Left Job with all acounts, etc. with personal email I have worked at a startup company for the past year, and I have decided to leave the company after a rough end. The company was basically falling apart, everyone was fighting with each other and the boss and I did not get along. After I left I realize that I am an admin for all of their online stuff. I am the only one with access to their website, access to their google business page, etc. It's all connected to my personal email, and I want to get rid of it. They have not contacted me about any of it, and its been over 1 month. I am just getting tired of seeing all their info every time I look at my personal email etc. Can I just delete everything? Since i am the admin i can't really just leave and let it stay up, I can delete it or keep it up. Could this be breaking the law in any sorts or anything? p.s The boss never gave us business email, so we had to use our personal emails most of the time. I never thought it would end like this either, so I didn't mind using my own email. Thanks.
What's the worst that can happen? If you do nothing, it's a bit inconvenient. If you delete all that company's stuff, who knows what they could sue you for. I'm not saying they would be right, but being sued can be expensive, no matter whether you are wrong or right. Send a letter by registered mail, with a witness to the contents, that you are the only one with admin rights to these sites, and asking them how they would like to take over these sites, and informing them that you will delete anything on your personal email after a reasonable time if you don't hear from them. And since anything you do is work for you, you should expect some appropriate compensation. Deleting their property, even if it affects you, is risky.
It depends to a large degree on local employment laws. Depending on how the counteroffer was worded, it might have constituted anything from a binding legal contract for employment for some reasonable minimum term, or a totally non-binding suggestion that was worth less than the air breathed while pronouncing it. Some things to consider would include: What are local employment laws like? Do they require that termination be for cause? If so, what are causes for termination? Does termination require any kind of remediation beforehand? Note that in an at-will, right-to-work state in the US, odds are that the employee can be fired for any time and for any reason, supposing the employer hasn't accidentally entered into a contract by extending the counteroffer. What did the counteroffer say? Did it stipulate that the offer was not for a definite term and that the company reserved the right to terminate the employee for any reason, or no reason at all? Odds are any sufficiently serious business in an at- will, right-to-work state would use standard legal language in any offer or counteroffer to ensure that they are on the right side of this, so odds are the counteroffer was accepted with no obligations at all on the company. Does the termination affect eligibility for unemployment benefits? I would say most likely not, as the termination would probably be recorded as being for no reason legally speaking (if they admitted to terminating the employee for seeking other employment, interested government officials could take a dim view of the company's actions). You'd probably have at least some unemployment compensation coming your way. Some professional - not legal - advice. Never accept a counteroffer. Only get another offer in the first place if you are committed to leaving your current employer no matter what. If your company really insists, you should insist on a minimum definite term of employment written into a legal contract which is signed by an executive and notarized. No company will agree to this (unless the term is shorter than you'd want as a full-time W-2 anyway) but if they do, hey, you have some security (if the company agrees to this, have your own lawyer - whom you pay with your own money - review the document). Even then, I would be very, very careful about staying at a company after getting a counteroffer. Don't do it. Ever. Never accept a counteroffer. One comment asks why I recommend never accepting a counteroffer. There are at least two reasons: The reason you are looking for a new job should be that there is something about your current job that isn't completely satisfactory and that you haven't been able to fix. Either you have grown out of the position, don't like the work, feel you're underpaid, don't get along with somebody, etc. If you were unable or unwilling to fix any of these issues without having another job on the table, having another job on the table shouldn't be what makes you willing and able to fix them. Why work somewhere that you'd constantly need to go job hunting to address workplace issues? Unless the company makes firm agreements about how long they're going to keep you around, you have no guarantee that they'll keep you. Presumably, you didn't have one before, and you don't have one at the new job, but the fact that you are currently employed might support the assumption that your employment would be continued at your current employer and the offer might support the assumption the new employer plans to employ you indefinitely. When you put in your notice, it makes the company more aware of the fact that you could leave at any time; while a perfectly rational actor would realize that this doesn't change the situation at all, companies are run by people and people often act irrationally. Perhaps your manager is vindictive, perhaps your manager is scared that you will still leave after accepting the counteroffer. Maybe your manager knows there are layoffs coming but needs you for the busy season. Hiring replacements can be time-consuming and expensive - and employees who are getting offers of employment elsewhere and putting in notice might be seen as risks. I'm not saying that accepting a counteroffer has always turned out badly. Falling coconuts kill 150 people every year. Still, I am not going to add a coconut rider to my insurance policy and I am not going to accept a counteroffer.
You seem to have a solid understanding of the ePrivacy implications, but lack a fundamental insight: your organization does not have a right to achieve its mission or a right to disseminate unwanted marketing. But other people do have a right to not be subject to excessive marketing. Of course, reality is more complex, so it's probably not entirely impossible to do marketing. In your point 1, you note that some EU/EEA/UK countries distinguish ePrivacy protections between consumer and business subscribers. You can research the exact rules in the potential customer's country. This may allow you to email corporate/business accounts. I would strongly advise against messaging via Linkedin if there is a chance that the person is using that account for personal purposes like networking or hunting jobs, not just for conducting official company business. ePrivacy has markedly different rules for email marketing vs phone marketing. Whereas there are pretty strict rules for electronic messages and robocalls, manual cold calling can be OK from an ePrivacy perspective. However, many EU/EEA/UK countries have rules that go beyond ePrivacy, and may have a kind of do-not-call registry that you must respect. Of course manual calls take more effort than spamming emails, but recall the above point that you don't have a right to spam other people. Phone calls are probably the most appropriate approach when the company lists individuals' phone numbers on its website. This will at least give you a few seconds of attention with a real human, more than you can expect from an email that is likely to be caught by spam filters. Marketing via physical mail tends to have very lax rules. Note that every company/business that has a website will have to disclose its contact details including an address there, so this information is easy to acquire. However, chances are low that anyone would seriously engage with that marketing. You can consider alternatives to direct marketing, so that interested companies eventually come to you. Things like press releases, writing guest articles in industry publications, speaking at relevant conferences, working on search engine optimization, buying ads. On the GPDR aspects: GDPR and ePrivacy overlap, and it is necessary to comply with both sets of rules (GDPR likely applies here via Art 3(2)(a)). But where they potentially contradict each other, ePrivacy as the more specific law has precedence. For example, ePrivacy overrides the default GDPR legal basis rules when it comes to email marketing to existing customers (opt-out basis, no consent needed) or to using cookies (needs consent unless strictly necessary). Information that relates to corporations is not personal data, but information that relates to individual employees or to sole proprietors would typically be personal data. Since you are unlikely to obtain consent for using this data, you would need an alternative GDPR legal basis such as a &quot;legitimate interest&quot;. Relying on a legitimate interest requires that you conduct a balancing test, weighing your interests like marketing against the recipient's interests, rights, and freedoms. Core question in this context is whether the data subject can reasonably expect their personal data to be used like this, taking into account the nature of their relationship with you. Since there is no pre-existing relationship, claims of a legitimate interest are weak to start with. However, it may be possible to argue that when a company makes employee contact details available via its website (not LinkedIn!) then relevant marketing can be reasonably expected. I would rather not rely on such arguments, though.
No. Absent some collective bargaining agreement to the contrary, you have no recourse because you have not been legally wronged. You have no right to privacy in this regard. You have no right to be free of humiliation based upon truthful statements. If the email is truthful and you were indeed suspended, then the manager is entirely appropriate in sharing that information, and indeed has a need to do so. You would have no recourse in Tennessee, even if your manager gave a national television interview on your suspension and truthfully stated all reasons for the suspension and threw in statements of opinion disparaging you. Humiliation is only actionable if it amounts to "outrageous conduct" beyond mere truthful speech (e.g. throwing your clothes in the toilet or secretly putting some self-disparaging statement on the back of your uniform) and was calculated with a specific intent to cause you extraordinary emotional harm that was not necessary for some legitimate purpose.
GDPR forces companies and employees to keep personal data confidential and to use it only for its allowed uses. That obligation continues after the work contract ends. If the employee breaches confidentiality, it does not matter if he provides the data as a file in an USB-drive or if he provides it from memory; it is a breach of confidentiality. Access logs will help to determine which employees have had access to your data, in case a leak is suspected. The part of the question about human memory seems to come from a deep misunderstanding of how human memory works1. I can remember tomorrow something that I have totally forgotten now. Even worse, there is no telling of what can make me remember you; your name might not ring a bell but I may remember you by seeing someone walking a dog. And nobody will ever be able to tell if I have complied with any of your requests or if I am just lying. And of course, there is only one proven way to erase memories, and I am pretty sure the GDPR does not allow for the execution of employees (Disclaimer: IANAL and IANYL, check with a lawyer before murdering anyone if you have doubts). 1 The classical example: You can certainly delete a file from a disk. But just try to stop thinking about white bears
How should I proceed? I am asking law friends to recommend some employment lawyers, but other than this, can I do anything else? You definitely don't need an employment lawyer for this. From a legal standpoint, the matter is very simple: If you grant their request (whether by signing or otherwise expressing your acceptance), you would be waiving any remedies currently available to you for their breach of contract. The company's attempt to override its contract with you is quite naive, but the company can always (and evidently does) try to get away with its liability nonetheless. I would not be surprised if the company subsequently tries harder to intimidate you, but that does not change your legal position &amp; merits unless you sign the waiver the company is pursuing. Asking for your post-termination availability reinforces the notion of company's poor planning and subpar management.
You can print a copy of the email, ideally with metadata showing, and testify that you received it and did not modify the email. The lawyer in the case against Mr. A can ask Mr. A if that is his email address, and can ask other people who have received email from him if that is his email address. Mr. A's computer and/or email provider can be subpoenaed. The computer can be forensically examined for evidence that the email was sent or deleted, and the email provider can be asked to provide evidence that the email was sent. Your email provider can be subpoenaed and asked to provide evidence that the email was received. In general, people who deny sending emails in court who are confronted with copies of those emails authenticated by the testimony of the person who allegedly received the email lose their cases and are not believed by the judge or the jury. This doesn't always happen, but it is by far the more common outcome.
Think of a website that has gives no option for the users to delete what they have posted -but still the users can delete their account completely. That's easy - this is exactly how all StackExchange sites (including this one) work :-). See for example: How does deleting work? on meta.SE. Is it against the right to erasure mentioned here as a part of GDPR? No, it is not (otherwise StackExchange would be in rather big trouble). The "right to be forgotten" is subject to limitations. Most importantly, it only applies to personal data. Personal data is defined as (GDPR, art.4): any information relating to an identified or identifiable natural person (‘data subject’) If what you posted contains no personal information about you, it is not "relating to" you. The details are complicated (as usual, see e.g. The GDPR: What exactly is personal data?), but "personal data" is things about you (your name, your address, your sexual history, maybe even your IP address). On the other hand, if someone asks how to solve a programming problem, and you write an answer explaining what API to call, that answer is not personal data. In addition to that, even personal data may be retained if the data controller has a need to retain that information. This is also covered in article 4. For example, the controller may retain information "for the establishment, exercise or defence of legal claims" - otherwise you could buy something online without paying, and then ask the seller to forget about your purchases so they cannot collect the outstanding payment. So, in summary: A website will need to allow users to delete or hide personal data that they posted - such as their user profile information, or personal information in their posts. That does not mean they are allowed to delete entire posts - it is enough if personal information is redacted or anonymized. The website may be allowed to retain that information (hidden) if they can show legitimate interest - for example billing information, or posts that are the subject of a lawsuit. The StackExchange network, for example, covers this by allowing users to: disassociate posts from their account delete their account entirely (thus effectively disassociating all posts from personal information) asking a moderator for redaction of personal data