneyat West Coast Mazda
o Dishonest during investigation
o Termination upheld
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Social Media – Disciplining Employees (cont’d)
Dishonesty cases – Employees claiming to be disabled:
o Riding speedboats
o Painting their house
o Participating in triathlons
o Modeling in Cuba
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Social Media – Disciplining Employees(cont’d)
Discipline cases rarely consider privacy legislation
Bottom line – There is some risk
Consider best practices outlined earlier to reduce risk
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