Baltimore, MD has joined the growing list of cities and states around the country implementing “ban the box” legislation. “Ban the box” legislation restricts inquiries regarding an applicant’s criminal history on applications for employment and during job interviews. The EEOC recommends “banning the box” believing the use of conviction records excludes applicants and can disparately impact… Continue Reading
Linking his announcement to National Privacy Day, January 28, 2013, Maryland Attorney General Douglas F. Gansler informed the public that his office has formed an Internet Privacy Unit. (See similar step taken by Connecticut AG) The stated purpose of the Unit is to protect the privacy of online users. The Unit will be charged with "monitor[ing]… Continue Reading
California Assembly moves bill (voting 73-0) that would make California the second state behind Maryland to prohibit employers from demanding social media passwords.
New Maryland law prohibits employers from demanding access to Facebook or other on line accounts of employees and applicants
Have you ever reviewed the Facebook or LinkedIn profile or other social media activity of an employee or applicant? How about requiring employees or applicants to provide access to social media activity as a condition of employment.
The Maryland Senate recently referred Senate Bill 971 which prohibits Maryland employers from demanding that workers and job applicants turn over their passwords to specific websites or web-based accounts. Under the bill, employers would be prohibited from refusing to hire applicants and disciplining, terminating, or taking other adverse employment action against employees who refuse to provide their… Continue Reading
On April 12, 2011, Maryland Governor Martin O’Malley signed into law S.B. 132/H.B. 87. Under this law, Maryland employers, except in limited circumstances, are prohibited from using an individual’s consumer credit history for hiring or other employment purposes. Beginning October 1, 2011, employers are prohibited from using credit report data to deny employment, discharge an employee,… Continue Reading
Data privacy and security laws in states such as Massachusetts, Maryland and Nevada require businesses to develop written policies and procedures that provide administrative, physical, and technological safeguards to protect personal information – or a "written information security program" or "WISP." These laws do not require protections for confidential company information and trade secrets, but… Continue Reading