Your Private Emails Can Be Read By Your Employer

Many people, like our former Secretary of State, consider their work e-mail as their own private lifeline to the outside world.  Crude jokes, funny stories about your bosses or put-downs of minorities are exchanged.  However, doing so can get you fired because your emails are not private. Your employer can read them and use them against you in any disciplinary proceedings.

A federal law, the Electronic Communications Privacy Act of 1986, prohibits the interception of email communications and accessing stored emails without authorization.  Unfortunately, these apparent protections are illusory for employees.  The courts have very narrowly interpreted the statute.  In the first instance, they have interpreted “interception” as being the simultaneous reading of an e-mail as it is being sent.  Reading an email already transmitted does not qualify.   As for stored emails, the law allows for searches by communication service providers.   If your email is stored on your employer’s email server, you are out of luck.  Generally, the courts have also held that employees have no reasonable expectation of privacy in their work computers.

Do not use your work computers for private communications.  Gmail and other servers are free and most of us have smart phone where we can read our emails and texts.  Don’t be another Hilary Clinton. 

Kim Steven Juhase, ESQ.
Partner, Novak Juhase & Stern

Check us out on Facebook, LinkedIn, and at njslaw.com  

If You Want Modification, Better Hire an Attorney

         

        Perhaps the most prized possession of an average American is his or her home (although the iPhone is catching up). While it still retains its status as the ultimate expression of achieving the American Dream, at no time in US history was this dream subject to peril as it has been after the 2008 collapse of the housing market.

What could be worse in one’s moment of desperation and need of assistance than to be taken advantage of by some unscrupulous individual or a company that will claim to protect you but in reality take your money and disappear? As these fraudulent schemes made their way into the public eye, Federal and State governments responded with important protective laws.

School Interns Slaves No More: Harassment and Rights of an Unpaid Internship

SCHOOL INTERNS SLAVES NO MORE

            In 1865 the 13^th Amendment to the US Constitution outlawed slavery.  In 1938   the Federal Fair Labor Standards Act set a minimum wage for all employees.  In 1964 Title VII and New York’s Human Rights Law protected paid employees from   harassment and discrimination based on age, religion, sex, among others and with the passage of ADA law from discrimination based on disabilities including pregnancies.  Employers were cautious about blatantly violating these laws and lawsuits abound where discrimination is discovered.  That is except for student interns.

            Student interns have been unable to seek any such protection since they are not technically employees because they work for free.  Many college masters programs in speech, PT or social work require their students to participate in internships.  These are our children who believed they are so lucky to get unpaid internships in their fields of employment.  Yet at times, those internships are not so ideal.  When an unpaid intern in New York sued a Chinese news company, Phoenix Satellite Television, because, she said, a supervisor had groped and assaulted her; a federal judge dismissed her case.  Since she was not paid for her work, the law did not view her as an employee under Title VII.  The same thing happened in 1997, when an intern at a psychiatric hospital claimed that she was urged to join an orgy and to strip naked before meeting with a doctor.  The courts threw out her sexual harassment claim because she was not paid.  The same was true for minimum wage rules; students were not deemed employees in the eyes of the law.

NEW PROTECTION FOR INTERNS