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Facts And Ruling Of Quon V. Ontario


This assignment will assess Competency 7: Relate regulations in employment law to different employment relationships.
In this lesson plan you read City of Ontario v. Quon. 

Provide a brief description of the facts of the case. Identify the legal issues of the case. Explain the rule that was created by the decision of the court.
Both courts agreed that Quon did not have a reasonable expectation of privacy in the text messages, despite the fact that his boss told him that the messages would be private if he paid the overages. 

What statements or acts by an employee, in your opinion, would be necessary to create an expectation of privacy in the messages? Where is the line drawn? In your opinion, would this case have been decided differently if it had involved an employer-supplied communication device other than a pager? If so, how?

The Court decided the case on narrow grounds, purposefully stopping short of pronouncing broadly applicable rules for electronic communications. If they had taken on the task of a broadly applicable rule, what, in your opinion, should they have said?

Your brief should be one to two pages in length and follow these guidelines:

  • Double-spaced
  • 12-point Times font
  • One inch margins
  • APA format (Title page, Citations, Reference page, and quotes over three lines do not count towards the minimum page limit)
  • Correct spelling, grammar, and punctuation

Title: Facts And Ruling Of Quon V. Ontario
Length: 2 pages (1200 Words)
Style: APA



The United States Supreme Court considers an instance specifically noteworthy to the individuals who think about security law. On April 19, 2010, the Court heard contention in Ontario v. Quon, U.S., No. 08-1332. The case recorded in this court is possibly imperative for businesses who depend on composed, unequivocal "adequate utilize" strategies with respect to organization possessed electronic frameworks, particularly where those arrangements endeavor to make it plain that workers have no sensible desire of protection in correspondences sent or got over those frameworks (Fishman, 2011). This sort of notice to workers has been viewed as the lynchpin to bosses' flexibility to screen utilization of their electronic interchanges frameworks. This paper discusses the facts of the case, legal aspects, and its ruling (Fishman, 2011).


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