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It is common knowledge now that employees have relatively low expectations of privacy when it comes to engaging in electronic communications such as emailing when using employer computers and other equipment
On October 4, 2012, the U.S. District Court for the Eastern District of Pennsylvania in Eagle v. Morgan granted in part and denied in part an employer's motion for summary judgment on an ex-employee's federal claims under the Computer Fraud and Abuse Act and the Lanham Act and Pennsylvania state laws for invasion of privacy by unauthorized use of her name, invasion of privacy by misappropriation of her identity, misappropriation of publicity, identity theft, conversion, tortious interference with contract, civil conspiracy, and civil aiding and abetting in an action related to ownership of her LinkedIn account
