How far would you go to secure your dream job? Or in this economy, any job? What if your potential employer asked for your Facebook password in order for you to advance in the interview process? It seems ridiculous, but unfortunately an alarming number of cases like this are surfacing.
Facebook seems to have finally caught wind of the situation, and has threatened to sue employers who ask job applicants for passwords to their accounts. On Friday, March 23, Facebook’s chief privacy officer released a statement saying, “We’ll take action to protect the privacy and security of our users, whether by engaging policymakers or, where appropriate, by initiating legal action. Sharing a Facebook password or asking for someone else’s password violates Facebook’s user agreement. An employer who requests such information may face unanticipated legal liability.”
Facebook warned that if personal information gathered from a Facebook page negatively affects an employer’s decision, the company might be liable for discrimination. Facebook didn’t, however, state any specific legal actions it would take.
And that’s probably because asking for a job applicant’s Facebook password is not actually illegal. Typically, interviewers are only prohibited from asking questions that are discriminatory in nature.
So what can and can’t employers ask in interviews? And what are you supposed to do if you are caught being pressured to answer an illegal question? Weidert’s PR team did its own investigation into Wisconsin’s Fair Hiring laws—for all of you who are just entering or re-entering the job market.
It is illegal for an employer in Wisconsin to inquire about past arrest records, but it allows for consideration of a current arrest. This basically means that employers can ask about any arrest that is unresolved, but if it is in the past, they should leave it there.
It is unlawful for an employer to ask about the number of children you have, their ages, your childcare situation or your pregnancy status. These questions are considered to be discriminatory against women and are usually only asked to gauge potential tardiness and absenteeism.
It is illegal for an employer to seek credit reports or a history of credit. Inquiries of this nature are irrelevant to job performance and are considered to be discriminatory to minorities.
Family Members at the Company
It is illegal for an employer to ask if you have friends or family working for their company. Although they may have policies against it that are legal, they can not make these inquiries during the interview, as they usually have a negative impact on women more than men.
It is never legal to require an applicant to take a polygraph test as a condition of employment. Any test taken must be voluntary and have no impact on the hiring decision.
While it’s lawful to ask a person what their lowest acceptable salary is, it is illegal to pay a woman less than a man performing the same job functions.
So, although it may be legal as of right now for an employer to ask for your Facebook password, remember that they can’t base their decision on what they see. Either way, remember that you have the right to say no.