As Times Change So Do The Practices In Each Industry. Our

One major issue with the current use of social media is the policy of employers investigating their employee’s social media accounts. As Michaela Whitbourn of The Age notes, “The use of social media accounts to assess candidates for work, education and other opportunities was "an area of growing concern"(Whitbourn 1). In a world where political correctness and social justice reign supreme, businesses want to ensure that they are legally secured in the case of any negligence an employee may incur. Today, many companies would consider risqué or controversial social media posts as forms of negligence. There have been many occurrences over the last few years when an employee has been fired after making an insensitive, inappropriate, or immodest post on Facebook or Twitter. For example, “Ehling, a paramedic and nurse was terminated from her employment and sued… the key issues revolved around a Facebook post she made suggesting… paramedics should have allowed a patient with offensive political views to die”(Malouf 2). In fact as evidenced in another example, social media can disable someone from obtaining employment in the

Today, Americans are generally more politically and socially conscious than previous generations; we use social media in an array of ways, such as fighting for causes, making our personal opinions public, and connecting with other people with similar ideas. In some cases, an employer might support the beliefs and values a worker makes public on a profile, such as being involved in gay rights awareness marches, but there is also a much larger chance of an employer disagreeing with an idea and the employee being penalized for their private life activities. Even if a company is neutral on certain topics, the social media could easily lead to discrimination.There should not be an opportunity for scrutiny between an employer and an employee with opposite view points made public due to social media monitoring. Recognizing that social media monitoring is a possible inadvertent violation of laws that regulate discrimination on the basis of political preference, gender, and race, companies should step lightly if at all. The the possible damage done by bias to workers is endless, and the potential legal consequences for companies infringing on the privacy and rights of their employees are

A wise candidate should realize that social media is a tool, but it has yet to replace the value of getting his face on the front page of the paper or on the 6:00 p.m. newscast. While the candidates may tout their "grass roots campaign" using social media to get in direct touch with voters, they know they need you desperately to win.Politicians who are pleased with a particular news story will sometimes praise the reporter for fairness and objectivity. When the story's not so positive, claims of media bias will usually pour out from the

Social media policies are put in place for the sake of ensuring the measure of responsibility of employee’s usage of social media. Platforms such as Instagram, Facebook and Twitter are some of the platforms that are used my people across the nation (Russell, 2011). Information of every type and social opinions become available at the click of a button. The content that is placed in these messages is status updates can be crucial to the perception of both the employee and the company they are working for on a daily basis. These policies are enacted to ensure there is and understanding between the employee as well as the company concerning the risk that are associated with using these platforms in specific ways that may affect the company depending

The social media world has grown tremendously in the past decade. People post the majority of their lives on social media to connect with family and friends as well has save memories. Along with family memories, mistakes are being saved on the Internet. Anything that is posted in the World Wide Web cannot be completely deleted due to the new advances of the iCloud and the intelligence of technology. Employers have a new level of access to social media accounts and posts, and they are able to take new procedures to ensure the protection and safety of their employees when hiring a new worker. Many believe that checking social media accounts during the interview process of a potential job is an invasion of personal privacy, but there is a line

Only a few years ago, employers reacted quickly (and perhaps hastily) to the development of social media and their employees’ use of social media. Initial policies were restrictive and negative basically not allowing the use of social media sites by employees at all possibly limiting the growth of the company. Recognizing employees’ increased use of social media as a business and networking tool, however, the typical employer’s reaction to employee use of social media shifted and tempered to some degree. Now, the typical social media policy provides employees with guidance on ‘‘best practices’’ for postings on the internet, whether such postings occur on a social media site, a blog, or any other public or private forum on the internet. Despite the problems created by the

It is fairly safe to say that the internet has changed the way we operate our personal and business lives. The more current issue is that social media has changed the way we organise our social and professional calendars and the way in which we correspond with others, both business and non-business. The continuing growth of social networks such as MySpace, LinkedIn, Facebook etc. has significant ramifications for employers. In the ever advancing information age, social networks have become the newest tool of the HR manager. But just how useful can they really be to a HR manager?

Firstly, social media is ruining people’s working careers. Thousands of people nowadays are posting photos of themselves in revealing clothes or posting inappropriate comments that are going to bite them in the butt later on when they are going for an important job interview. When a company encounters a new potential employee they run background checks to see if this is the right person for the job. This means that they look at your past history and your SOCIAL MEDIA accounts. This has been proven by a survey conducted by the Eurocorn Worldwide that found that nearly 40 percent of companies use social media to research job candidates, and one in five companies have rejected a candidate because of what they found on his or her social media profiles. People don’t realise that the photos or comments that they are posting could potentially be ruining their working opportunities and careers. An example of an individual who found herself in hot water thanks to her social media post was

A lot of Millennials feel that social media such as Facebook, Twitter, Google, Myspace, and LinkedIn are an easier way of communicating with their peers. What they fail to realize is that potential employers are using these platforms as categorical imperatives when making a decision to hire a specific candidate for employment (Miller, 2016). I feel it is unreasonable for any employer to utilize a potential candidate’s social media page as a basis for extending them employment or rejecting employment. In today’s society, it’s very unfortunate that anyone can browse your social media pages, google you to acquire information without you having any knowledge of them doing so. “ According to a new survey from Career Builder, more than half

Social media such as Facebook and Twitter allow society to publicize their social lives to all. While managers in organizations are forbidden to ask personal questions of their employees regarding religious or voting preferences, if they have access to their employees Facebook or Twitter pages, they automatically have full access to all information that employees post regarding their personal lives. Will an employer’s access to an employee’s social media pages sway or create bias regarding hiring or promotion activities that didn’t previously exist? How does the organization manage ethical and legal situations where managers and employees are posting their issues with each other on their social media pages instead of

One consequence of the recent upsurge in online activity on social media is that the boundaries between people’s personal and professional lives are becoming more and more blurred. One such way that these boundaries are blurred is that one’s posts to social media, which together form one’s social media identity, can affect one’s current and future employment prospects. For example, employers may screen the online profiles of potential hires, and they may monitor the online activity of existing employees. This paper will argue that although one’s social media identity has the potential to adversely impact one’s employment prospects, an adequate knowledge of privacy settings, standards of professionalism, and the law can enable one’s online identity to actually improve these prospects. It begins by describing some factors that employers consider when screening future employees or evaluating current ones. Next, it discusses surveys of students about online professionalism. Finally, it discusses some of the legal protections in place concerning employee’s online identities.

Because social networking has exploded in popularity so quickly, companies and individuals have not had much time to deal with the problems the technology has brought to bear. Surveys taken in recent years have found that many companies either do not have a policy in place regarding social networking or are unaware of the risks. Recently, however, people are slowly starting to become aware of how big the danger is and that they need to take steps to protect themselves. Company policies should touch on appropriate usage of social media and networking sites at work as well as the kind of conduct and language an employee is allowed to use on the sites.

Since the use of technology in the United States has reached epic proportions, it naturally follows that this technology will make a significant impact on every aspect of individuals’ lives, including business opportunities. With its increase in popularity, social media has developed into a widely-accepted tool for employers to use in the job recruitment process. These sites provide employers with an abundance of qualified candidates from which to choose. Not only do employers benefit from the use of social media, but also job seekers as they are able to broadcast their qualifications to a host of potential employers. For example, LinkedIn, a professional website, was created with the specific purpose in mind to recommend guidance for applicants and to more easily connect those actively seeking employment with managers facing an employment need at their company. Job seekers are encouraged to examine numerous business possibilities and pursue the ones best-suited for their skills and qualifications. Applicants recognize no violation in utilizing this method to acquire a link with a prospective employer, but they often balk at the thought of an employer engaging this instrument as an applicant-screening tool. If it is considered acceptable for applicants to use this method for processing potential employers, then it logically follows

At this very moment, there are phones in the surrounding areas blowing up with notifications from their addictive social sites. Facebook, Instagram, Snapchat, Tumbler, and many more social media sites surround everybody no matter where they are today. Social media is great since a person can contact nearly anybody in the world. Many people post about every little thing in their lives such as their relationship status or how they partied hard last night. This is true especially for today’s generation. The generation today could not survive for a day without any contact with their social devices. One thing that today’s generation may not consider is that today, employers and company are looking through one’s social devices when

Managers looking at social media; some think it’s bad, but many think it’s great, and for good reason too. An article was once published in a Nursing Journal that described a nurse getting fired for posting the nurses feelings on Facebook. The post was about a dispute with a coworker over a patient’s care. The author who posted the article understood the high expectations expected of nurses, but felt the punishment was unfair because what the nurse did was not illegal and it was posted while the nurse was off duty (” Facebook Fracas,” 2010). Some people feel social media has nothing to do with their lives at work but this is far from true. Although it is true that legally, employers must be careful not to discriminate when using Social