Tag: Social Media

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Facing up to privacy risks
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Victorian ruling clarifies application of privacy principles to social media accounts

Facing up to privacy risks

By Cameron Abbott and Karla Hodgson

Images of dramatically aged friends and family members have been flooding social media feeds over the last week, courtesy of FaceApp, an app that uses AI to digitally age a user’s photo. While many have been asking themselves “why would I make myself look older?” others have been discussing the risks of allowing an app to access and store personal data.

The app’s privacy policy allows FaceApp to retrieve information such as IP addresses and location data from users, in addition to the photo the user has selected for editing. When users agree to FaceApp’s terms of service, they agree to grant FaceApp a perpetual and irrevocable licence to use this data, including their name and likeness, which can be used for any purposes, including commercial purposes.

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Victorian ruling clarifies application of privacy principles to social media accounts

By Cameron Abbott and Rebecca Murray

The Victorian Supreme Court recently confirmed that an employer was not obliged to immediately notify an employee that it was accessing her Facebook messages during a disciplinary investigation. This case clarifies the manner in which the Victorian Information Privacy Principles (IPPs) apply to social media.

In this case, an employer conducted an investigation into an employee after a colleague reported her for making a number of abusive remarks over Facebook. During the investigation, the employer accessed the employee’s Facebook messages without her knowledge. She was subsequently found guilty of misconduct and given a final warning.

The employee appealed the case to the Supreme Court of Victoria after the Victorian Civil and Administrative Tribunal (VCAT) found that her employer had complied with the IPPs. In her appeal, she questioned whether the ways her employer collected and used the information was necessary “for the purposes of a workplace disciplinary investigation” and whether accessing it without her knowledge or consent was “necessary for one or more of the organisations functions or activities’ for the purposes of IPP 1.1”.

The Supreme Court of Victoria confirmed VCAT’s finding that collecting further information was necessary under IPP 1.1 as the employer was conducting a misconduct investigation “which was a legitimate purpose” and said there was nothing to suggest its approach was inconsistent with the right to privacy. Furthermore, the court found that VCAT was correct in finding that IPP 1.3 (and 1.5) did not impose an obligation of immediate notification on the employer as it could have jeopardised the integrity of the disciplinary investigation. Access the IPPs here. and read the court’s decision here.

Importantly, this case demonstrates that privacy law doesn’t automatically prevent employers from accessing the social media accounts of their employees to conduct investigations in appropriate circumstances.

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