On February 8, 2023, a federal trial court in New Jersey ruled that login credentials were a trade secret and also addressed the concept of “misappropriation of confidential information,” in a case where one party was accused of locking the
Sharing information and reaching consumers is even easier today thanks to the prevalence of social media.
In the wake of the National Labor Relations Board’s (NLRB) decision in The Boeing Company, 365 NLRB No. 154 (Dec. 14, 2017), the NLRB has recently issued new guidance regarding employee handbook rules. The NLRB’s guidance can be found here.
In Boeing, the Board overturned its old standard, under which an employer rule violated the National Labor Relations Act (NLRA) if a worker could “reasonably construe” it to interfere with the right to engage in protected concerted activity. Under the new standard adopted by the Board, an employer rule will only violate the NLRA if it would be reasonably interpreted to interfere with workers’ NLRA rights considering the balance between (A) the nature and extent of the rule’s potential impact on protected rights and (B) the employer’s legitimate justifications for the rule.
Businesses today operate in a global, borderless environment, in which social media platforms allow them to market and distribute their goods and services around the world with ease. As a result, it has become more difficult to protect and enforce a company’s intellectual property rights online. For example, an alleged infringer could circumvent a country-specific restriction to access certain material by simply changing his or her ‘virtual’ location. This is posing an interesting question for the courts, and has led to a recent Supreme Court of Canada (SCC) decision in which the SCC ordered a worldwide injunction against a third party in order to ensure that an alleged infringer could not circumvent a national restriction. (Google Inc. v. Equustek Solutions Inc., 2017 SCC 34 (the Worldwide Injunction Decision)).
In 2017, LinkedIn made several updates to its Terms of Service – comprised of its Privacy Policy and User Agreement – to provide for new LinkedIn features and give users some choices over how their information is used.
In general, the changes revolve around new features that are intended to increase profile visibility and make it easier for users to share and connect with each other. LinkedIn permits users to opt in or out of these features to accommodate individual privacy preferences.
Although the Computer Fraud and Abuse Act (CFAA) (18 U.S.C. § 1030) is a federal statute that primarily protects against unauthorized computer access such as hacking, it can also impact employers in the realm of social media. Originally enacted in 1984, CFAA makes it illegal to access knowingly or intentionally a “protected computer” without authorization or in excess of authorized access. Protected computers are defined broadly to include all computers that are used in or affect interstate commerce, and thus include most employer-owned computer systems. Violations of CFAA may result in criminal penalties, and CFAA also permits individuals (and employers) to bring a civil action for damages or injunctive relief. Employees rarely sue their employers under CFAA, but employers should nonetheless consider CFAA in formulating their social media policies and determining how they will regulate employee use of social media.
Social media channels represent an exciting medium to reach out to the public and potential collaborators. Social media can also play an important role in helping generate positive buzz for organizations seeking to develop a market for their products or