The Law Firm of Pozzuolo Rodden P.C. Releases the Article "Safeguards an Employer Must Take in the Internet Investigation of Employees and Prospective Employees"

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The Law Firm of Pozzuolo Rodden P.C. releases the article "Safeguards an Employer Must Take in the Internet Investigation of Employees and Prospective Employees." This article discusses how in today's technological age, an employer must exercise caution when searching potential employees' social networking profiles and must be aware of the consequences of these searches to insulate their business in the event of a lawsuit.

The Law Firm of Pozzuolo Rodden P.C. releases of the article "Safeguards an Employer Must Take in the Internet Investigation of Employees and Prospective Employees." Below is a sample of the analysis of the topic question. If interested, please read more about this or other corporate or estate planning topics at http://www.pozzuolo.com/Pubs_Newsletters.shtml

Sample of Analysis:

Safeguards an Employer Must Take in the Internet Investigation of Employees and Prospective Employees

    Social networking sites such as Facebook and Myspace give employers access to non-traditional information on employees and job applicants. In fact, a January 2009 survey compiled by CareerBuilder.com showed that 45% of employers have searched for the social networking sites of job applicants during the hiring process and 35% of these employers admit that they have used the information they found in their decision not to hire the candidate.

    But employers must beware. The exact same federal, state and local laws that govern an employer’s relationship with job applicants and employees apply to the access and use of social networking sites when making employment decisions. This means that an unsuspecting employer could access a social networking site with the harmless intention of finding the best person for an available position and find itself violating federal and state discrimination laws. It is imperative that well settled employment law principles be considered when accessing social networking sites. If not, an unsuspecting employer could find itself defending a discriminatory hiring legal action.

    Federal, state, and local laws require equal opportunity in employment and hiring decisions. Federal, state and local laws prohibit discrimination in the terms and conditions of employment on the basis of race, color, gender, national origin, religion, age and disability. While it is not illegal for an employer to learn the race, gender, age, or disability of an applicant before an interview, discrimination laws require that applicants receive equal treatment throughout the process.

If interested, please read more about this or other corporate or estate planning topics at http://www.pozzuolo.com/Pubs_Newsletters.shtml.

This press release was provided by Pozzuolo Rodden, P.C. which provides specialized cost-effective legal services to privately held business owners and high-net-worth clients in Pennsylvania and New Jersey in excess of 35 years.

Pozzuolo Rodden, P.C.
Counselors at Law
2033 Walnut Street
Philadelphia, PA 19103
215-977-8200
http://www.pozzuolo.com

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Joseph R. Pozzuolo, J.D., B.B.A.
Pozzulo Rodden, PC
215-977-8200
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