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THE PITFALLS OF USING SOCIAL MEDIA TO HIRE—OR NOT HIRE—PROSPECTIVE EMPLOYEES

Posted by Samuel A. Wong | Sep 30, 2014 | 0 Comments

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Carol Miaskoff of the Equal Employment Opportunity Commission (the “EEOC”) recently spoke on a panel at a Federal Trade Commission Workshop regarding the use of social media to screen employment candidates.

Miaskoff warned employers to be cognizant of using social media because the company can uncover a variety of information that alludes to the applicants' protected statuses (i.e. race, gender, or disability). In some cases, the decision not to hire someone based on their social media account can be interpreted as a violation of labor law, especially if a company decides not to hire someone once discovering their sexual orientation or that the prospective employee is pregnant, as an example.

Employers must not use prospective workers' social media sporadically, but instead, should utilize it consistently with all applicants. Again, the employer may be at fault for using social media discriminatorily, but some may argue that employers can use social media for good cause.

Source: National Law Review

About the Author

Samuel A. Wong

Samuel A. Wong is a renowned Orange County trial lawyer and a Co-Founder of Aegis Law Firm. Mr. Wong has spent his entire career litigating employment related matters, including wrongful termination, discrimination, harassment, wage, disability and medical leave cases. Mr. Wong is also an expert ...

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