In This Issue:

- Employer Access to Employee Social Media: Applicant Screening, ‘Friend’ Requests and Workplace Investigations

- Driving Under the Influence (of Google Glass)

- U.S. Courts’ Evolving Approaches to Social Media E-Discovery

- Keeping Privates Private: The Legal Landscape of Revenge Porn

- Copyright: Europe Explores its Boundaries (Part 1: Link Hubs)

- Google Ordered to Remove All Copies of Anti-Islamic Film From YouTube; Decision Puzzles Copyright Attorneys

- Excerpt from Employer Access to Employee Social Media: Applicant Screening, ‘Friend’ Requests and Workplace Investigations:

A 2013 CareerBuilder survey of hiring managers and human resource professionals reports that more than two in five companies use social media to research job candidates. This interest in social media does not end when the candidate is hired: to the contrary, companies are seeking to leverage the personal social media of their existing employees, as well as to inspect personal social media in workplace investigations.

As employer social media practices continue to evolve, individuals and privacy advocacy groups have grown increasingly concerned about employers intruding upon applicants’ or employees’ privacy by viewing restricted access social media accounts. A dozen states already have passed special laws restricting employer access to personal social media accounts of applicants and employees (“state social media laws”), and similar legislation is pending in at least 28 states. Federal legislation is also under discussion.

Please see issue below for more information.

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DISCLAIMER: Because of the generality of this update, the information provided herein may not be applicable in all situations and should not be acted upon without specific legal advice based on particular situations.

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