New York employers should take note of a new law that recently took effect that impacts their ability to access applicant and employee social media accounts. The law applies to all employers covered by the New York Labor Law (with the exception of law enforcement agencies, fire departments, and departments of corrections and community supervision)
Effective as of October 15, 2015, employers in Maine will be restricted in their ability to access the personal social media accounts of applicants and employees. Specifically, under the new law, an employer may not:
On August 7, Delaware Governor Jack Markell signed a law to prohibit employers from interfering with the personal social media accounts of their prospective and current employees. The new law, which also took effect on August 7, defines “personal social media” to encompass any account on a social networking site created and operated by a
About two years ago, Oregon enacted a law restricting employers from accessing the personal social media accounts of their applicants and employees. For more on the law, see our prior client alert.
Last week, Oregon’s governor signed a bill to broaden the protections of the state’s social media law. The amendment takes effect January
Earlier this week, Connecticut Governor Dannel P. Malloy signed a law to protect prospective and current employees from employer interference with their “personal online accounts.” The new law, which will take effect on October 1, 2015, defines personal online accounts to include any online account used by a prospective or current employee exclusively for personal
Yesterday, Montana became the twentieth state to enact a law protecting employees from employer interference with personal social media accounts. The law, which takes effect immediately, prohibits employers from requiring or requesting that a current or prospective employee: disclose a username or password to his or her personal social media account; access a personal social