You may or may not have heard on the news in the last few weeks, but earlier this month, the SJC ruled that a man who was arrested for taking photos up women’s skirts on the MBTA was not committing a crime. The way that the law was written did not include taking pictures of the private parts of people who were fully clothed, only those who were undressed or partially undressed under the MA “peeping Tom” law. Following this ruling, the MA legislature moved quickly and just days later, on March 6th, the legislature passed a bill to change the law to include “photographs, videotapes or electronically surveils” another person’s sexual or intimate parts without that person’s consent. This is now a misdemeanor and a person convicted of such an act would face a maximum penalty of 2.5 yrs and $5,000 fine.
As of January 2014, only 11 states have laws prohibiting employers from asking you for login information (including passwords) to your personal social media accounts. New Hampshire has legislation pending to address this issue in the current session. Legislation on this issue was also introduced in Massachusetts in January 2013, but the bill is still sitting in the Joint Committee on Labor and Workforce development. Do you think an employer you are interviewing with or working for should be allowed to ask you to turn over your personal social media information as a condition of employment?
Not many people like to deal with conflict in their lives. Many avoid conflict by not talking about the issue, some even avoid the person they are in conflict with altogether so that they don’t have to deal with it at all. It is very easy to fall into that trap. Relationships breakdown and what started small often develops into something that seems insurmountable. I like to focus on the problem not the person. That is what those of us who practice in the fields of mediation and collaborative law have come to find can get you to a place where you are able to resolve your conflict and reach an agreement that you can both live with.
Information contained in this website may be considered attorney advertising under the rules of professional conduct. The information contained in this website is not intended for legal advice and accessing this site or using the "contact" section does not create an attorney-client relationship. Please do not send sensitive or confidential information through this website.