Social Media Accounts Of Employees Research Paper

It is an effective way to eliminate bad applicants by checking their social media. This is not illegal, if one makes it public then it is public (Source A). Applicants should not be displaying behavior that could jeopardize a business. It shows a lack of maturity and unreadiness for work.

There are, of course, grey areas within this debate.  It is appropriate that any social media post that identifies the individual’s employer is of justified interest to that employer.  However, where an individual discusses work situations without identifying the employer it is perhaps harder to justify this intrusion.  The obvious line here is that companies should, by and large, restrict themselves to monitoring mentions of their brand or senior executives and should stay away from monitoring individual staff names on their own unless otherwise justified.

In today’s society, it is crucial for employees to understand the significance in the use of social media outlets such as Twitter and Facebook. This subject will discuss the primary reasons companies allow the usage of social networking sites in the workplace. It will also explain the positive impact social media usage has in the workplace, such as allowing communication to a broader audience. In addition to the positive usage, this topic will also explore the negative implications usage can cause. Because social media is still relatively new, there are not many laws establishing the proper guidelines for these sites in the workplace. Scholarly articles such as the ‘Workplace impact of social networking” examine the effects of not establishing said policies, an error which results in an unhealthy work environment. Ultimately, employees can positively influence the workplace by using social media if they have the proper guidelines to follow.

A growing hot topic, and cause for concern is the increasing use of social media in the workplace. The landscape for communication has changed, and the line between personal and professional communications has been blurred. How will your employer manage the risks associated with the use of social media and at the same time, gain the benefits that this media form provides? While many employers were initially concerned that employees would use company time and equipment for socializing with friends, they are quickly learning that many social networks can also be used directly for work purposes.

When looking for prospective employees, employers do not enjoy rifling through Facebook pictures of obscene pictures and statuses with crude language. Bad behavior of employees, even off the clock, made public by social media

Employers on our social media, this is a fact that everyone in this age accepts but do not necessarily like or want. Some people say it is okay to check social media when looking for who to hire, but this infringes on privacy rights. If an employer finds something discriminating on a profile and decides not to hire the person this is not okay, even though some may say it is because you want to know what you are getting into. An employer could find information that was not even true on social media, this would not work in favor of employment. It is not okay to check social media when employers are hiring because it invades privacy, discriminates and the information provided on the site could be false.

Although the Privacy Act and PIPEDA exist to regulate what personal information is collected in order to protect the employee, these legal means are not enough. The common thread between the two is that the information collected should be collected and used for the stated purposes. The Privacy Act applies to federal institutions, whereas PIPEDA applies to the private-sector, yet neither specifically state social media. As mentioned in this article, the person’s privacy rights should not end simply because the technological advancements are not incorporated into our legislation. However, privacy laws should be able to incorporate social media as it is one of society’s most common method of communication. As society changes, our laws should accommodate. I believe the current criteria are not specific enough, if just cause can be proven and if there is no discrimination, that is seen to be enough for termination. I think that the better option would be the proposal set in this article.

So I ask, is it right or wrong ethical for employer to access employee’s social media page? One con of this is that an employee may not be able to express themselves without the fear of being dismissed. From the selection “Fired up or just fired,” Rhonda has an explanation and research results on cons of the connectivity of having employers as “friend”, “recent study of companies with 1,000 employees found that 8% of their employees have actually been dismissed for their

Sites such as LinkedIn helps recruiters in recruiting candidates by expanding the reach of their personal networks, contact candidates directly, and manage an array of talent (Schawbel, 2012). With most people being aware that employers do reference their profile for character check, people do believe that employers have the right to view their information in order to learn about the candidates’ personality and to ensure the person is not a liability (Budden, Elkersh, Vicknair, & Yancey, 2010). In conclusion, employers should be using social media only for job-relevant purposes. Employers should take specific steps

However, if you are an employee, you are smart not accessing social media on a company computer. Most employers are able, to access and track anything you do on a company computer. Nevertheless, this can damage not only your employment status but your reputation. Therefore, safety reasons, employers should not access any personal data or enter

After reading the "Hiring in the Age of Transparency" the arguments from both sides on how fair and reasonable it is to hire or not hire someone based on their social media outlets that were not provided as a resume lies in the gray area of ethics. certain social medias are specifically meant to appeal to employers depending on what your profession is such as linked in. From an employers point of view depending on the job, I think it is okay to do a background check of an employee IF and only if they are aware that it is protocol or employment. The background checks should only look for characteristics that are appropriate to judge. A professional employer should not use information that does not pertain to the job to make a decision such as

Employers do have a right to access employee information on social media. The information obtained from this media can be used in hiring and retention decisions. Social media contains a lot of publicly available information that can be used to evaluate current and potential employers. To guard against lawsuits that relate to negligent hiring and retention it is only practical that employers scrutinize whoever they want to employ using social media (Elzweig & Peeples, 2009). However, care has to be taken to guard against liability for invading privacy of their current or potential employees.

The article that I chose to research was, “Social Media—A Virtual Pandora’s Box: Prevalence, Possible Legal Liabilities, and Policies.” This article discusses how employees that use social media can have a serious impact on the businesses they work for. More and more people are starting to use social media, which in turn makes more businesses use social media to connect to potential customers. In the article the authors give numerous examples of how the use of social media is increasing year after year. One example in the article examines the Fortune 500 companies and their employees and looks at their social media use. The article states, “of the Fortune 500 companies, 70% have Facebook accounts and 77% have Twitter accounts” (Jennings, Blount, and Weatherly 98). Because the use of social media is increasing so greatly more companies are creating Facebook and Twitter accounts to reap the benefits of being able to communicate and market to customers around the world. Since more businesses are connecting to social media it leaves them more vulnerable to public opinion. It also makes them become more aware of what their employees post on social media sites and how their posts can draw negative attention to the business. The increase use of social media sites posses the potential risk for businesses to face legal and ethical problems, if their employees use social media inappropriately.

Utilising social media for business has been a strategy of human resource management in hiring process. Internet and technology has revolutionised the way people live and also led employers to attract and screen potential candidates on social media, such as Linkedin and Facebook (Zamaria C, 2007). The features of online platform make social media become a common method of attracting applicants for human resource function. For instance, the speed and no geographical limits are distinctive features of online recruitment (CIPD, 2010). A survey conducted by the US Society for Human Resource Management found that the number of organisations that reported using social media as an HR recruiting tool had grown from 56 percent in 2011 to 84 percent in 2015 (SHRM, 2016). Some researches reported that the use of social media is an inevitable trend of hiring strategy in the age of Internet; therefore, employers could not ignore the

It is without a doubt a natural human instinct to want privacy. It is a much discussed subject, especially in the age of electronic surveillance, on just how much privacy a citizen is entitled to. Article 8 of The European Convention on Human Rights states that “Everyone has the right to respect for his private and family life, his home and his correspondence,” with certain provisos attached in the interest of national security and public safety (European Union 1953). However, the wording of this Article clearly implies that in the case of a person’s working life, they do not have this same right to privacy.