Is it legal to coerce employees into undergoing lie detector tests? Someone has been stealing from my girlfriend's workplace (not her) and they're forcing everyone there to undergo a lie detector test or lose their jobs. Since such tests don't actually work, is this even legal? I have done some research but I can't get a straight answer under UK law, as the web mostly mentions US law.
From Private Investigators UK: Polygraph testing is 100 per cent, totally, completely legal in the United Kingdom. However, there are a few conditions. The person undergoing the polygraph exam must be cooperative and willing to take the polygraph. No one can be forced to take one. The person administering the polygraph test must be qualified to do so and must hold a relevant degree and license. These results however, are inadmissible in a court of law. This is because there is a fair chance of the results of a polygraph being inaccurate. Since physiological responses are measured, it is possible that the stress of the situation may cause the examinee to register many false positives. As the results are inadmissible in a court, I think there would be reasonable grounds to claim unfair dismissal if she were sacked because of the test's results.
This doesn't sound like fraud (against you, at least), but it does sound like an unfair or deceptive trade practice, which is outlawed by Section 5 of the Federal Trade Commission Act and perhaps the Pennsylvania Unfair Trade Practices and Consumer Protection Law, both of which prohibit unfair and deceptive trade practices. I don't know about Pennsylvania, but the FTC has on many occasions taken action against companies for engaging in just this kind of behavior. To find out whether you would be able to take action against the other company, you'd want to find a good competition lawyer in Pennsylvania. For some more basic background on the FTC's rules, check out this primer.
There is no prohibition on lying in general. Misrepresentation If you misrepresent a fact and that misrepresentation is a material inducement to someone entering into a contract with you then there are a number of problems that follow: The (mis)representation may become a term of the contract and if not complied with can allow the aggrieved party to either sue for damages or rescind the contract. If the misrepresentation led to the contract being entered into by mistake then the contract is void for mistake The misrepresentation may have become a collateral contract an innocent or negligent misstatement may give rise to the tort of negligent misstatement misrepresentation may put you in breach of trade practices statutes. Fraud If you knowingly tell a lie with the intention of receiving a benefit then this is both the tort and crime of fraud. You receiving employment or your company securing a contract probably qualifies as intending to receive a benefit.
I can’t think of any laws against pretending to commit a crime, per se. For example, undercover police officers often pretend to buy or sell illicit goods, to see who will take them up on the offer. However, pretending to commit some crimes could be a crime. if you intentionally pretend to be violent or unstable, and this “puts another person in reasonable apprehension of imminent harmful or offensive contact,” that could be common assault.
Yes and no. Using deception to get someone to open the door so that you can execute a warrant is okay (United States v. Contreras-Ceballos, 999 F.2d 432). Leading a criminal to believe that you are a crime-customer (e.g. for purposes of a drug sale) and not a police officer is okay (Lewis v. United States, 385 U.S. 206), but must be limited to the purposes contemplated by the suspect and cannot turn into a general search. Lying about whether you have a warrant is not okay (Bumper v. North Carolina, 391 U.S. 543, Hadley v. Williams, 368 F.3d 747), nor is it okay to lie about the scope of a warrant (United States v. Dichiarinte, 445 F.2d 126). Misrepresenting the true purpose of entry, even when the person is identified as a government agent, negates consent (US v. Bosse, 898 F. 2d 113; United States v. Phillips, 497 F.2d 1131; United States v. Tweel, 550 F.2d 297). However, there is no requirement to be fully forthright (US v. Briley, 726 F.2d 1301) so you can gain entry saying that you "have a matter to discuss with X" even when the intent is to arrest X. In a case similar to what you describe, United States v. Wei Seng Phua, 100 F.Supp.3d 1040, FBI agents disrupted internet access and then posed as repairmen to gain access to the computer. Their efforts were wasted, as fruits of the poisonous tree.
The fact that it is possible to engage in fraud, doesn't mean that it is impossible to prove something. Usually, in a civil action, testimony that a business record says something and that it was not falsified is sufficient to meet a preponderance of the evidence standard (i.e. to establish to the satisfaction of a judge or jury that it is more likely that something is true than it is that it isn't true). It is easy to forge checks too (and hard to prove that a signature is fake), but that doesn't mean that you can't prove payment by check or that negotiable instruments are useless.
In the US, there are separate regulations pertaining to different forms of discrimination for employment, thus there is no one-size answer. For sex, 29 CFR 1604.7 states: A pre-employment inquiry may ask “Male........., Female.........”; or “Mr. Mrs. Miss,” provided that the inquiry is made in good faith for a nondiscriminatory purpose. Any pre-employment inquiry in connection with prospective employment which expresses directly or indirectly any limitation, specification, or discrimination as to sex shall be unlawful unless based upon a bona fide occupational qualification. Let us take it for granted that sex is not a bona fide occupational qualification for an academic position. Thus the question is lawful only if there is a legal underlying interest. Suppose the question were "As a man, would you be able to able to effectively empathize with your nursing students?": this does not serve a legally allowed purpose, and only serves to indirectly restate a sexually discriminatory premise. This University of New Hampshire guidelines pages summarizes the basic interview prohibitions succinctly. Notice that the language of the regulation is stated purely in terms of the existence of such an inquiry – it does not restrict such inquiries "as made by the CEO", or "as made by the hiring committee". It simply says that such an inquiry is not to exist. It is thus the university's obligation to assure that all administrators, faculty members, graduate students, undergraduates, staff members, and members of the general public who are allowed to participate in pre-hiring interviews know what kinds of questions are legal versus illegal.
I think haveibeenpwned would be legal in the EU because it carries out a task in the public interest (Art. 6(1)(e)), and it shares no more data then necessary, for example you can search for a password, but it would not show you the emailaddress which belongs to that password. It would also be legal for you to hold a copy of a leaked database, but only if you have a legitimate interest (Art. 6(1)(f)) to have it. Being a security company does not change that, but finding a legitimate interest might be easier. If you have a legitimate interest to hold a copy of a leaked database, it does not mean you can use it in any way you like. For example testing if the password still works, is very likely illegal everywhere in the EU. But I'm not familiar with the UK laws.