Read Connecticut’s social media law (provided below) as it applies to employment and
answer the following questions.
1.Look up the word “authenticate” and provide the definition. What do you think this
word means in the context of the statute?
2.May a Connecticut employer require an employee to turn over their username and
password to your personal online social media account?
3.May a Connecticut employer fire you for refusing to provide your username and
password to your personal online social media account?
4.You are interviewing a prospective applicant to fill a job at your office. Are you
allowed to ask them to provide their username and password to their Facebook
account?
5.You manage a software sales company. You provide your sales force with IPADs
and cell phones for work purposes. Are you entitled under Connecticut law to each
employee’s username and password for these devices?
6.Your employer has violated your privacy rights under this statute. Where do you file
a complaint in the state of Connecticut?
7.Who will investigate your complaint?
8.What happens after the hearing?
9.If you have to hire an attorney to represent you, are you entitled to recover
attorney’s costs and fees? Does it matter if you win or lose the case?
10.If you win the case, what are you as an employee entitled under the Connecticut
statute?
Connecticut General Statute Sec. 31-40x. Employer inquiries re employee’s or
applicant’s personal online accounts. Exceptions. Enforcement.
No employer shall:
(1) Request or require that an employee or applicant provide such employer with a user
name and password, password or any other authentication means for accessing a personal
online account;
(2) Request or require that an employee or applicant authenticate or access a personal
online account in the presence of such employer;
(3) Require that an employee or applicant invite such employer or accept an invitation
from the employer to join a group affiliated with any personal online account of the
employee or applicant;
(4) Discharge, discipline, discriminate against, retaliate against or otherwise penalize any
employee who (A) refuses to provide such employer with a user name and password,
password or any other authentication means for accessing his or her personal online
account, (B) refuses to authenticate or access a personal online account in the presence of
such employer, (C) refuses to invite such employer or accept an invitation from the
employer to join a group affiliated with any personal online account of the employee, or
(D) files, or causes to be filed, any complaint, whether verbally or in writing, with a
public or private body or court concerning such employer’s violation of this subdivision
and subdivisions (1) to (3), inclusive, of this subsection; or
(5) Fail or refuse to hire any applicant as a result of his or her refusal to (A) provide such
employer with a user name and password, password or any other authentication means
for accessing a personal online account, (B) authenticate or access a personal online
account in the presence of such employer, or (C) invite such employer or accept an
invitation from the employer to join a group affiliated with any personal online account of
the applicant.
(c) (1) An employer may request or require that an employee or applicant provide such
employer with a user name and password, password or any other authentication means
for accessing (A) any account or service provided by such employer or by virtue of the
employee’s employment relationship with such employer or that the employee uses for
such employer’s business purposes, or (B) any electronic communications device
supplied or paid for, in whole or in part, by such employer.
(2) No employer shall be prohibited from discharging, disciplining or otherwise
penalizing an employee or applicant that has transferred, without such employer’s
permission, such employer’s proprietary information, confidential information or financial
data to or from such employee or applicant’s personal online account.
An employer cannot be prevented from:
(1) (A) Conducting an investigation for the purpose of ensuring compliance with
applicable state or federal laws, regulatory requirements or prohibitions against workrelated
employee misconduct based on the receipt of specific information about activity
on an employee or applicant’s personal online account, or (B) conducting an investigation
based on the receipt of specific information about an employee or applicant’s
unauthorized transfer of such employer’s proprietary information, confidential
information or financial data to or from a personal online account operated by an
employee, applicant or other source. Any employer conducting an investigation pursuant
to this subdivision may require an employee or applicant to allow such employer to
access his or her personal online account for the purpose of conducting such
investigation, provided such employer shall not require such employee or applicant to
disclose the user name and password, password or other authentication means for
accessing such personal online account; or
(2) Monitoring, reviewing, accessing or blocking electronic data stored on an electronic
communications device paid for, in whole or in part, by an employer, or traveling through
or stored on an employer’s network, in compliance with state and federal law.
(e) Nothing in this section shall be construed to prevent an employer from complying
with the requirements of state or federal statutes, rules or regulations, case law or rules of
self-regulatory organizations.
(f) Any employee or applicant may file a complaint with the Labor Commissioner
alleging violations of subsection (b) of this section. Upon receipt of the complaint, the
commissioner shall investigate such complaint and may hold a hearing. After the hearing,
the commissioner shall send each party a written copy of his or her decision. Any
employee or applicant who prevails in such hearing shall be awarded reasonable
attorney’s fees and costs.
(g) If the commissioner finds an employee has been aggrieved by an employer’s violation
of subdivision (1), (2), (3) or (4) of subsection (b) of this section, the commissioner may
(1) levy against the employer a civil penalty of up to five hundred dollars for the first
violation and one thousand dollars for each subsequent violation, and (2) award such
employee all appropriate relief including rehiring or reinstatement to his or her previous
job, payment of back wages, reestablishment of employee benefits or any other remedies
that the commissioner may deem appropriate.
(h) If the commissioner finds an applicant has been aggrieved by an employer’s violation
of subdivision (1), (2), (3) or (5) of subsection (b) of this section, the commissioner may
levy against the employer a civil penalty of up to twenty-five dollars for the first violation
and five hundred dollars for each subsequent violation.


What Students Are Saying About Us

.......... Customer ID: 12*** | Rating: ⭐⭐⭐⭐⭐
"Honestly, I was afraid to send my paper to you, but you proved you are a trustworthy service. My essay was done in less than a day, and I received a brilliant piece. I didn’t even believe it was my essay at first 🙂 Great job, thank you!"

.......... Customer ID: 11***| Rating: ⭐⭐⭐⭐⭐
"This company is the best there is. They saved me so many times, I cannot even keep count. Now I recommend it to all my friends, and none of them have complained about it. The writers here are excellent."


"Order a custom Paper on Similar Assignment at essayfount.com! No Plagiarism! Enjoy 20% Discount!"