Employment and Business Law Attorney Heather Bussing also serves on the Editorial Advisory Board for and contributes to HR Examiner. This past week, she posted an excellent three-part series on issues around privacy, social media and monitoring your employees. We think it’s a must-read.

Part 1: Employee Privacy – What Can Employers Monitor?
Bussing raises and discusses a variety of issues around privacy: Can you spy on your employees? Is it spying if they consent? Does an employer have to give notice before monitoring employee phone and computer use? She explains that it depends on who owns the accounts and equipment and what the employer’s policies are.

Part 2: Employee Privacy 2 – When It’s Personal.
Bussing states that all employees have common law privacy rights in information about their personal lives, health, finances, sex lives, off-duty activity and personal email and phone accounts. This post discusses privacy rights and issues that should consider before employers wants or “needs” to know, it is important to consider the whole picture and the interests involved. When in doubt, stay out.

Part 3: Employee Privacy 3 – Social Media
Bussing notes that social media is where an employee’s work life and personal life often collide. She discusses social media and the legal rights of both the company and employee. Who owns social media accounts and content? What about trade secrets or defamation? This post will ground you in the issues.

Bonus: 8 Reasons Social Media Policies Backfire


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