expression.” On the other hand, the ubiquity of those devices has made them affordable, so
employees who need cell phones for personal matters can buy them on their own. The Court
stressed the need to proceed with caution when considering the concept of privacy expectations
in communications made on electronic equipment—rapid changes in the dynamics of
communication and information transmission are evident not just in the technology itself,
explained the Court, but in what society accepts as proper behavior. Thus, a broad holding
concerning an employee’s privacy expectations through employer–provided equipment might
have implications in future cases that cannot be predicted. For this reason, the Court preferred a
narrow holding, and assumed without deciding that Quon had a reasonable expectation of
privacy.
The Court next addressed the issue of whether the City violated the Fourth Amendment
by obtaining and reviewing the text message transcripts. Under the O’Connor plurality
Further, the Court found that the search was “reasonable” because it was an “efficient
and expedient” way to determine whether Quon’s overages were the result of work-related
messaging or personal use. The review of the transcripts was not “excessively intrusive,” but
was instead permissible in its scope. The Court noted that the City had only requested
transcripts for two months, although Quon had overages for several months. Further, the City
Because the search was motivated by a legitimate work-related purpose and was not
excessive in scope, the search was reasonable under the O’Connor plurality approach. Moreover,
because the search would be regarded as “reasonable and normal” in the private–employer
context, it would satisfy the approach suggested in Justice Scalia’s concurrence.