Comments on: Did warning to workers defame fired employee? http://www.hrlegalnews.com/did-warning-to-workers-defame-fired-employee/ Up-to-the-minute cases and law impacting HR Fri, 17 Jul 2009 14:01:31 -0400 http://wordpress.org/?v=abc hourly 1 By: Steve http://www.hrlegalnews.com/did-warning-to-workers-defame-fired-employee/comment-page-1/#comment-4448 Steve Wed, 04 Feb 2009 22:17:22 +0000 http://www.hrlegalnews.com/?p=799#comment-4448 Again we have an individual, who is at fault, trying to play the "get last" game with an employer. If you don't want people finding out about your dishonest and non-ethical character, maybe you should re-consider doing something (stealing) that you know is wrong. (Bad guys should not have an expectation of privacy for criminal acts they have committed) Again we have an individual, who is at fault, trying to play the “get last” game with an employer. If you don’t want people finding out about your dishonest and non-ethical character, maybe you should re-consider doing something (stealing) that you know is wrong. (Bad guys should not have an expectation of privacy for criminal acts they have committed)

]]> By: Mike http://www.hrlegalnews.com/did-warning-to-workers-defame-fired-employee/comment-page-1/#comment-4127 Mike Sat, 31 Jan 2009 00:43:58 +0000 http://www.hrlegalnews.com/?p=799#comment-4127 THe case reported above was a private company. If it were a public agency, then likely there would be state or federal rules protecting the privacy rights of individuals (e.g. the Privacy Act in the Federal sector). Under these laws, the manager would be guilty of violating privacy requirements even if, as here, there was no libel because the statements were true. (Even bad guys have privacy rights...) The rellevant info could have been shared with other employees in ways that would not reveal the identity of the employee - sanitize (redact) the names & other identifiers, and/or modify ther factual background so as to hide the identity of the guilty party without losing the point. The extra "oomph" of naming the employee is not worth a Privacy Act violation. THe case reported above was a private company. If it were a public agency, then likely there would be state or federal rules protecting the privacy rights of individuals (e.g. the Privacy Act in the Federal sector). Under these laws, the manager would be guilty of violating privacy requirements even if, as here, there was no libel because the statements were true. (Even bad guys have privacy rights…)

The rellevant info could have been shared with other employees in ways that would not reveal the identity of the employee – sanitize (redact) the names & other identifiers, and/or modify ther factual background so as to hide the identity of the guilty party without losing the point. The extra “oomph” of naming the employee is not worth a Privacy Act violation.

]]> By: SJF http://www.hrlegalnews.com/did-warning-to-workers-defame-fired-employee/comment-page-1/#comment-4050 SJF Thu, 29 Jan 2009 15:16:59 +0000 http://www.hrlegalnews.com/?p=799#comment-4050 I wonder how it met the criterion of causing an economic loss or other adverse consequences. I wonder how it met the criterion of causing an economic loss or other adverse consequences.

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