Privacy Issues in the Community College Workplace

 Ask applicants or employees for personal information that is not job-related  Investigate or seek personal information about applicants or employees that is not job-related

Generally, employers must NOT:

 Applicants’ and employees’ interest in

Applicable balancing test:

keeping personal information private versus employer’s legitimate interest in determining qualifications to perform the job in question

A. H IRING I NTERVIEWS , Q UESTIONNAIRES AND T ESTS All hiring questions must relate to the applicant’s ability to perform the job. Questions about religious beliefs, sexual orientation or gender identity, sexual preferences or habits, financial condition, family relationships, and other such private information may not only violate anti- discrimination laws, but may also violate constitutionally protected privacy rights. The best way to ensure that screening questions are job-related is to evaluate the job position in question. Once the agency is fully aware of the duties and requirements of a job, the agency is in a better position to tailor its interview questions to those that test an applicant’s ability to perform that job.

Fraternal Order of Police v. City of Philadelphia 21 A federal court was called upon to decide the constitutionality of an employment questionnaire that contained questions about medical, psychological, and financial condition, and similar types of information. The questionnaire was given as a condition to reassignment to an elite police unit, and contained the following questions, (that the trial court found violated the employees’ right to privacy): “List any physical defects or disability, also list any extended time spent in the hospital for any reason.” “Are you now or have you ever been…treated or observed by any doctor or psychiatrist…for any mental or psychiatric condition?” “Do you gamble? a) How often? b) How much?” “List each loan or debt over $1000….” These questions were ultimately approved by the appellate court but based only on the grounds that the employer issued the questionnaire for a position in an “elite investigations” police unit. The court also held that the individuals applying for the elite unit had a decreased expectation of privacy. 22 National Aeronautics and Space Admin. v. Nelson et al 23 . The U.S. Supreme Court held that form questionnaires asking employees about treatment or counseling for recent illegal drug use and asking open-ended questions of the employees’ landlords and designated references did not violation the employees’ right to information privacy.

Privacy Issues in the Community College Workplace ©2019 (c) Liebert Cassidy Whitmore 15