As we discussed, AB1844's account restrictions are not all encompassing. First, manage your account policies judiciously. Many social media platforms provide for tiered access to posts, activities, and information sharing. There is still a large portion of the online population which still shares their every thought with the entire online world. This is highly inadvisable. Once you post something publically on the internet, you may never be able to erase it. Between linked accounts, web crawler caches, and the ability to save screenshots of third party posts, you can reasonably expect that anything you post publically is there to stay. Second, AB1844 does not restrict your employer from "requiring or requesting an employee to disclose a username, password, or other method for the purpose of accessing an employer-issued electronic device". In practice, this means that any saved account information, including usernames and passwords, is fair game if it is stored on a company computer. The implications are clear. Any auto-fill login details saved on an employer owned system are not protected, nor are browser windows or tabs which are currently logged in to a social media site - even if your work computer is password protected. Third, common sense. Although this should go without saying, we have seen countless examples of employers discovering employees on social media boasting about misconduct, making defamatory statements, or simply admitting to misusing company time in a way that leaves no question as to the exact time, place, and nature of their behavior. In the end, consequences on the internet are no different than consequences in real life. If you value your employment, consider how what you say and do relates to your position. If you wouldn't share your opinion in a conference room of your peers, superiors, and subordinates, perhaps it's better kept to yourself.