Social Media Got Me Fired!

Have you ever wondered if in the age of Social Media, your employers ever looked you up and if that affected you getting the job? Well, continue reading to find out!     

Employers look at your social media profiles to find out anything they can about you before interviewing or hiring you. A 2022 Harris Poll found that 70% of employers in the survey would screen potential employees’ social media profiles before offering them a position. A Career Builder Poll found that 54% of employers ruled out a candidate due to discovering something they disagreed with on their social media profile. 

Pre-employment background checks now go beyond criminal and public records and employment history. If hiring managers can’t find you online, there is an increased chance they will not move forward with your application. In fact, 21% of employers polled said they are not likely to consider a candidate who does not have a social media presence.

However, don’t fret; social media can also be why you get your next job. The Aberdeen Group found that 73% of job seekers between 18 and 34 obtained their last job through social media. People seeking employment have unlimited domains to find jobs on platforms such as Linkedin, Stackoverflow, GitHub, Facebook, TikTok, and other websites. A Career Builder survey found that 44% of hiring managers and employers have discovered content on a candidate’s social media profile that caused them to hire the candidate. Due to this change in hiring and recruitment, employers have to engage the newer generation in the job force through competitive social media advertisements. Job seekers and employers alike use their social media profiles for networking, sourcing, and building recognition.

Is social media a double-edged sword? If you have social media, it can lessen your chances of being employed. At the same time, many jobs are posted on social media, which can be why you get hired. You can use your social media, i.e., Linkedin, to promote yourself and stay active on the platform at least once a week. Employers are interested in how you use your social media.

Regarding Facebook, Instagram, and TikTok, keep them neutral and clean. Have your account private, and before you post a picture, ask yourself if you are comfortable with the CEO or your boss seeing that picture. If the answer is yes, go ahead and post; if you are unsure, the best bet is to not post it. 

We walk a fine line in the great age of Social media; many do’s and don’t vary depending on your job and in what area. Someone working for Google would have a different social media presence and posts than someone working for the Prosecutor’s Office. You can always turn to your employee handbook once you are hired or ask HR to be on the safe side.

Harry Kazakian stated in an article for Forbes Magazine that he screens potential employees’ social media to eliminate potential risks. He does this to ensure employee harmony in the workplace. Specifically, Kazakian is looking to avoid candidates who post: constant negative content, patterns of overt anger, suggestions of violence, associations with questionable characters, signs of crass behavior, or even too many political posts. 

Legally, employers may use social media to recruit candidates by advertising job openings or performing background checks to confirm that a job candidate or applicant is qualified. This allows employers to monitor your website activity, e-mail account, and instant messages. This right, however, cannot be used as a means of discrimination. 

Half the states in the US have enacted laws that do not allow employers to access employees’ social media accounts. California prohibits employers from asking for social media passwords of their current or prospective employees. Maryland, Virginia, and Illinois offer protections to job seekers, so they do not have to divulge their social media passwords or provide account access. California, Illinois, New Jersey, and New York, among other states, have enacted laws prohibiting employers from discriminating based on an employee’s lawful off-duty conduct. 

Federal laws prohibit employers from discriminating against a prospective or current employee based on information on the employee’s social media relating to their race, color, national origin, gender, age, disability, and immigration or citizenship status. Employees should be conscious of what information they display on social media websites. However, federal law prohibits companies of a specified size from illegally discriminating against their employees. Title VII, ADA, and GINA apply to private employers, educational institutions, and state and local governments with 15 or more employees. The ADEA applies to employers with 20 or more employees.

California, Colorado, Connecticut, Illinois, Minnesota, Nevada, New York, North Dakota, and Tennessee all have laws that prohibit employers from firing an employee for engaging in lawful activity, on the employer’s premises, during nonworking hours, even if this activity is not in direct conflict with the essential business-related interests of the employer, are unwelcome, objectionable, or not acceptable. However, the Courts in the states mentioned above will weigh the employee protections against an employer’s business interests. If the Court rules that the employer’s interests outweigh employee privacy concerns, the employer is exempt from the law. Be aware that some laws provide explicit exemptions for employers.

Legal risks based on Employment Discrimination, Title VII of the Civil Rights Act, the Age Discrimination in Employment Act, the Equal Pay Act, Title II of the Genetic Information Nondiscrimination Act, and the Equal Employment Opportunity Commission can occur when employers use social media to screen a job applicant. Section 8(a)(3) of the National Labor Relations Act prohibits discrimination against applicants based on union affiliation or support. Therefore, using social media to screen out applicants on this basis may lead to an unfair labor charge against the company.

 A critical case decided in 2016, Hardin v. Dadlani, regarded a hiring manager who had previously preferred white female employees. The hiring manager instructed an employee to look up an applicant on Facebook and invite her for an interview “if she looks good.” The Court ruled that this statement made by the hiring manager can be reasonably construed to refer to her race, which can establish discriminatory animus. Discriminatory animus is when an employee may prove discrimination by either direct or circumstantial evidence. Direct evidence is evidence, if true, that proves the fact of discriminatory animus without inference or presumption. A single remark can show a discriminatory animus. 

Be an intelligent job candidate by knowing your rights. Companies that use third-party social media background checks must comply with disclosure and authorization requirements since it is considered consumer reporting agency under the Fair Credit Reporting Act. Therefore, an employer must give notice to the prospective employee or current employee that they want to acquire a consumer report for employment purposes and obtain written consent from the prospective employee or existing employee. 

Happy job hunting, and think before you post!

Don’t Throw Out the Digital Baby with the Cyber Bathwater: The Rest of the Story

This article is in response to Is Cyberbullying the Newest Form of Police Brutality?” which discussed law enforcement’s use of social media to apprehend people. The article provided a provocative topic, as seen by the number of comments.

I believe that discussion is healthy for society; people are entitled to their feelings and to express their beliefs. Each person has their own unique life experiences that provide a basis for their beliefs and perspectives on issues. I enjoy discussing a topic with someone because I learn about their experiences and new facts that broaden my knowledge. Developing new relationships and connections is so important. Relationships and new knowledge may change perspectives or at least add to understanding each other better. So, I ask readers to join the discussion.

My perspectives were shaped in many ways. I grew up hearing Paul Harvey’s radio broadcast “The Rest of the Story.” His radio segment provided more information on a topic than the brief news headline may have provided. He did not imply that the original story was inaccurate, just that other aspects were not covered. In his memory, I will attempt to do the same by providing you with more information on law enforcement’s use of social media. 

“Is Cyberbullying the Newest Form of Police Brutality?

 The article title served its purpose by grabbing our attention. Neither cyberbullying or police brutality are acceptable. Cyberbullying is typically envisioned as teenage bullying taking place over the internet. The U.S. Department of Health and Human Services states that “Cyberbullying includes sending, posting, or sharing negative, harmful, false, or mean content about someone else. It can include sharing personal or private information about someone else causing embarrassment or humiliation”. Similarly, police brutality occurs when law enforcement (“LE”) officers use illegal and excessive force in a situation that is unreasonable, potentially resulting in a civil rights violation or a criminal prosecution.

While the article is accurate that 76% of the surveyed police departments use social media for crime-solving tips, the rest of the story is that more departments use social media for other purposes. 91% notified the public regarding safety concerns. 89% use the technology for community outreach and citizen engagement, 86% use it for public relations and reputation management. Broad restrictions should not be implemented, which would negate all the positive community interactions increasing transparency.   

Transparency 

In an era where the public is demanding more transparency from LE agencies across the country, how is the disclosure of the public’s information held by the government considered “Cyberbullying” or “Police Brutality”? Local, state, and federal governments are subject to Freedom of Information Act laws requiring agencies to provide information to the public on their websites or release documents within days of requests or face civil liability.

New Jersey Open Public Records

While the New Jersey Supreme Court has not decided if arrest photographs are public, the New Jersey Government Records Council (“GRC”) has decided in Melton v. City of Camden, GRC 2011-233 (2013) that arrest photographs are not public records under NJ Open Public Records Act (“OPRA”) because of Governor Whitmer’s Executive Order 69 which exempts fingerprint cards, plates and photographs and similar criminal investigation records from public disclosure. It should be noted that GRC decisions are not precedential and therefore not binding on any court.

However, under OPRA, specifically 47:1A-3 Access to Records of Investigation in Progress, specific arrest information is public information and must be disclosed to the public within 24 hours of a request to include the:

  • Date, time, location, type of crime, and type of weapon,
  • Defendant’s name, age, residence, occupation, marital status, and similar background information.
  • Identity of the complaining party,
  • Text of any charges or indictment unless sealed,
  • Identity of the investigating and arresting officer and agency and the length of the investigation,
  • Time, location, and the arrest circumstances (resistance, pursuit, use of weapons),
  • Bail information.

For years, even before Melton, I believed that an arrestee’s photograph should not be released to the public. As a police chief, I refused numerous media requests for arrestee photographs protecting their rights and believing in innocence until proven guilty. Even though they have been arrested, the arrestee has not received due process in court.

New York’s Open Public Records

In New York under the Freedom of Information Law (“FOIL”), Public Officers Law, Article 6, §89(2)(b)(viii) (General provisions relating to access to records; certain cases) The disclosure of LE arrest photographs would constitute an unwarranted invasion of an individual’s personal privacy unless the public release would serve a specific LE purpose and the disclosure is not prohibited by law.

California’s Open Public Records

Under the California Public Records Act (CPRA) a person has the statutory right to be provided or inspect public records, unless a record is exempt from disclosure. Arrest photographs are inclusive in arrest records along with other personal information, including the suspect’s full name, date of birth, sex, physical characteristics, occupation, time of arrest, charges, bail information, any outstanding warrants, and parole or probation holds.

Therefore under New York and California law, the blanket posting of arrest photographs is already prohibited.

Safety and Public Information

 Recently in Ams. for Prosperity Found. V. Bonta, the compelled donor disclosure case, while invalidating the law on First Amendment grounds, Justice Alito’s concurring opinion briefly addressed the parties personal safety concerns that supporters were subjected to bomb threats, protests, stalking, and physical violence. He cited Doe v Reed  which upheld disclosures containing home addresses under Washington’s Public Records Act despite the growing risks by anyone accessing the information with a computer. 

Satisfied Warrant

I am not condoning Manhattan Beach Police Department’s error of posting information on a satisfied warrant along with a photograph on their “Wanted Wednesday” in 2020. However, the disclosed information may have been public information under CPRA then and even now. On July 23, 2021, Governor Newsom signed a law amending Section 13665 of the CPRA prohibiting LE agencies from posting photographs of an arrestee accused of a non-violent crime on social media unless:

  • The suspect is a fugitive or an imminent threat, and disseminating the arrestee’s image will assist in the apprehension.
  • There is an exigent circumstance and an urgent LE interest.
  • A judge orders the release or dissemination of the suspect’s image based on a finding that the release or dissemination is in furtherance of a legitimate LE interest.

The critical error was that the posting stated the warrant was active when it was not. A civil remedy exists and was used by the party to reach a settlement for damages. Additionally, it could be argued that the agency’s actions were not the proximate cause when vigilantes caused harm.

Scope of Influence

LE’s reliance on the public’s help did not start with social media or internet websites. The article pointed out that “Wanted Wednesday” had a mostly local following of 13,600. This raised the question if there is much of a difference between the famous “Wanted Posters” from the wild west or the “Top 10 Most Wanted” posters the Federal Bureau of Investigations (“FBI”) used to distribute to Post Offices, police stations and businesses to locate fugitives. It can be argued that this exposure was strictly localized. However, the weekly TV show America’s Most Wanted, made famous by John Walsh, aired from 1988 to 2013, highlighting fugitive cases nationally. The show claims it helped capture over 1000 criminals through their tip-line. However, national media publicity can be counter-productive by generating so many false leads that obscure credible leads.

The FBI website contains pages for Wanted People, Missing People, and Seeking Information on crimes. “CAPTURED” labels are added to photographs showing the results of the agency’s efforts. Local LE agencies should follow FBI practices. I would agree with the article that social media and websites should be updated; however, I don’t agree that the information must be removed because it is available elsewhere on the internet.

Time

Vernon Gebeth, the leading police homicide investigation instructor, believes time is an investigator’s worst enemy.  Eighty-five percent of abducted children are killed within the first five hours. Almost all are killed within the first twenty-four hours. Time is also critical because, for each hour that passed, the distance a suspect’s vehicle can travel expands by seventy-five miles in either direction. In five hours, the area can become larger than 17,000 square miles. Like Amber Alerts, social media can be used to quickly transmit information to people across the country in time-sensitive cases.

Live-Streaming Drunk Driving Leads to an Arrest

When Whitney Beall, a Florida woman, used a live streaming app to show her drinking at a bar then getting into her vehicle. The public dialed 911, and a tech-savvy officer opened the app, determined her location, and pulled her over. She was arrested after failing a DWI sobriety test.  After pleading guilty to driving under the influence, she was sentenced to 10 days of weekend work release, 150 hours of community service, probation, and a license suspension. In 2019 10,142 lives were lost to alcohol impaired driving crashes.

Family Advocating

Social media is not limited to LE. It also provides a platform for victim’s families to keep attention on their cases. The father of a seventeen-year-old created a series of Facebook Live videos about a 2011 murder resulting in the arrest of Charles Garron. He was to a fifty-year prison term.

Instagram Selfies with Drugs, Money and Stolen Guns 

Police in Palm Beach County charged a nineteen-year-old man with 142 felony charges, including possession of a weapon by a convicted felon, while investigating burglaries and jewel thefts in senior citizen communities. An officer found his Instagram account with incriminating photographs. A search warrant was executed, seizing stolen firearms and $250,000 in stolen property from over forty burglaries.

Bank Robbery Selfies


Police received a tip and located a social media posting by John E. Mogan II of himself with wads of cash in 2015. He was charged with robbing an Ashville, Ohio bank. He pled guilty and was sentenced to three years in prison. According to news reports, Morgan previously  served prison time for another bank robbery.

Food Post Becomes the Smoking Gun

LE used Instagram to identify an ID thief who posted photographs of his dinner at a high-end steakhouse with a confidential informant (“CI”).  The man who claimed he had 700,000 stolen identities and provided the CI a flash drive of stolen identities. The agents linked the flash drive to a “Troy Maye,” who the CI identified from Maye’s profile photograph. Authorities executed a search warrant on his residence and located flash drives containing the personal identifying information of thousands of ID theft victims. Nathaniel Troy Maye, a 44-year-old New York resident, was sentenced to sixty-six months in federal prison after pleading guilty to aggravated identity theft.

 

Wanted Man Turns Himself in After Facebook Challenge With Donuts

A person started trolling Redford Township Police during a Facebook Live community update. It was determined that he was a 21-year-old wanted for a probation violation for leaving the scene of a DWI collision. When asked to turn himself in, he challenged the PD to get 1000 shares and he would bring in donuts. The PD took the challenge. It went viral and within an hour reached that mark acquiring over 4000 shares. He kept his word and appeared with a dozen donuts. He faced 39 days in jail and had other outstanding warrants.

The examples in this article were readily available on the internet and on multiple news websites, along with photographs.

Under state Freedom of Information Laws, the public has a statutory right to know what enforcement actions LE is taking. Likewise, the media exercises their First Amendment rights to information daily across the country when publishing news. Cyber journalists are entitled to the same information when publishing news on the internet and social media. Traditional news organizations have adapted to online news to keep a share of the news market. LE agencies now live stream agency press conferences to communicating directly with the communities they serve.

Therefore the positive use of social media by LE should not be thrown out like bathwater when legal remedies exist when damages are caused.

“And now you know…the rest of the story.”