When an employee has been fired for sexual harassment, what degree of proof is required to show that the employer’s true motivation was discriminatory? And is a single click on the internet enough to justify a warrant to search a person’s home?
Those are two questions the U.S. Court of Appeals for the Fourth Circuit answered recently in Matias v. Elon University and U.S. v. Nikolai Bosyk. The Fourth Circuit rulings have implications for employers, law enforcement agencies, and really anyone who uses the internet. Those implications are especially important in light of the #MeToo movement and “this brave new world of digital technology,” as one of the Fourth Circuit judges put it.
