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White Paper

8 Pages
  • 8 Pages

Using Social Media to Screen Applicants

 

Make sure you are following the rules.

Employers commonly utilize social media as part of their job screening efforts. While potential employees may assume that they may be searched for online they may not always recall all of the thoughts and feelings they have broadcast through their social media accounts. For employers that engage in this type of screening whether directly or with third-party contractors, they need to remain aware of the limits of labor and employment laws. This white paper reviews the EEOC guidelines on background checks and discusses privacy rights granted to applicants and employees under state laws.

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Using Social Media to Screen Applicants

Agenda

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Using Social Media to Screen Applicants

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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Using Social Media to Screen Applicants

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