Ad Law News And Views – August 3 – Privacy

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Avoid price gouging claims
Wednesday August 3

Please join Kelley Drye State Attorneys General Practice Co-Chair Paul Singer and Senior Partner Beth Chun today in avoiding price gouging claims. This webinar will cover:

  • The basics of predatory pricing laws and related state of emergency declarations and how to comply with them

  • The Varied Differences and Complexities of State Laws

  • General good practice advice

  • How MAs Prioritize Enforcement


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NEW FEATURE: ADVERTISING LAW NEWS AND VIEWS READING LIST

Enjoy the first edition of John Villafranco’s Ad Law News and Views reading list. John’s surf music playlist is perfect for the summer. Find it here and watch this space for the next episode.

IN THE NEWS AND LATEST UPDATES

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Man sues Bass Pro over lifetime sock warranty

As heat waves sweep across the country, many men are looking for opportunities to go sock-free. (To these men, I could suggest a good pair of no-show socks, but like other grooming tips, that’s beyond the scope of this article.) The fact is, despite the heat, a Missouri man wants more socks. , even though they seem thick and rather warm. In fact, he filed a $5 million class action lawsuit against Bass Pro Shops for not giving him more of those socks under the company’s lifetime warranty.

NAD advises better disclosures for claim #1

Twilio announces that its customer data platform is the “#1 CDP” and reveals that the claim is based on 2020 market share as measured by the International Data Corporation. Adobe disputed the claim, arguing, in part, that the 2020 IDC report does not reflect the current landscape and, even if it did, Twilio’s disclosures were insufficient. NAD’s analysis includes advice for anyone looking to make #1 claims.

Upcoming webinars on price gouging and employee/HR data privacy

As the workforce becomes increasingly mobile and remote working becomes the norm, employers are faced with the challenge of balancing the protection of their employees’ personal data and privacy with the need to collect and process personal data to recruit, support and monitor their workforce. Growing regulations attempt to limit employers’ ability to collect and use employee data, from its historical use in processing benefits and employer leave requests to the collection, use or disclosure of employee data. retention by employers of employee biometric data to ensure the security of the organization’s financial or other sensitive data. information system. Find out what employers can do now to protect employee data and prepare for the growing wave of data privacy laws impacting the collection and use of employee personal data.

CARU’s First Ruling on ‘Gender Restrictive’ Ads Also Addresses Jurisdictional Issues

In a February 2021 blog post, CARU encouraged advertisers to focus on diversity and inclusion in their ads. In August 2021, they went further by announcing that the new version of CARU’s guidelines would include a provision stating that advertisements “must not depict or encourage negative social stereotyping, bias or discrimination”. Last week, CARU released the first decision involving this new provision.

The content of this article is intended to provide a general guide on the subject. Specialist advice should be sought regarding your particular situation.

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