Privacy & Information Security Law Blog

As reported in Hunton & Williams' Employment & Labor Perspectives blog, two unfair labor practice complaints recently issued by National Labor Relations Board regional offices in Buffalo and Chicago illustrate how closely the NLRB is scrutinizing employers’ termination decisions that are allegedly related to statements employees made on social media.  Read the full entry.

As reported in Hunton & Williams' Employment & Labor Perspectives blog:

The National Labor Relations Board (“NLRB”) regional offices addressing complaints involving employers’ social media policies must seek advice from the NLRB’s Division of Advice before taking any action.  The memorandum, issued by the NLRB’s Office of the General Counsel on April 12th, added social media disputes to the list of matters that must be submitted to the Division of Advice.  The Division of Advice is responsible for issuing opinions on difficult or novel labor issues.

As reported in Hunton & Williams' Employment & Labor Perspectives blog:

An employer who allegedly posted to an employee’s Facebook and Twitter accounts without her consent may face liability for its actions, according to a federal judge in Illinois.  The case is Maremont v. Susan Fredman Design Group, Ltd., in the U.S. District Court for the Northern District of Illinois (2011 U.S. Dist. LEXIS 26441, March 15, 2011).

The Plaintiff, Jill E. Maremont, worked as the Director of Marketing, Public Relations and E-Commerce for an interior designer and her company, Susan Fredman and the Susan Fredman Design Group, Ltd. (Defendants).  Maremont contends she created a “popular personal following” on Facebook and Twitter, and she also created a company blog called “Designer Diaries: Tales from the Interior.”

As reported in Hunton & Williams' Employment & Labor Perspectives blog:

A commonly used pre-employment screening method--conducting credit checks--has drawn increased scrutiny in recent months.  Legislatures at the state and federal levels are considering bills that would limit employer use of credit checks.  Moreover, two recently-filed lawsuits, one of which was filed by the EEOC, seek to challenge the use of pre-employment credit checks in hiring decisions. 

Reporting from Israel, legal consultant Dr. Omer Tene writes:

In a sweeping, 91-page decision issued last week, the Israeli National Labor Court severely restricted employers’ ability to monitor employee emails.  In its opinion, the Court made strong statements concerning the suspect nature of employee consent and mandated the implementation of principles of legitimacy, transparency, proportionality, purpose limitation, access, accuracy, confidentiality and security.  The Court stated that, given the constitutional status of the right to privacy, exemptions to the Privacy Protection Act, 1981, must be interpreted narrowly.

On January 19, 2011, the United States Supreme Court issued a unanimous ruling in National Aeronautics and Space Administration v. Nelson, finding that questions contained in background checks NASA conducted on independent contractors are reasonable, employment-related inquiries that further the government’s interests in managing its internal operations.  Stating that “[t]he challenged portions of the forms consist of reasonable inquiries in an employment background check,” the Court reversed a Ninth Circuit decision that the questions NASA asked of the contractors invaded their privacy.

As reported in Hunton & Williams' Employment & Labor Perspectives blog:

A recent New York state trial court decision, Romano v. Steelcase Inc., et al., is representative of a recent trend of parties seeking, and courts permitting, discovery of information on social networking sites such as Facebook and MySpace.  Rejecting the plaintiff’s privacy concerns, the Romano court held that such information is discoverable because the plaintiff’s damages are at issue.  The court ordered the release of the plaintiff’s postings, pictures and other information on the social networking sites.

On September 14, 2010, a French Appeals Court in Dijon (the “Court”) upheld a decision against an employer that had terminated an employee who not only used a company car for personal reasons, but also committed serious traffic violations while using the vehicle.  The Court rejected evidence collected using a Global Positioning System (“GPS”) device embedded in the company’s vehicle on the grounds that the employer (1) had failed to register this data processing activity with the French Data Protection Authority (the “CNIL”) and (2) had not given proper notice to employees regarding the use of GPS devices in company cars.  Nevertheless, the Court ruled that the use of a geolocation device in the employment context does not necessarily constitute an invasion of an employee’s right to privacy, provided the employer complies with applicable laws.

On August 25, 2010, the German government approved a draft law concerning special rules for employee data protection, originally proposed by the Federal Ministry of the Interior.  A background paper on the draft law was published on August 25, 2010.  The draft law would amend the German Federal Data Protection Act (the Bundesdatenschutzgesetz or “BDSG”) by adding provisions that specifically address data protection in the employment context.  Currently, employee data protection is regulated by (1) general provisions in the BDSG, (2) the new Section 32 of the BDSG introduced by the most recent reform in September 2009, (3) the Works Constitution Act, (4) guidance from state data protection authorities, and (5) comprehensive case law from federal and local labor courts.

The United States Court of Appeals for the Seventh Circuit has rejected a defendant’s argument that the Wiretap Act’s prohibition on interception of communications applies only to an acquisition that is contemporaneous with the communication.  In United States v. Szymuszkiewicz, No. 07-CR-171 (7th Cir. Sept. 9, 2010), the defendant faced criminal charges under the Wiretap Act for having implemented an automatic forwarding rule in his supervisor’s Outlook email program that caused the workplace email server to automatically forward him a copy of all emails addressed to his supervisor.  The defendant argued that (i) the forwarding happened only after the email arrived at its intended destination and was thus not contemporaneous with the communication, (ii) the Wiretap Act prohibits only unauthorized contemporaneous interceptions (i.e., only interceptions of communications “in flight” as opposed to communications at rest or in storage), and (iii) only the Stored Communications Act applies to unauthorized access to non-contemporaneous communications.

On August 10, 2010, Illinois Governor Pat Quinn signed the Employee Credit Privacy Act, which prohibits most Illinois employers from inquiring about an applicant’s or employee’s credit history or using an individual’s credit history as a basis for an employment decision.  The definition of “employer” under the Act exempts banks, insurance companies, law enforcement agencies, debt collectors and state and local government agencies that require the use of credit history.

Rite Aid has agreed to pay $1 million and implement remedial measures to resolve Department of Health and Human Services (“HHS”) and Federal Trade Commission allegations that it failed to protect customers’ sensitive health information.  The FTC began its investigation following news reports about Rite Aid pharmacies using open dumpsters to discard trash that contained consumers’ personal information such as pharmacy labels and job applications.  The FTC took issue with this practice in light of the pharmacy’s alleged claims that “Rite Aid takes its responsibility for maintaining your protected health information in confidence very seriously . . . Although you have the right not to disclose your medical history, Rite Aid would like to assure you that we respect and protect your privacy.”  At the same time, HHS began investigating the pharmacies’ disposal of health information protected by the Health Insurance Portability and Accountability Act.

On July 19, 2010, Representative Bobby Rush (D-Ill.) introduced a bill "to foster transparency about the commercial use of personal information" and "provide consumers with meaningful choice about the collection, use and disclosure of such information."  The bill, cleverly nicknamed the "BEST PRACTICES Act", presumably intends to set the standards for the use of consumer personal information by marketers.  A similar bill was introduced by Representatives Boucher and Stearns in early May.  Although both proposals would require opt-out consent for online behavioral advertising ...

Twitter has agreed to settle Federal Trade Commission charges that it deceived consumers and put their privacy at risk by failing to safeguard their personal information.  The charges stem from alleged lapses in the company’s data security that permitted hackers to access tweets that users had designated as private and to issue phony tweets from the accounts of some users, including then-President-elect Barack Obama.  According to the FTC’s complaint (main document, exhibits), these attacks on Twitter’s system were possible due to a failure to implement reasonable ...

Breaking -- The Supreme Court has issued its decision in City of Ontario, California v. Quon, ruling unanimously that the police department did not violate an officer's Fourth Amendment rights when supervisors reviewed text messages transmitted using a work-issued pager.  In reaching this decision, the Court did not resolve whether the officer had a reasonable expectation of privacy, rather the Court based its decision on a determination that the search itself was reasonable.

Read our previous coverage of this case.

In the wake of recent amendments to the German Federal Data Protection Act, the German Federal Ministry of the Interior (the Bundesinnenministerium des Innern) is working on a draft law on special rules for employee data protection.  The draft law is intended to provide clarification on some issues that were not addressed fully in the amendments that entered into force on September 1, 2009.  The Ministry’s overarching considerations are set forth in a key issues paper that was published April 1, 2010.

On March 30, 2010, the New Jersey Supreme Court ruled for the former employee in Stengart v. Loving Care Agency, Inc. on the employee’s claim that state common privacy law protected certain of her emails from review by the employer.

On February 19, 2010, the Court of Appeals of Versailles (the “Court”) upheld the unlimited seizure and review of a company’s emails by several agents of the French Competition Authority (Autorité de la Concurrence).  The agents had been authorized by a lower court judge to inspect the emails pursuant to an investigation into an alleged abuse of dominant position in the pharmaceutical market.

On February 24, 2010, the French Senate’s Committee of Laws published an amended bill on the right to privacy in the digital age (“Proposition de loi visant à garantir le droit à la vie privée à l’heure du numérique”) (the “Bill”).  Following the initial draft presented by Senators Yves Détraigne and Anne-Marie Escoffier, this revised version is based on a second Senate Report in which concrete proposals are made to amend the Data Protection Act.

On February 22, 2010, the Federal Trade Commission issued a news release indicating that it had notified almost 100 organizations that personal data about their customers, students or employees had been shared from their computer networks on peer-to-peer (“P2P”) file sharing sites, thereby exposing the data of affected individuals to possible identity theft and fraud.  In its letters, the FTC urged recipient entities to review their internal security procedures and the security procedures of their third party service providers.  The letters also recommended that the ...

The U.S. Supreme Court has set oral argument for April 19, 2010, to review the Ninth Circuit’s 2008 decision on employee privacy in Quon v. Arch Wireless Operating Co.  Although Quon concerns the scope of privacy rights afforded to public employees under the Fourth Amendment, the case also has forced private employers to renew their focus on ensuring robust and consistent enforcement of employee monitoring policies.  Unlike government employers, private employers are not subject to the Fourth Amendment’s prohibition against unreasonable searches and seizures; instead, they must comply with federal wiretap statutes and state law.  In practice, however, the “reasonable expectation of privacy” test courts apply to state common law privacy claims that govern private employers is virtually identical to the Fourth Amendment test.  Accordingly, the Supreme Court’s review of the Constitutional test likely will affect how courts view privacy claims brought against private employers.

Cloud computing raises complex legal issues related to privacy and information security.  As legislators and regulators around the world grapple with the privacy and data security implications of cloud computing, companies seeking to implement cloud-based solutions should closely monitor this rapidly evolving legal landscape for developments.  In an article published on February 3, 2010, Lisa Sotto, Bridget Treacy and Melinda McLellan explore U.S. and EU legal requirements applicable to data stored by cloud providers, and highlight some of the risks associated with the use ...

On January 25, 2010, the Financial Industry Regulatory Authority (“FINRA”) issued Regulatory Notice 10-06, Guidance on Blogs and Social Networking Web Sites (the “Guidance”) for securities firms, investment advisors and brokers.  FINRA, which is the largest non-governmental financial regulator, previously had issued guidance on other issues pertaining to interactive web sites, such as participation by securities firms and their employees in Internet chat rooms discussing stocks or investments.  The goals of the Guidance are to “ensure that—as the use of social media sites increases over time—investors are protected from false or misleading claims and representations” as well as “to interpret [the] rules in a flexible manner to allow firms to communicate with clients and investors using” blogs and social networking.

On January 11, 2010, the data protection authority of the German federal state of Baden-Wurtemberg issued a press release stating that it had fined the Müller Group €137,500 for illegal retention of health-related data and failure to appoint a Data Protection Officer.

In April 2009, the German press reported that the Müller Group, a drugstore chain comprised of twelve entities and employing some 20,000 workers, was illegally collecting health data from its employees.  Specifically, employees returning from sick leave were required to complete a form and provide the reason for their sicknesses.  After conducting an investigation, the DPA confirmed these allegations.  Since 2006, the Müller Group entities had systematically requested employees returning from sick leave to identify the reasons for their sicknesses on a form that was then sent to the Group’s central Human Resources department to be scanned.  As of April 2009, approximately 24,000 records containing data on employee illnesses were being stored in Müller’s centralized HR files.

The U.S. Supreme Court announced Monday that it will review the Ninth Circuit’s 2008 decision on employee privacy in Quon v. Arch Wireless Operating Co.  In Quon, the Ninth Circuit considered whether the Ontario, California police department and the City of Ontario violated a police officer’s privacy rights by reviewing private text messages the officer sent using a two-way pager issued by the police department.  The police officer had on several occasions exceeded the limit on the text messages provided by the department-paid plan.  Each time, the officer paid for the overage without anyone reviewing his text messages.  When the officer again exceeded the limit, his supervisor requested from the service provider and subsequently reviewed transcripts of the officer’s messages to determine if the messages were work-related.

On Friday, October 23, 2009, the German Railways Operator Deutsche Bahn AG announced that they would pay a fine of over €1.1 million that was imposed on October 16, 2009 by the Berlin data protection authority.  This fine is the highest ever imposed by a German data protection authority.  The imposition of this fine follows a major data protection scandal that reportedly broke out within the company.  From 2002 to 2005, Deutsche Bahn had screened a large quantity of employee data and compared it to supplier data in an effort to combat corruption, but without specific suspicions related to ...

On August 19, 2009, the state DPA in North Rhine-Westphalia fined a subsidiary of the discount supermarket chain Lidl €36,000 (approximately $51,000) for illegally keeping records of employee health data.

The case was triggered by a report in the German news magazine Der Spiegel.  A Bochum resident found papers and forms containing Lidl employees' health data in a trash bin at a car wash and forwarded them to the magazine.  Subsequent investigations revealed that at least four Lidl branches in North Rhine-Westphalia were using a form to record data about employees' medical ...

On July 3, 2009, the German Federal Parliament passed comprehensive amendments to the Federal Data Protection Act (the "Federal Act"). These amendments also passed the Federal Council on July 10, 2009, and the revised law will enter into force on September 1, 2009. The new amendments cover a range of data protection-related issues, including marketing, security breach notification, service provider contracts and protections for employee data. They also include new powers for data protection authorities and provide for increased fines for violations of data protection law ...

The mere increased risk of identity theft following a data breach is sufficient to give the data subjects standing to bring a lawsuit in federal court but, absent actual identity theft or other actual harm, claims against the data owner and its service provider for negligence and breach of contract cannot survive, a federal judge ruled this month.  Ruiz v. Gap, Inc., et al., No. 07-5739 SC (N.D. Cal. April 6, 2009).

The Information Commissioner’s Office (the “ICO”) has conducted a dawn raid on a business which operated a covert database containing details of 3,213 workers in the construction industry (the “Database”). Subscribers included over 40 construction companies, publicly named by the ICO, who used the database to vet prospective employees, without their knowledge or consent.