|
|
|
|
|
by dpifke
1337 days ago
|
|
Presumably the non-public data is being scraped using the employees' credentials (i.e. username and password). It is perfectly reasonable for an employer to have a policy which states, "do not give your work username and password to a third party." I can't imagine a court ordering otherwise. Providing an API for this data is a non-trivial amount of work, involving significant technical and compliance challenges. Employee schedules would be useful as a signal for trading in AA stock. How do you enforce that the third party is properly protecting that information, e.g. during SEC-mandated blackout periods around earnings? The union might be able to negotiate for AA to hire lawyers and IT staff to work on such an API, but I really can't see the employees being automatically entitled to it. |
|