The
Social
Networking Online Protection Act (SNOPA) was recently reintroduced by
Congressman Eliot Engel of New York. SNOPA is the first bipartisan federal
legislation designed to protect the digital privacy of employees, job
applicants, students, and student applicants in the Social Media Age. The
legislation may also provide a
legal liability shield to businesses and academic
institutions that may make it difficult for litigants to claim that these
entities have a legal duty to monitor the personal digital accounts of their
employees and/or students.
The right to digital privacy needs to be statutorily strengthened in the
United States. Last year, the Supreme Court in
U.S.
v. Jones ruled that the government needs a warrant in order to place a GPS
device onto a suspect's car. The Jones' decision demonstrates that the
judiciary recognizes that people still have an expectation of privacy in the
Social Media Age.
At this point, there have been only a handful of publicized examples where
employees have alleged that their employer and/or a company with whom they
interviewed with requested access to their personal digital accounts. This may
be an underreported problem because according to a
2012 Harris Interactive Survey, 37% of hiring managers
utilize social networking sites to screen candidates.
Without the protections that SNOPA provides how long will it be before it
becomes commonplace for employers to require job applicants and/or employees
provide access to personal password protected digital accounts as part of the
employment process? In 2008, Congress enacted the
Genetic Information Non-Discrimination Act (GINA) to bar
employers from using genetic information when making employment decisions. GINA
was not enacted because of a high profile incident where an employer required a
candidate to submit his genetic information as part of the application process;
it was enacted as a pre-emptive measure. In contrast, there are already multiple
verifiable situations where employers are requiring job applicants provide
their personal digital credentials as part of the application process.
While there have only been a handful of publicized incidents where employers
are requiring access to their candidates' personal password protected digital
content, thousands of students across the country are being required to turn
over their digital usernames and/or passwords and/or Facebook Friend a school
administrator and/or install cyberstalking software in order to attend a public
school, keep a scholarship or participate in extra-curricular activities.
There have been
multiple incidents where
public school students have been forced without
reasonable suspicion to turn over their personal Facebook
and/or email usernames and passwords to school administrators.
Universities across the country are requiring
student-athletes to register their social media user names and/or Facebook
Friend school officials and/or install cyberstalking software to track and
archive their personal digital activity.
With access comes responsibility. Last year, a former
Library of Congress employee alleged in a lawsuit that
because his former supervisor viewed one of the groups he liked on Facebook he
was discriminated against. The family of Yardley Love, a University of Virginia
(UVA) student-athlete who was murdered on UVA's campus by her former boyfriend
George Huguely (also a UVA student-athlete), is suing UVA and school employees
for
$30 million dollars for failing to properly protect their
daughter.
Love's family alleges that UVA and its employees knew or should have known
Huguely was a danger to Love because Huguely was not properly disciplined for
past known inappropriate conduct because he was a star student-athlete. While
it is too soon to speculate what type of evidence Love's family will introduce
during legal proceedings, if UVA and/or its employees had access to Huguely's
or Love's personal digital accounts and missed and/or intentionally ignored
content that may have indicated a potential problem this may create tremendous
legal liability for UVA and/or its employees.
If SNOPA is enacted students will not have to worry about being required to
provide access to their personal digital accounts in order to attend the school
of their dreams or keep their scholarships. In addition, academic institutions
that do not violate the law may have a strong legal liability shield against
litigants who claim schools have a legal duty to become the social media
police.
Protecting personal digital privacy will help grow the economy and foment
new technological breakthroughs. If people believe their personal password
protected digital thoughts, ideas, and creations are statutorily protected they
will increase their usage of Dropbox, Microsoft SkyDrive, Google Plus,
Facebook, etc... It is vital for our country's competitive future to implement
public policy that encourages increased digital platform participation in our
increasingly interconnected world.
SNOPA would encourage widespread consumer adoption of cloud based
platforms because users will not have to worry that their employer or school
may require they provide access to their personal password protected digital
accounts absent a judicial order. SNOPA is bipartisan win-win legislation that
protects employers, employees, job applicants, schools, students, and
student-applicants.
To learn more about these issues you may contact me at http://shearlaw.com/attorney_profile.
Copyright 2013 by the Law Office of Bradley S. Shear, LLC. All rights reserved.
(Full
Disclosure: I am working with Congressman Engel's office on this bill.)