{"id":4817,"date":"2025-04-21T16:54:33","date_gmt":"2025-04-21T16:54:33","guid":{"rendered":"https:\/\/shegerianconniff.com\/?p=4817"},"modified":"2025-04-21T16:54:33","modified_gmt":"2025-04-21T16:54:33","slug":"the-impact-of-social-media-on-workplace-discrimination-cases-in-california","status":"publish","type":"post","link":"https:\/\/shegerianconniff.com\/dev\/the-impact-of-social-media-on-workplace-discrimination-cases-in-california\/","title":{"rendered":"The Impact of Social Media on Workplace Discrimination Cases in California"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">Around the world, there are more than 5.4 billion social media users, and the majority use at least six platforms each month. The six most popular social media platforms are:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Facebook<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Instagram<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">LinkedIn<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Pinterest<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">TikTok<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">YouTube<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Social media\u2019s popularity for staying in touch, venting frustrations, and sharing photos is undeniable. However, its expansion into the workplace can become problematic. With <a href=\"https:\/\/shegerianconniff.com\/dev\/\">Shegerian Conniff<\/a>\u2019s dedication to employee rights and fair treatment, social media has the power to impact workplace discrimination cases in both positive and negative ways. Privacy is one of them.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">What Are the Legalities of Social Media Use Regarding the Workplace?<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">California law protects an employee\u2019s or potential employee\u2019s social media activity. Labor Code Section 980 prohibits employers from:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Requiring that an employee provide their username and\/or password in order to access the employee\u2019s personal social media.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Requiring an employee to access their social media accounts in front of the employer.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Requiring an employee to provide personal social media posts.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Your employer cannot stop you from posting about your wages, benefits, hours worked, or other employment rules and conditions. You\u2019re allowed to share facts regarding sexual harassment you experience in the workplace. You can also share communications, such as emails, that your employer sent to you regarding political beliefs, affiliations, or political engagements or actions, such as the CEO running for senate.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">That covers how you can use social media and how you\u2019re protected. But, there are also circumstances where your employer has the right to access your social media content.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">If the request is due to allegations of legal violations or misconduct, the employer has the right to ask for access or to see the alleged posts or photos. An employer cannot threaten to fire or discipline you if you do not comply, except if the reason for accessing social media is legally justified. This includes posts or photos that:<\/span><\/p>\n<ul>\n<li><span style=\"font-weight: 400;\">Are made using company equipment for social media.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Make threatening, harassing, vulgar, obscene, or discriminatory posts about a co-worker, contractor, supplier, or supervisor.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Share proprietary information.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Show engagement in unlawful conduct outside of work.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Use the employer\u2019s name, logo, trademark, etc., while seemingly speaking on their behalf.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">If you do not have your permissions completely private, anything public that your employer can view without your permission is allowed. Do everything you can to make sure your posts are as private as you believe. You might have set your permissions to \u201cfriends only,\u201d but are your friends going to forward your posts or photos? Are their settings as private as you believe? Anything you post on social media could be shared, so it\u2019s important to limit what you share online.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">California\u2019s Ninth Circuit found that social media posts made by a co-worker on their personal account do constitute harassment. It dispelled the common belief that only actions taking place at work or a work event are actionable.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The case involved a correctional facility psychologist (Okonowsky) and a corrections lieutenant (Hellman) who occasionally worked together on handling \u201cdifficult inmates.\u201d Hellman created a social media account and made posts containing discriminatory, harassing content that were believed to be against Okonowsky.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">After filing a discrimination complaint, a judge determined that since it happened on a personal social media account, there was no valid case. She appealed, and the Ninth Circuit found that harassment that\u2019s publicly viewable and shared does qualify as workplace harassment. That\u2019s helped set the stage for laws that protect against online acts of discrimination and harassment in the <a href=\"https:\/\/shegerianconniff.com\/dev\/practice_areas\/hostile-workplace\/\">workplace<\/a>.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">The Use of Social Media for Gathering Evidence<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Social media is a useful tool for gathering evidence. Scouring less private X, Facebook, Instagram, Reddit, and LinkedIn accounts are all useful in finding discriminatory acts, bias, or harassment. Here are some of the ways you can find plenty of evidence to support your discrimination complaint.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Discriminatory Intent<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">A company owner regularly posts jokes or cartoons about how Hispanic workers can\u2019t read and are, therefore, perfect targets for cheating out of fair wages. Even if this isn\u2019t currently happening at work, it does reveal a pattern of bias. It could be fuel for future wage discrimination lawsuits.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Discriminatory Language and Harassment<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Employees post comments, images, and memes that may not be offensive to them, but they could be offensive and hurtful towards other employees, contractors, and management, even if they\u2019re made outside of work hours on a personal account.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Evidence of Disparate Treatment<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Suppose a woman gets caught taking a longer lunch than is allowed and loses her job. She sees a social media post by a male co-worker that states he took twice a long a lunch break as they were supposed to, and the boss just laughed it off. It\u2019s proof of unfair treatment and that the boss may have terminated her for <a href=\"https:\/\/shegerianconniff.com\/dev\/practice_areas\/gender-discrimination\/\">discriminatory reasons<\/a>.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Challenges You Face When Using Social Media as Evidence<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">While it\u2019s a great source of evidence to strengthen your case, social media isn\u2019t without flaws. There are many reasons it\u2019s not always the best evidence for workplace discrimination cases in California.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Admissibility: Because AI, Photoshop, and other programs can be used to alter images, you need to prove a post is authentic and not altered in any way. It takes hard work to establish the authenticity of a social media post to ensure it\u2019s admissible.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Employee Awareness: You need to have clear rules in place regarding what you can and cannot access when it comes to an employees\u2019 personal social media accounts. Make sure this information is clearly stated in an employee handbook so that no employee can argue that they didn\u2019t realize what they were\u00a0 doing was against company policy.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Employee Monitoring: California laws restrict employers from accessing a worker\u2019s social media accounts except in limited situations. Continually monitoring a personal account isn\u2019t always legal. You must have clear proof of the need before you do, and it can often be challenging to prove that the need came before you saw the offensive posts.\u00a0<\/span><\/li>\n<\/ul>\n<h3><span style=\"font-weight: 400;\">Employers Benefit from Being Proactive<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Discrimination that occurs on social media is best stopped by having clear social media policies that no one can debate. Employers need to take these steps to remain proactive and stop social media discrimination and harassment.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Create a comprehensive social media policy that\u2019s posted in visible areas and in the employee handbook.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Hold yearly social media awareness training sessions.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Legally monitor social media accounts to watch for posts and comments that are violations of company policy.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Set up a simple method for reporting violations.<\/span><\/li>\n<\/ul>\n<h3><span style=\"font-weight: 400;\">Be Careful What You Share<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Social media can impact California workplace discrimination cases. It\u2019s a great avenue for collecting evidence against your employer, but it can also be detrimental. You must be very careful sharing any information regarding your complaint. You may feel it\u2019s private and that your friends will keep it that way. The reality is that a screenshot could spread your supposedly private post outside of your close circle of friends.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Posting on sites like Reddit may seem to provide you with anonymity, but again, nothing is truly private. You mustn\u2019t state anything on social media that you wouldn\u2019t say to your employer\u2019s face.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Before you do or say anything, talk to a workplace discrimination attorney. You want someone knowledgeable with California discrimination laws and the best steps to take when you have a complaint.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Shegerian Conniff has helped many California workers file successful complaints against their employers. <a href=\"https:\/\/shegerianconniff.com\/dev\/contact-our-employment-law-firm-shegerian-conniff\/\">Reach us online<\/a> to schedule a free consultation.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Around the world, there are more than 5.4 billion social media users, and the majority use at least six platforms each month. The six most popular social media platforms are: Facebook Instagram LinkedIn Pinterest TikTok YouTube Social media\u2019s popularity for &hellip; <a href=\"https:\/\/shegerianconniff.com\/dev\/the-impact-of-social-media-on-workplace-discrimination-cases-in-california\/\">Continue reading <span class=\"meta-nav\">&rarr;<\/span><\/a><\/p>\n","protected":false},"author":1,"featured_media":4818,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[15],"tags":[],"class_list":["post-4817","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>The Impact of Social Media on Workplace Discrimination Cases in California - Shegerian Conniff<\/title>\n<meta name=\"description\" content=\"Social media can impact California workplace discrimination cases. 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