United States Supreme Court Employment Law Cases
All pending employment law cases - click here |
National Aeronautics and Space Administration [NASA] v. Nelson
(09-530)
NASA's background investigations do not violate
federal contract employees' constitutional right to
informational privacy
Decided January 19, 2011
[Opinion full text]
|
The US Supreme Court unanimously decided that NASA's
standard background check, as applied to contract employees, does not violate a
constitutional right to informational privacy.
Current employees of contractors working
at NASA's Jet Propulsion Laboratory must complete a standard background check
(which has long been used for prospective federal civil servants). The process
includes a questionnaire asking whether the employee has "used, possessed,
supplied, or manufactured illegal drugs" during the past year; if so, the
employee must supply information about "treatment or counseling
received." Employees must also sign a release allowing the Government to
inquire of references about "any reason to question" the employee's
"honesty or trustworthiness." [Detailed
analysis from SCOTUSblog]
Case below: Nelson v.
NASA, 530 F.3d 865 (9th Cir 01/11/2008); Order
denying petition for rehearing [includes concurring and dissenting opinions]
(9th Cir 06/04/2009)
Questions presented:
Respondents are contract employees working at the Jet Propulsion Laboratory, a multi-billion-dollar federal
research facility. Like all federal contract employees requiring long-term access to federally controlled facilities
and information systems, they are required to undergo background checks. Respondents object to these
background checks because, in their view, the government’s use of standard forms to collect employment-related
information about them would violate their constitutional right to informational privacy. The court of
appeals agreed with respect to two inquiries on the standard background-check forms. The questions presented
are:
1. Whether the government violates a
federal contract employee’s constitutional right to informational privacy
when it asks in the course of a background investigation whether the employee
has received counseling or treatment for illegal drug use that has occurred
within the past year, and the employee’s response is used only for employment
purposes and is protected under the Privacy Act, 5 U.S.C. 552a.
Certiorari Documents:
Briefs on the merits:
Counsel:
|
|
Home
| MyLawMemo | Custom
Alerts | Newest Cases | Key
Word Search
|