The Dark Side Of Mobility: Breaking Laws?

Mobility scooter users may be breaking the law without even knowing it. In the UK, suppliers and even the NHS fail to inform people that they are required to register their scooters with the DVLA if they are large enough to be used on roads. This has resulted in thousands of elderly and disabled people unwittingly breaking the law.

In addition, around a quarter of those with smaller mobility scooters, which are banned from roads, still use them on roads. This may be because they feel safer on roads, where there are fewer accidents than among pedestrians. However, this practice is illegal and could result in a fine or even a prison sentence if a crash occurs.

Mobility scooter users must also abide by speed limits, with a maximum speed of 4mph on pavements and 8mph on roads. Users can be fined for speeding and even drinking and driving on their scooters, which is not only dangerous but also illegal.

While mobility scooters provide independence and convenience for disabled people and those with limited mobility, it is important to be aware of and abide by the laws and regulations that govern their use to ensure the safety of all road and pavement users.

In some countries, you don't need a licence to use a mobility scooter, but there are other laws that apply

Mobility scooters have become an essential mode of transportation for people with physical disabilities or mobility issues. They offer increased independence and freedom of movement. However, with the rise in usage, there has also been an increase in accidents and incidents involving mobility scooters. As a result, different countries and states have implemented varying laws and regulations to ensure the safety of riders and pedestrians.

In most countries and states, a driver's license is not required to operate a mobility scooter. However, it is important to note that there may be exceptions, and specific requirements can vary depending on the location. For example, in California, riders must have a valid driver's license or learner's permit, while in Washington and New York, there is an age requirement of 16 years for riders. Therefore, it is crucial to check the regulations in your specific location.

While a driver's license may not be mandatory, mobility scooter users still need to comply with other laws and regulations. These regulations are in place to ensure the safe use of mobility scooters and may include speed limits, weight restrictions, age limits, and requirements for safety features. For instance, in the United States, mobility scooters are generally not allowed on roads with speed limits exceeding 25 mph and are restricted to sidewalks and pedestrian areas. Additionally, some jurisdictions may require the registration and insurance of mobility scooters.

It is worth noting that laws and regulations can change, and it is the responsibility of the mobility scooter user to stay informed about any updates in their area. By familiarizing themselves with the applicable laws and regulations, users can help ensure their safety and that of others while enjoying the benefits of their mobility scooters.

In some countries, employers can monitor their employees' mobile data when they're using the employers' equipment

Employee monitoring is completely legal in the United States. Federal and state laws allow employers to monitor almost anything that comes in and out of company-owned devices and across their network, especially when there is a legitimate business reason. However, laws govern the extent to which monitoring software can be used in the workplace.

In the US, employee monitoring laws give employers a lot of rights to monitor their employees' activities on workplace devices. This includes monitoring employee attendance, computers, active/idle time, internet activities, screen content, emails, keystrokes, and more. However, it must be backed up with valid business reasons.

While federal legislation does not require employers to disclose to their workers that they are being monitored, four US states – Connecticut, Delaware, Texas, and New York – require employers to notify their staff about the use of monitoring software. In other states, it is completely legal for employers to monitor their employees without consent.

In the case of personal devices, while federal law may prohibit employers from monitoring personal devices, if there are set policies in place that allow for the monitoring of personal devices for work-related reasons, then it is permitted.

Video monitoring systems in the workplace are permitted under federal law as long as there is a legitimate business purpose. However, there are areas where video monitoring is prohibited, such as restrooms, locker rooms, and certain areas where privacy is expected. Employers are also obliged to notify employees and obtain consent.

Employers have the right to track the geolocation of an employee if they are using a company device.

While employers can monitor internet and social media activities to ensure employees are using the internet for work-related purposes during paid hours, they cannot monitor these activities outside of work hours without the employee's prior consent.

Employers can retain the data collected from monitoring, but they cannot use it for personal purposes without the employee's consent, nor can they disclose it to third parties.

In some countries, it is unlawful for employers to monitor employees' email, even when they are on the employer's system

In some countries, it is unlawful for employers to monitor employees' emails, even when they are sent from the employer's system. This is a complex and developing area of law, and the legality of monitoring employees' emails varies from country to country and state to state.

In the United States, for example, employers generally have the right to monitor and access the email accounts they provide to their employees. A company email account is considered the property of the employer, and they retain control over the servers that process the emails. This means that the contents of an employee's email account, including contacts and all sent and received emails, are the employer's property.

However, employers must have a valid business reason for monitoring employee emails. Examples of valid business reasons include protecting the company from theft or damage to its reputation, securing evidence in a lawsuit, ensuring a harassment-free workplace, and monitoring an employee suspected of sending proprietary or inappropriate information to a competitor.

On the other hand, unacceptable reasons for monitoring employee emails include interfering with employee efforts to organize and form a union, or gathering information to use in a discriminatory manner.

Additionally, if an employer takes affirmative steps to protect the privacy of employee emails, they may have restricted their ability to monitor these communications. For example, employees may have a stronger expectation of privacy if the employer has assured them that company emails are private, if the system allows messages to be designated "confidential", or if employees are allowed to create private passwords.

In some states, such as California, there are also laws that protect the privacy of employees' personal emails, even when accessed on company equipment. For instance, the California Supreme Court held that texts and emails sent by public employees on their personal devices or from their personal accounts are a matter of public record if they deal with official business.

In conclusion, while employers in some countries have the right to monitor employee emails sent through company accounts, there are limits to this right. Employers must have a valid business reason for monitoring, and employees may have a legal expectation of privacy in certain circumstances.

In some countries, there are laws limiting employers' access to employee social media data

In some countries, there are laws that limit employers' access to employees' social media data. In the US, there is no federal law preventing employers from asking employees or applicants for their social media login information. However, about half of the states have passed laws that prohibit employers from asking for this information. These laws also stop employers from requiring employees to change their privacy settings or add the employer as a contact on their social media accounts.

Some of these laws apply specifically to social media accounts, while others cover a broader range of online accounts, such as email or retail accounts. These laws typically do not apply to accounts provided by the employer or used for work purposes.

States with laws protecting employees' social media privacy include:

• Arkansas
• California
• Colorado
• Connecticut
• Delaware
• Illinois
• Louisiana
• Maine
• Maryland
• Michigan
• Montana
• Nebraska
• Nevada
• New Hampshire
• New Jersey
• New Mexico
• Oklahoma
• Oregon
• Rhode Island
• Tennessee
• Utah
• Virginia
• Washington
• West Virginia
• Wisconsin

These laws aim to balance employers' business interests with employees' right to privacy. While employers are generally given leeway to make business decisions, accessing employees' private social media pages can lead to potential risks and discrimination claims. Social media accounts often contain personal thoughts and information that individuals may not want their employers to see, including details about protected characteristics.

In some countries, there are laws limiting educational institutions' access to student social media accounts

In some countries, there are laws that limit educational institutions' access to students' social media accounts. While federal student privacy laws in the US do not address social media surveillance, several states have proposed laws that prohibit schools from compelling students to allow access to their private social media accounts. These include Alaska, Washington D.C., Missouri, Minnesota, North Carolina, and Wyoming.

In the absence of such laws, schools in the US and worldwide have been known to hire third-party "social media listening" services to monitor students' pages for threats of violence or violations of school rules. In Illinois, schools even have the right to demand login credentials to a student's social media account.

However, there are also laws that dictate what schools are required to do when they do gain access to students' social media accounts. For example, in California, if a school starts a social media monitoring program, the school district must inform students and parents, allow them to see the information collected, and delete it when the student leaves the district or turns 18.

Frequently asked questions