Cyberbullies & Free Speech

A cyberbully, acting under the cloak of anonymity, has the potential to do grievous harm to an individual.

So what should society do about it?

A bill was recently proposed in New York State that would require website administrators to remove any comments posted on their web site by an anonymous poster unless the poster agrees to attach his or her name to the post and confirms that his or her IP address, legal name, and home address are accurate.

The proposed bill, The Internet Protection Act (A.8688/S.6779), also would require web site administrators to have a contact number or e-mail address posted for such removal requests, clearly visible in any sections where comments are posted.

The bill is co-sponsored by two Republicans, Assemblyman Dean Murray and Sen. Thomas O’Mara. Murray says he was a target of cyberbullying during his 2010 re-election campaign. An anonymous source reportedly alleged that Murray had committed acts of violence towards his ex-wife and that his son, who was in the military at the time, was in hiding because he was being abused.

Fiddling with free speech rights is certainly tempting when one ponders the cowardly cyberbully, who intentionally uses a computer like an unseen sniper to inflict harm.  In recent years, there have been several reported cases of  teen suicides allegedly precipitated by cyberbullying.

However, history shows that efforts to protect victims often backfire as a result of unintended and unforeseen consequences.  It is not inconceivable that the Internet Protection Act could be used to further harass targets and to prevent them from speaking out about abuse for fear of reprisal.

The underlying issue is whether Americans should have the right to “publish” information anonymously and whether this right is outweighed by the target’s need to easily “out” a cyberbully.

The issue of anonymous publication was addressed by the U.S. Supreme Court in McIntyre v. Ohio Elections Comm’n, 514 U.S. 344 (1995). The Court upheld the right of a citizen to post anonymous leaflets in an election campaign. The Court said an individual may seek anonymity for reasons of fear of economic or official retaliation, concern about social ostracism or merely because s/he desires to preserve his or her privacy.  “Whatever the motivation may be…the interest in having anonymous works enter the marketplace of ideas unquestionably outweighs any public interest in requiring disclosure as a condition of entry,” the Court said.

Perhaps the most famous U.S. case involving freedom of the press was the 1735 trial of John Peter Zenger, a printer who refused to reveal the anonymous authors of published attacks on the Crown Governor of New York. When the Governor and his council could not discover the identity of the authors, they prosecuted Zenger for seditious libel.  Zenger’s lawyer, Alexander Hamilton, successfully argued the proposition that the truth is an absolute defense against libel. The jury returned a verdict of “not guilty.”

A bill such as the Internet Protection Act, which affects a basic American right, certainly should be weighed against the  legal avenues that currently exist to address cyberbullying.  And is this really the best, most narrowly drawn approach to the problem of cyberbullying?

Cyberbullying may include activity that falls within various federal, state or local criminal statutes, such as criminal harassment.

In 2011,  an attorney who was a senior official of a Rhode Island teachers union was criminally prosecuted and convicted of a misdemeanor charge of cyber-stalking after  he posted anonymous criticisms of a politician who was running for office. The politician lost his reelection bid and his wife testified during the trial that he suffered rising blood pressure and lost weight because of the stress of the anonymous e-mails. The teacher’s union official was fined $100.

Cyberbullying may also involve a civil issue, such as libel. A determined private party may be able to ascertain a cyberbully’s identity in a civil case through  “John Doe” subpoenas to the web site and the internet service provider.

Despite it’s problems, the proposed Internet Protection Act is reportedly supported by 23 of the 49 New York Assembly Republicans, plus one Independent and one Democrat.

The Cyberbullying Research Center defines cyberbullying as “willful and repeated harm inflicted through the use of computers, cell phones, and other electronic devices.”

 

EEOC Tackles Ageism in Academia

NOTE: Marymount Manhattan College subsequently entered a consent decree with the EEOC settling the law suit discussed below. Marymount agreed to pay $125,000 to Patricia Catterson and  to comply with the requirements of the Age Discrimination in Employment Act.  The decree also requires monitoring and training on anti-discrimination law. The decree will last for four years.  

dancer

It appears that the U.S. Equal Employment Opportunity Commission (EEOC) finally may be cracking down on what some say is blatant, rampant and unchecked age discrimination in academia.

The EEOC has filed an age discrimination lawsuit against an elite private liberal arts college, Marymount Manhattan College of New York City, because it allegedly refused to hire a choreography instructor for a tenure track assistant professorship because of her age.

Marymount initially selected a 64-year-old choreography instructor and two other applicants as finalists for an assistant professorship in dance composition.  After determining that the 64-year-old was the leading candidate, the EEOC said, Marymount’s search committee expanded its search to include a less qualified, 37-year-old applicant as a fourth finalist because it considered her to be “at the right moment of her life for commitment to a full-time position.”  Marymount hired the 37-year-old applicant.

Last year, Nicholas Spaeth, 62, the former state attorney general for North Dakota, filed several groundbreaking lawsuits against law schools, including the Michigan State University College of Law in East Lansing, Michigan, for  allegedly violating the Age Discrimination in Employment Act.

Spaeth, a magna cum laude graduate of Stanford Law School, says he couldn’t even get an interview for several advertised teaching position at the law school.

Spaeth has served as general counsel at three publicly held companies with billions in assets, argued a groundbreaking tax case before the U.S. Supreme Court, and was a partner at three law firms. He also taught for four years at the University of Missouri School of Law, three years as an adjunct and one year as a visiting professor.

He applied to Michigan law school, which ended up hiring three attorneys for the 2011-2012 school year who graduated in 2006, 2005 and 2001, respectively. One of the new hires had no experience as a legal practitioner. The applicant who was hired by Michigan to teach in Spaeth’s area of specialty, corporate taxation, had three years of practical experience as an associate in a law firm.  Spaeth, who served two four-year terms as North Dakota’s Attorney General, is a former general counsel of H & R Block.

Spaeth earlier filed complaints with the EEOC against more than 100 law schools that also did not offer him an interview.  The EEOC dismissed most, if not all, if Spaeth’s complaints.

One of Spaeth’s age discrimination lawsuits in March passed a critical stage in the legal process. A federal judge denied a motion by Georgetown University’s law school to dismiss Spaeth’s claims that the law school violated federal and District of Columbia laws when it failed to offer tenure-track teaching job. “It… remains plausible that Georgetown could be liable for age discrimination,”   wrote U.S. District Judge Ellen Segal Huvelle in her opinion in Spaeth v. Georgetown University, United States District Court, District of Columbia, No. 11-1376..

The EEOC’s Marymount suit was filed in U.S. District Court for the Southern District of New York (Civil Action No. 12-cv-2388 (JPO) after the EEOC unsuccessfully sought to settle the matter.

“Our suit charges that age was the deciding factor in this case,” said EEOC trial attorney Justin Mulaire.  “Under the law, age has no place in hiring decisions — and tenure-track positions in academia are no exception.”

The Age discrimination against employees and job applicants who are age 40 or older is a violation of the Age Discrimination in Employment Act (ADEA).

Elizabeth Grossman, the regional attorney of the EEOC’s New York District Office, said, “Older workers have the right to be evaluated based on their abilities and not based on their age.  The EEOC is committed to combating bias against older workers in all phases of employment and in all types of employment settings.”