Invisible Discrimination: Employers & Social Media Sites
Invisible Discrimination: Employers & Social Media Sites
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隐形歧视：雇主
DOI：
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发表时间：
2012
期刊：
影响因子：
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通讯作者：
L. Richard
中科院分区：
文献类型：
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作者：
J. Pate;L. Richard
随着社交网络网站的出现和流行，雇主-雇员/未来雇员之间的关系的边界已经远远超出了工作场所和工作时间。可以预见的是，这种关系的扩大导致了双方之间前所未有的敌对局面。不幸的是，在这个新的，充满活力的网络世界，传统的就业法的考虑正在努力尊重和反思。尽管这种表面上的冷漠，关系的每个阶段都受到社交网络媒体的严重影响。申请人招聘、信息收集和申请人选择会受到员工或潜在员工的社交网络通信的影响。本文探讨了现行和拟议中的法律是否保护企业家和潜在企业家的权利，使其免受雇主在申请人招聘、信息收集和申请人选择过程中使用社交媒体所造成的潜在非法歧视。
With the advent and popularity of social networks sites, the boundaries of the relationship between the employer-employee/prospective employee have stretched well beyond the work-place and work-hours. Predictably, this relationship expansion has led to unchartered adversarial scenarios between the respective parties. Unfortunately, in this new, vibrant cyber world, traditional employment law considerations are struggling for deference and rumination. Notwithstanding this ostensible indifference, each phase of the relationship is heavily impacted by social network media. Applicant recruitment, information gathering and applicant selection stand to be impacted by the social network communications made by employees or prospective employees. This article examines whether present and proposed law protects employeesO and prospective employeesO rights from potential, unlawful discrimination resulting from the employerOs use of social media in its applicant recruitment, information gathering and applicant selections processes.