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4 Pages
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Monitoring Your Employees On and Off the Clock: Social Media and Defamation Law

 

Examine the potential pre-employment screening use of social media site data.

What if a potential employer completes an Internet search engine review of a potential job candidate and discovers details indicating that the applicant may have committed criminal conduct or engages in activities that are commonly considered as unfavorable by most of the public? Should the potential employer certify if that information concerns the same individual who is the pending job applicant? This white paper reviews what investigation, if any, the employer should the upon obtaining such information.

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Monitoring Your Employees On and Off the Clock: Social Media and Defamation Law

Agenda

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Monitoring Your Employees On and Off the Clock: Social Media and Defamation Law

Faculty

Ambrose V. McCall

Ambrose V. McCall

Hinshaw & Culbertson LLP

  • Partner of Hinshaw & Culbertson LLP, Peoria, Illinois
  • Represents a number of employers regarding employer monitoring and privacy issues and related claims by employees before courts and governmental agencies
  • Advises clients on a range of employment issues, including state and federal regulatory, compliance, handbooks, and employee programs
  • Represents a number of clients in commercial litigation including breach of contract, real estate, and construction claims
  • Defends clients against claims of employment discrimination, retaliation, wrongful discharge, wage and hour, and civil rights
  • Clients include a wide variety of insurers, professionals, and business firms throughout Illinois
  • J.D. degree, Case Western Reserve University School of Law
  • Can be contacted at [email protected]
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Monitoring Your Employees On and Off the Clock: Social Media and Defamation Law

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