Convertino v. DOJ: Federal Court Upholds Attorney-Client Privilege for Employee's Private Communications to which Employer Had Access
Digital media law update: On December 10, 2009, a federal judge in the District of Columbia upheld the attorney-client privilege for an employee's emails to his attorney, even though his employer had access to them. The attorney-client privilege generally only exists for private communications between a client and his lawyer, not to communications to which uninvolved third parties have access. Here, the judge concluded that the privilege applied largely because the client was not aware that his employer had access to the emails.
The case is Convertino v. U.S. Dept. of Justice, D.D.C., No. 1:04-cv-00236. The plaintiff, Convertino, claims that the DOJ improperly disclosed information about him the Detroit Free Press, in contravention of the Privacy Act. To prove his case, Convertino served a discovery request on the DOJ seeking production of some 736 documents.
36 of these documents were emails between DOJ employee Jonathan Tukel to his personal attorney. Tukel had originally been a named defendant in the case and had retained an outside attorney to defend him. Tukel sent the emails to his attorney from his work computer at the DOJ - and the DOJ later obtained them from its email server.
The Court noted that under federal rules, a client can be found to have waived his right to the attorney-client privilege if he made an otherwise confidential communication in the presence of a third party, or if he disclosed it to a third party. See FRE 502(b). However, there is no waiver if the disclosure was inadvertent.
When dealing with communications made using equipment controlled by third parties, such as an employer-provided email system, the question of privilege "comes down to whether the intent to communicate in confidence was objectively reasonable." To make this determination, courts look at factors such as (1) does the corporation maintain a policy banning personal or other objectionable use, (2) does the company monitor the use of the employee's computer or e-mail, (3) do third parties have a right of access to the computer or e-mails, and (4) did the corporation notify the employee, or was the employee aware, of the use and monitoring policies?" [citing In re Asia Global Crossing, Ltd., 322 B.R. 247, 258 (S.D.N.Y. 2005)].
Here, the Court found that Tukel's expectation of privacy was reasonable: The DOJ does not ban personal use of company e-mail. Although the DOJ has access to personal email sent by its employees, Tukel was unaware that the DOJ would regularly access and save emails from his account. Tukel also worked to keep his emails private by deleting them as the came into his account - unaware that they were still on the DOJ servers.
While the result turned out well for Tukel here, employees everywhere should be wary about communicating with counsel via their employer's email system. If Tukel had been informed that the DOJ regularly accessed employee emails, and/or had the technical sophistication to realize that deleted emails were still on the company servers, the Court might have found that his privilege had been waived.
Of course, the obvious way that an employee can avoid trouble like Tukel's is simply to use a personal email account from a home computer to send confidential communications to counsel.
David D. Johnson is a business lawyer whose practice focuses on litigation and other issues relating to digital media and consumer electronics companies. David can be contacted at (310) 785-5371 or DJohnson@jmbm.com.
