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An employer could check the applicant's Facebook, Twitter, and LinkedIn accounts to see how the applicant behaves outside of work. U.S. employers are legally prohibited from taking into account anything they discover about a person's marital status, sexual orientation, religion, or political views when making the final decision to hire or not ...
The Work Number collects and archives weekly salary information. It also collects length of employment, job titles, "location information", and "other kinds of human resources-related information, such as health care providers, whether someone has dental insurance and if they’ve ever filed an unemployment claim."
As of 2016, except in the states of California, Maryland, and Illinois, there are no laws that prohibit employers from using social media profiles as a basis of whether or not someone should be hired. [4] Title VII also prohibits discrimination during any aspect of employment including hiring or firing, recruitment, or testing. [5]
But some employers seem to be adopting a new approach -- requiring applicants to have "a stable work history" -- which may, in essence, serve the same purpose: To weed out the unemployed.
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In the modern workplace, computers are labor tools. Therefore, if the employer provides the computer, they have the right to control usage. That being said, the law requires an employer who monitors employees to create an atmosphere of transparency. The monitoring process has to be included in the employment contract and policies.
So, we analyzed 8,000 LinkedIn paid job postings from August 2024 in the USA and in the UK across a range of sectors, hybrid, remote and office-based roles, and varying job levels.
As part of these obligations, you must disclose your employer, client, and affiliation with respect to any contribution for which you receive, or expect to receive, compensation. You must make that disclosure in at least one of the following ways: a statement on your user page, a statement on the talk page accompanying any paid contributions, or