  Our primary concern here is with personal information that has not been voluntarily disclosed by persons, but is nonetheless accessible online via search engines. This kind of concern involving access to personal information in online forums is by no means new or recent. Consider that in the decade preceding Facebook, employers had been able to access information about job applicants via online search tools—e.g., they could (and did) use search engines to accomplish this task, simply by entering the name of the individual in a search engine box. Imagine a hypothetical scenario in which a person, Lee, applies for a full-time employment position at Corporation X. Also, imagine that someone on the corporation’s search committee for this position decides to conduct an online search about Lee, shortly after receiving her application. Further imagine that in response to the query about Lee, three results are returned by the search engine.  One result includes a link to a gay/lesbian organization in which Lee is identified as someone who contributed to a recent event hosted by that organization. Next, imagine that Lee is turned down for the job at Corporation X. Further imagine that Lee becomes curious as to why she might not have been selected for that job and she decides to do an Internet search of her name for the first time. Lee then discovers the search result linking her to the gay/lesbian organization (Tavani 1998). Should Lee infer that she was denied the job because of her apparent association with this organization? Is that a reasonable inference? Maybe not. Nevertheless, an important question arises: Is it fair that someone has posted this information about Lee online, without her consent, to a source that is accessible to one or more search engines? Is that information about Lee now “fair game,” and should it be viewed simply as information that is “up for grabs” (Nissenbaum 2004) and thus appropriate for use by prospective employers?