The Phoenix chapter of my professional association (the Public Relations Society of America, or PRSA) held a luncheon last week at which the topic was how employment law relates to social media. Here are some of my takeaways after listening to Lori A. Higuera, an attorney with Fennemore Craig:
- Use of social media in vetting job candidates:
— Employers can take information from individuals’ social media sites, but whether it can be factored into a hiring decision depends upon the type of information. For example, evidence of inappropriate content and/or poor judgment could be considered, but disclosure of pregnancy couldn’t. Employers should consider whether the information could be factored into the hiring decision if it was obtained by other means. In general, beware of information that couldn’t be gleaned from a job candidate’s application and interview.
— If an employer wants to check out job applicants on social media, it should…
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