There has been a minor controversy regarding employers requiring (or “requesting”) job candidates and employees to hand over access to their Facebook accounts. Those favoring this argue that employers need to know certain things about job candidates and employees and hence this is justified. Those opposed to it tend to argue that this violates privacy rights.
On the one hand, it can be argued that employers should be allowed such access. After all, Facebook accounts can provide a wealth of information about employees and candidates that would be very useful to the employer and this usefulness could be taken as justifying the intrusion. For example, a company could learn a great deal about a candidate whose posts show that he is a racist. As another example, a company could learn important information about an employee who posts photos of herself wasting time at work and stealing office supplies.
In cases in which the job involves matters of security (such as law enforcement), then having such access would seem to be even more reasonable. After all, a prison hiring guards would certainly want to know whether a candidate had photos of himself flashing gang signs.
On the other hand, there seem to be some rather good reasons against granting such access to employers. The most obvious is that the mere fact that the information would be useful to the employers does not entail that they have a right to access it. After all, access to candidates’ and employees’ personal conversations, journals, diaries, real-world photo albums, personal phone records, home, friends and so on would be very useful to employers. However, it would seem absurd to say, for example, that my university has a right to go through my house looking for information that might be useful to it. As such, it would seem that the employer’s need to know is not overriding. Naturally, there can be legitimate exceptions, such as during legal action. If I were, for example, stealing computers from my university, then the police would certainly have a right to search my house for the stolen goods-once they got a warrant, of course.
It might be objected that Facebook is not the same as these things. After all, it is online and it is intended to be a social network. As such, it is acceptable for employers to have access to these accounts. In reply, being online and being a social network does not entail a right to access. After all, personal email is online, but this hardly gives my employer the right to read my personal email. The fact that Facebook includes personal messaging makes this a rather exact analogy. In regards to the social network access, Facebook explicitly allows users to control access-just as people can control access in the actual world. My employer does not have the right to listen in when I am running with friends or to send an agent to observe my gaming. As such, they should not have these rights in regards to Facebook. In short, given that employers are not entitled to access to such information avenues in the real world it would follow that they are not entitled to that information merely because it is on Facebook. There is simply no relevant difference between the two and the burden of proof rests on those who would claim otherwise.
It might be countered that people do have a choice whether or not to hand over access. After all, they could refuse and not get the job or refuse and be fired. However, this is rather obviously not much of a choice. After all, a candidate or employer who is asked to trade sexual favors for a job has the choice to refuse. However, it would be absurd to say that this entails that employers can thus request sexual favors. Likewise, employers would not seem to have the right to require candidates and employees to hand over access to their Facebook accounts.
It might be countered that people who have nothing to hid have nothing to worry about. This is, of course, a fundamentally flawed reply. The mere fact that I have nothing to hide does not entail in any way that my employee should thus have the right to have access to my information. After all, I am in pretty good shape, so I have nothing to hide under my clothes. This does not entail that my employer gets to see me showering. I also have nothing to hide in my email or my house, but this hardly entails that my employer should be able to just read through my emails or wander about in my house at will.
A somewhat interesting point worth considering is that employers screened candidates and kept an eye on employees long before Facebook existed. While Facebook does provide one-stop privacy violation shopping, it would seem that the methods used before Facebook should suffice. There is also the matter of people who do not have Facebook accounts. Should they be required to get accounts so that their employers can check them?
As a final point, the state usually has to go through a legal process to get into private information (although the war on terror has changed this). As such, it might seem rather odd that employers can act with greater power than the state. Interestingly, in the United States employers often seem to have more power over peoples’ lives than the state-and this is often endorsed by the same folks who claim to be for liberty. However, we should be just as much on guard against impositions against liberty by employers as by the state.