Top
Stories

Latest News

Virginia Commission Vacates Facebook Fine in Workers’ Comp Dispute

An official of the Virginia Workers’ Compensation Commission has vacated a $200-per-day fine on Facebook for failing to reveal information from a subscriber’s account.

  • September 17, 2009
  • Comments (0)

An official of the Virginia Workers’ Compensation Commission has vacated a $200-per-day fine on Facebook for failing to reveal information from a subscriber’s account.

Virginia imposed the fine August 28 after Palo Alto, California-based Facebook Inc. did not respond to a workers’ comp defense attorney’s subpoena seeking information about an employee for Manassas, Virginia-based Colgan Air Inc., said Chief Deputy Commissioner James J. Szablewicz.

Facebook responded later and argued that the federal Electronics Communications Privacy Act prohibited it from responding to the subpoena.

A deputy commissioner agreed and vacated the $200-per-day fine, Szablewicz said. Facebook also argued that courts have ruled that the U.S. law prohibits social networking sites from revealing subscribers’ information—even in the face of a subpoena.

The case reportedly involved the airline’s attempt to obtain vacation photos of an employee to counter a workers’ comp claim for a back injury.

Filed by Roberto Ceniceros of Business Insurance, a sister publication of Workforce Management. To comment, e-mail editors@workforce.com.

Stay informed and connected. Get human resources news and HR features via Workforce Management’s Twitter feed or RSS feeds for mobile devices and news readers.

Leave A Comment

Guidelines: Comments that include profanity or personal attacks or other inappropriate comments or material will be removed from the site. We will take steps to block users who violate any of our posting standards, terms of use or privacy policies or any other policies governing this site. You are fully responsible for the content you post.

Daily Q&A

How Do We Persuade Management to Create Flex Schedules?

My company doesn’t have an official flex schedule policy, which means that some departments are able to have a flex schedule while departments such as mine do not (I work in human resources). What is the best way to present a request for consideration to our human resources executives to see if this arrangement could benefit us?

—Nimble We’re Not, HR generalist, financial/insurance/real estate, Iowa City, Iowa

Read Answer

Stay Connected

Join our community for unlimited access to the latest tips, news and information in the HR world.

HR Jobs

View All Job Listings

Search