Employment Law Questions? Ask an Employment Lawyer.
Welcome! My name is Maverick. Please give me a few minutes to analyze and/or research your inquiry and I will be back.
In South Carolina, no law gives employees the right to time off to eat or the right to take short breaks during the work day. If the employer's policy is to allow breaks, then they must be enforced equally and cannot be discriminatory based on race, national origin, gender, etc. However, employers in South Carolina must follow the federal rules in that if they allow short breaks during the day, then the employers must pay employees for time they spend working and for short breaks during the day.
I know this is not the answer you wanted to hear; but I am assuming you want an honest and professional answer.
How did the person that put your medical information on facebook get access to that information?
Was it your manager that posted your medical information on facebook?
Okay, did you then file a complaint about this with the district manager?
The basic legal principle that employers should follow is not to reveal medical information about you unless there is a legitimate business reason to do so. Let me see what your recourse is if this principle is not followed...
First and foremost, you need to send a letter to the manager [and copy the district manager] asking the manager to cease and desist from further discussing or disseminating your personal medical information except unless there is a legitimate business reason to do so.
No, I do not want any of your pictures or paperwork. This is a public forum and you do not want to be seen as not protecting your own privacy.
More to come...
In South Carolina, there are three separate and distinct causes of action for invasion of privacy: 1) wrongful appropriation of personality; 2) wrongful publicizing of private affairs; and 3) wrongful intrusion into private affairs. Swinton Creek Nursery v. Edisto Farm Credit, 334 S.C. 469, 514 S.E.2d 126 (1999).
So, you may want to sue or threaten to sue for this invasion of privacy tort if the conduct does not stop.