The state of Oregon has amended its social media law. Back in 2013, Oregon enacted legislation that prohibits employers from accessing job applicant or employee social media accounts. Nor can employers require or request the disclosure of user names and passwords that provide access to such websites (such as Facebook, Twitter, and Instagram).
The amendment (SB 185) takes the original law one step further and restricts employers from mandating that job applicants or employees have a social media account as a condition of employment. This additional legislation goes into effect January 1, 2016.
Under SB 185, employers cannot:
• “Require or request an employee or an applicant for employment to establish or maintain a personal social media account…”
• “Require an employee or an applicant for employment to authorize the employer to advertise on the personal social media account of the employee or applicant…”
• Take negative action or penalize an employee or applicant for his/her refusal to establish or maintain a personal social media account or share access.
Employers in Oregon should begin preparing for the January 1, 2016 deadline. It is suggested that businesses and organizations review existing social media policies, and make modifications to comply with the amendment.
Click here to read the amendment (SB 185).
Read our previous blog post on Oregon’s social media law.