[ 82 ] Privacy rights advocates warn users about uses for the information that can be gathered through social media. Some information is captured without the user's knowledge or consent, such as through electronic tracking and third party application on social networks. Others include law enforcement and governmental use of this information, [ 83 ] including the gathering of so-called social media intelligence through data mining techniques. [ 84 ] Additional privacy concerns regard the impact of social media monitoring by employers whose policies include prohibitions against workers' postings on social networking sites. [ 85 ] A survey done in 2010 from different universities revealed that there are lines drawn between personal and professional lives. Many of the users surveyed admitted to misrepresenting themselves online. [ 86 ] Employees can be concerned because their social media sites reflect their personal lives and not their professional lives, but yet employers are censoring them on the internet. Other privacy concerns with employers and social media are when employers use social media as a tool to screen a prospective employee. This issue raises many ethical questions that some consider an employer’s right and others consider discrimination . Except in the states of California, Maryland, and Illinois, there are no laws that prohibit employers from using social media profiles as a basis of whether or not someone should be hired. [ 87 ] Title VII also prohibits discrimination during any aspect of employment including hiring or firing, recruitment, or testing. [ 88 ] Data