tag:blogger.com,1999:blog-2938493123269026698.post3168111682198086129..comments2023-12-26T22:00:58.352-08:00Comments on InfoSec & Forensics Law: Facebook Privacy Terms of ServiceBenjamin Wrighthttp://www.blogger.com/profile/11543639411820745571noreply@blogger.comBlogger10125tag:blogger.com,1999:blog-2938493123269026698.post-79255291496562652972009-12-19T01:42:53.642-08:002009-12-19T01:42:53.642-08:00facebook has more complete guide for new privacy f...facebook has more complete guide for new privacy features. That's good.hanumhttp://nustaffsite.gunadarma.ac.id/blog/hanumnoreply@blogger.comtag:blogger.com,1999:blog-2938493123269026698.post-68570263624192592282009-02-08T22:18:00.000-08:002009-02-08T22:18:00.000-08:00Jennifer J, A simple background check would provi...Jennifer J,<BR/> A simple background check would provide all of the information required to determine if an indiviual is a threat to seniors. These checks are already done in great length both to work with or in close proximity to seniors or children. <BR/><BR/>I'm a nurse in LTC. The field is very secure without having an employer snoop through your internet garbage.<BR/><BR/>Federal and state criminal background checks as well as drug testing is pretty commonplace to work for a decent employer. This combined with the standard education, work history and references are all an employer needs to know.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-2938493123269026698.post-65028089606819934052009-02-08T13:10:00.000-08:002009-02-08T13:10:00.000-08:00The immediately foregoing comment (Feb. 8, 2009) q...The immediately foregoing comment (Feb. 8, 2009) quoted <A HREF="http://computersafety.wordpress.com/2009/01/26/facebook-myspace-identity-theft/" REL="nofollow">Myspace</A> terms of service. I do not read those terms as being inconsistent with the legal terms I proposed in the blog post above (forbidding employers from looking or copying). Thank you for commenting. --BenBenjamin Wrighthttps://www.blogger.com/profile/11543639411820745571noreply@blogger.comtag:blogger.com,1999:blog-2938493123269026698.post-82959628325951759192009-02-08T12:29:00.000-08:002009-02-08T12:29:00.000-08:00"I would rather we had all of the information base..."I would rather we had all of the information based on facts. This should supercede the right to privacy of an individual." <BR/><BR/>I sure hope you are not in any capacity of authority, and never hold any in the future in the United States. Our founding forefathers would be very upset at that statement. <BR/><BR/>No right supercedes the right to privacy (or to more accurately state, to be secure in your effects). Otherwise, let's just set up cameras in your home, bathroom and shower. Why not? Hey, we need the facts to make sure you're not a terrorist.<BR/><BR/>More on topic, once you put it on a MySpace or Facebook page, you should really read the TOS of those sites. Your disclaimer immediately becomes unenforceable. Once you place it up there, it's public domain. Even your ethical argument doesn't really hold up. I don't believe many people are going to sympathize when you bash your company, or perform stupid acts in a public forum and expect no action against you.<BR/><BR/>Myspace's TOS excerpt: "By displaying or publishing ("posting") any Content on or through the MySpace Services, you hereby grant to MySpace a limited license to use, modify, delete from, add to, publicly perform, publicly display, reproduce, and distribute such Content solely on or through the MySpace Services, including without limitation distributing part or all of the MySpace Website in any media formats and through any media channels, except Content marked “private” will not be distributed outside the MySpace Website."<BR/><BR/>In other words, unless you mark it "private", their TOS will supercede your own.Anonymousnoreply@blogger.comtag:blogger.com,1999:blog-2938493123269026698.post-51924041666310037192008-05-03T09:16:00.000-07:002008-05-03T09:16:00.000-07:00I believe that an employer ought to have all of th...I believe that an employer ought to have all of the information about an employee before s/he is hired. <BR/><BR/>I would not want to go to a doctor who has been sued for malpractice. I would want to ensure that those working in the health field, education, or other crucial industries, to hire employees who are who they say they are. One perfect example of this is the Sue Grafton book: T is for Trespass. I am doing work in the field of Long-Term Care and aging seniors and with an unregulated industry such as Personal Support Workers (PSWs), we cannot track those who have been violent with seniors. I would rather we had all of the information based on facts. This should supercede the right to privacy of an individual.Jenn Jilkshttps://www.blogger.com/profile/05259681360456905055noreply@blogger.comtag:blogger.com,1999:blog-2938493123269026698.post-15427331067871115752008-03-28T20:28:00.000-07:002008-03-28T20:28:00.000-07:00Hi Ben, First off, I'd say this is a good post...Hi Ben,<BR/> First off, I'd say this is a good post. What I'm about to say doesn't have too much to do with your post per se, but it's a different take on the same issue. <BR/><BR/>Legally, what you're saying is right. I can always post a disclaimer of sorts to make sure I stay safe, even if my employer reads my MySpace page. But then you bring in the ethical angle here which you say binds the employer. But then, the employee has some ethical binding as well. Why would he bitch about a company which helps him earn a living? If he does so, it simply means he doesn't see eye to eye with the employer. In that case, he should call it quits and move to some other company where he can give his 100%. He shouldn't be bitching about the company he works for in a public space like the internet, right?Pro Wrestling Fanhttps://www.blogger.com/profile/08604561673326932494noreply@blogger.comtag:blogger.com,1999:blog-2938493123269026698.post-52957161530397945972008-03-10T11:58:00.000-07:002008-03-10T11:58:00.000-07:00For more on the embedding of confidentiality notic...For more on the embedding of confidentiality notices in online records, see <A HREF="http://hack-igations.blogspot.com/2008/02/collaboration-e-discovery-and-record.html#c8450242561710189051" REL="nofollow">http://hack-igations.blogspot.com/2008/02/collaboration-e-discovery-and-record.html#c8450242561710189051</A>Benjamin Wrighthttps://www.blogger.com/profile/11543639411820745571noreply@blogger.comtag:blogger.com,1999:blog-2938493123269026698.post-89588010398782055702007-12-20T16:53:00.000-08:002007-12-20T16:53:00.000-08:00I'll also point out that the posting of a notice i...I'll also point out that the posting of a notice in an HR manual requires work on the employer's part. Many employers will not do the work. Many employers are too busy with other issues.Benjamin Wrighthttps://www.blogger.com/profile/11543639411820745571noreply@blogger.comtag:blogger.com,1999:blog-2938493123269026698.post-85703016044315550872007-12-20T16:41:00.000-08:002007-12-20T16:41:00.000-08:00You are correct. If an employer is aware of the i...You are correct. If an employer is aware of the issue, the employer could publish a standard notice that the employee agrees the employer may examine the employee's social networking site. But first, the employer has to be alert that employees are posting the privacy agreement I propose. Today employers are not alert to this. Also, a general notice in an HR manual may not be effective to overcome a conspicuous, specific agreement posted at the top of an employee's MySpace page.Benjamin Wrighthttps://www.blogger.com/profile/11543639411820745571noreply@blogger.comtag:blogger.com,1999:blog-2938493123269026698.post-20709992569456474672007-12-19T21:33:00.000-08:002007-12-19T21:33:00.000-08:00But wouldn't it be a rather trivial matter for the...But wouldn't it be a rather trivial matter for the employer to simply add notification language to job applications and HR policy manuals, similar to notifications regarding the use of credit reports?Anonymousnoreply@blogger.com