The rapid growth and extensive reach of online social media sites, such as Facebook, Twitter, and YouTube, has forever changed the way people communicate in and out of the workplace. As a result, employers are attempting to determine appropriate employee usage of social media given the potential upsides, downsides, and legal risks posed by social media in the workplace. Employers are also increasingly venturing onto the Web and social media sites themselves to market their business and recruit and screen potential applicants. Online tools can be highly valuable in recruiting and selecting the best candidates and screening out bad hires. As is often the case, however, new technological tools can be both a blessing and a curse. Despite the potential advantages of online recruiting and screening, these activities come with potential employment law risks that are still evolving due to the relatively recent emergence and growth of social media. Employers should, however, be aware of the following potential legal risks and should consider the following tips for minimizing those risks:
If you have questions about online screening, or other employment law issues, please contact Megan Anderson or another member of the Gray Plant Mooty Employment & Labor practice group.
This article is provided for general informational purposes only and should not be construed as legal advice or legal opinion on any specific facts or circumstances. You are urged to consult a lawyer concerning any specific legal questions you may have.
Gray Plant Mooty is recognized as one of the leading corporate law firms in Minnesota and one of the top franchise firms in the world. Our roots go back to 1866. Today, we are a 180-plus attorney, full-service firm with offices in Minneapolis and St. Cloud, Minnesota; Washington, D.C.; and Fargo, North Dakota.