Online Privacy

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It may seem obvious to a lay person that employees should refrain from insulting their companies on social media due to the threat of termination for cause; however, there are contradictory legal principles that apply to the use of social media by employees which can be used both for and against employees (i.e. freedom of speech, right to privacy, data protection laws, an employer’s right to take disciplinary action, public insult offense, etc.) As a consequence, there is uncertainty as to whether an employer can use its employees’ postings made on social media websites to sanction them.
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"Do I really have to obtain consent from all my customers to make a change to my privacy policy?  No one else seems to be following that rule."

We get this question all the time.  It is understandable, given that we often watch Web-based companies expand their usage of consumer data without the affirmative consent of their users.  (In other words, they add a new offering to their service that expands their use or sharing of consumer data, and they default their users into the new offering.) Sometimes they back off temporarily when faced with media backlash or Congressional or regulatory scrutiny, but the pattern nonetheless persists in the long term.  Sometimes we scratch our heads in wonder, since the FTC has taken the position in countless actions for over a decade that if you make a material, adverse, retroactive change to your privacy policy, you need to obtain consent from consumers to apply your new policy to the data you collected under your old policy.

Google recently settled charges by the Federal Trade Commission (FTC) that Google’s social networking service, Buzz, violated the FTC Act. The FTC-Google settlement prohibits Google from misrepresenting the extent to which it maintains and protects the confidentiality of users’ information and from misrepresenting its compliance with the US-EU Safe Harbor Framework. In that regard, the settlement represents two important “firsts” in FTC enforcement.
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