Employee privacy rights in California are governed by a combination of state and federal laws. In California, the right to privacy is considered a fundamental right, and the California Constitution provides explicit privacy protections.
What laws protect employee privacy?
The California Invasion of Privacy Act (CIPA) criminalizes various forms of invasion of privacy, including eavesdropping or recording confidential communications without consent.[1] This law is relevant to workplace privacy, especially in the context of electronic communications. While primarily focused on online privacy, the California Online Privacy Protection Act (CalOPPA) requires operators of commercial websites or online services to post privacy policies if they collect personal information from consumers through websites. The California Electronic Communications Privacy Act (CalECPA) extends privacy protections to electronic communications, including emails, texts, and location information by requiring California government entities to obtain a warrant, consent, or show the presence of an emergency before accessing electronic information.[2] Employers generally need consent or a legitimate business purpose to access such communications.
Landmark cases contributing to employee privacy
In Hill v. National Collegiate Athletic Association (1994), the California Supreme Court held that the NCAA’s drug testing program does not violate the state constitutional right to privacy because intercollegiate athletes have a diminished expectation of privacy and the NCAA had legitimate regulatory objectives in implementing their drug testing policy. This case contributed to the development of privacy protections in the workplace because the Court recognized that employees do not have the same level of diminished expectation of privacy as intercollegiate athletes and any invasion of an employee’s privacy rights by an employer requires legitimate justification. In Hernandez v. Hillsides, Inc. (2009), the California Supreme Court held that an employer’s installation of video equipment capable of monitoring and recording employee activity did not amount to a privacy violation because, under the specific circumstances presented in the case, the plaintiffs were not actually recorded and the employer had a legitimate business concern. The Court found that the installation of video equipment was not highly offensive or sufficiently serious to constitute a privacy violation. This case reinforced the importance of maintaining a workplace free from privacy invasions because the Court recognized that surveillance measures by employers in the absence of adequate notice to employees shall not be encouraged.
It’s important to note that privacy rights are subject to change, and new cases may influence the interpretation and application of these laws over time. Employers and employees should stay informed about legal developments and seek legal advice if needed.
What steps can employees take to proactively protect their privacy?
- Know Your Rights
- Educate yourself about privacy laws and regulations applicable in your jurisdiction, including both state and federal laws. This includes understanding your rights under the California Constitution, relevant statutes, and common law principles.
- Review Company Policies
- Familiarize yourself with your employer’s privacy policies and procedures. Employers often provide information about how they collect, use, and protect employee data. Be aware of any consent forms or agreements you may need to sign.
- Limit Personal Information
- Be cautious about sharing unnecessary personal information with your employer. Only provide information that is required for your employment, and avoid disclosing more than what is necessary.
- Be Mindful of Electronic Communications
- Assume that your work emails and electronic communications may be monitored. Use company-provided communication channels for work-related matters, and avoid using personal accounts for work purposes.
- Secure Personal Devices
- If you use personal devices for work purposes, ensure that they are secure. Use strong passwords, enable encryption, and update your software regularly to protect sensitive information.
- Understand Monitoring Practices
- Familiarize yourself with your employer’s monitoring practices. Some monitoring may be legally permissible, but employers generally need to strike a reasonable balance between business needs and employee privacy.
- Request Privacy Protections in Writing
- If you have specific privacy concerns, consider requesting protections in writing. This could include asking your employer to clarify their data collection and monitoring practices or seeking assurances about the confidentiality of certain information.
- Address Concerns with HR
- If you believe your privacy rights are being violated, express your concerns to your Human Resources (HR) department. Many employers have mechanisms in place to address privacy issues and may work with you to find a resolution.
- Use Privacy Settings
- If your employer uses online platforms or software for communication and collaboration, familiarize yourself with privacy settings. Adjust these settings to control who can access your information and communications.
- Document Privacy Incidents
- If you experience a privacy violation, document the incident. Keep a record of relevant details, such as dates, times, and individuals involved. This documentation may be useful if you decide to take further action.
- Seek Legal Advice
- If your privacy concerns persist or escalate, consider seeking legal advice. An employment attorney can help you understand your rights, evaluate the situation, and provide guidance on the best course of action.
At Matern Law Group, we believe that every employee deserves a workplace where their privacy is respected. By taking these proactive steps and staying informed, you can empower yourself to navigate the complexities of workplace privacy in California. If you find yourself facing privacy challenges, remember that our team is here to advocate for your rights and provide the legal support you need.
[1] California Penal Code Section 632
[2] California Penal Code Section 1546