Screenings via social networking – caution applies

Megan Erickson of Dickinson Mackaman Tyler & Hagen provides an excellent warning to the nearly fifty percent of companies screening employees via social networking.   In short, employers could be sued for utilizing social networking information in their hiring decision if they utilize protected information (religious, gender etc.) or commit an invasion of privacy.  On the other hand, Ms. Erickson points to a counter argument  that an employer may have a duty to duty to check public social networking sites to avoid claims of negligent hiring.

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