Social Media: Whose rights are protected? With the evolution of technology, social media sites are growing in popularity. From Myspace to Facebook and Twitter to Linkedin, social media has become part of everyday life for most people. Statistics show that ninety eight percent of adults age eighteen to twenty four use social media in some form (Brain). This age group is entering the workforce and it is important they know their rights regarding their personal social media accounts and how the information found can be used by their employer. It is also important that they know what rights the employer has in protecting itself from social media used by its employees. For employees, they are protected under the National Labor Relations Act of 1935. The Act was enacted by Congress “to protect the rights of employees and employers, to encourage collective bargaining, and to curtail certain private sector labor and management practices, which can harm the general welfare of workers, businesses and the U.S. economy (Board).” The Act ensures that employees are able to assemble and discuss wages, working conditions and other job related conditions without repercussions from their employer. With this workplace environment ever changing, the so called “water cooler” where employees could discuss things going on in the workplace, has now moved to social media. A Facebook posting discussing working conditions or problems with management in which other employees comment on is protected
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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.
The National Labor Relations Act (NLRA) started in July 1935 to protect the rights of employees, rather, they be union or nor-union employees (Pozgar, 2012). The employees are protected under the Act or may employ in bubble-like, rigorous goings-on in situations other than the customary union organizations and cooperative bargaining. The National Labor Relations Board regulates the employers from interfering with the rights of the employees to implement or organize and join with a groups that offers assists with collective bargaining purposes like organization union or joining one (Pozgar, 2012). The employer may not restrain, coerce or stop employees
This article is especially informative for my topic because it includes facts and statistics that enlighten people on the lack of privacy we have on social media and what problems it may later present in the future. Clemmitt, Marcia. "Social Networking." CQ Researcher 17 Sept. 2010: 749-72. Web. 14 Sept. 2014. Marcia Clemmitt, journalist for CQ Researcher, wrote a lengthy article in CQ Researcher expressing her concern for the exclusive personal information people post on social media and what should be done to help people protect their private information on social networking. In Clemmitt’s article, Cliff Lampe, an assistant professor of telecommunications at Facebook, includes that all of the workers express deep concerns for people’s privacy. Lampe
Sonya Rosenberg says it best and applies three golden rules to social media at the work place and states human resources should have a policy and procedure manual available for all employees to have access to. In addition state laws differ depending on obtaining personal passwords and sign ons to individual accounts. Interesting the language also states the company should include the needs and culture of the individual in the work environment. (Rosenberg)
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
In today's culture, social media is everything. People put their entire lives on social media. It is understandable why companies are antsy about the way their employees use the computer internally and externally. Some companies let their employees access their systems outside of work. In cases like this company secrets and information can be hacked and released to unknown sources. There is also, the issue of an employee sending inappropriate photos and/or emails to others while under the organization's system. The organization can be held accountable for harassment or any other inappropriate behavior. In William P. Smith and Filiz Tabak article, “Monitoring Employee E-mails: Is There Any Room for Privacy?,” they discuss that while an employee
The controversy with companies accessing individual’s social networking sites centers around the infringement of the individual’s right to privacy, access to information that is protected by law. Human resource professionals, hiring recruiters, and employer’s use of social networking sites (SNSs) checks challenges how personal privacy dealt with and the potential discovery and use of discriminatory information. Social networking sites used in job searching and employee recruitment prove that SNSs are no longer being used just for socializing. Job seekers today still have to provide qualifications, their work, education and criminal history and a background check for security clearance. Some companies claim they need more information so they can find a better fit employee for their company. This new trend by companies to do social networking site background checks of potential and existing employees raises legal and moral issues for employers. The potential for discovery of information that is protected under Title VII of the federal Civil Rights Act to protect from discrimination by employers is very high. Job seekers and employees that belong to social
The scope of this policy is intended to cover any information asset and technology owned, leased or controlled by, or operated on behalf of the Organization. The methodologies and practices of external entities that require access to the Organization’s information resources may be impacted and could be included in this scope.
Social networking has become so popular in this day and age, not just for the younger generations but throughout our every day life. Many do not know that more and more employers are using many of these social media sites to find and seek out your personal page that has nothing to do with your workspace to help assist their decision for hiring you. As CEO Tom Demello said in 2009 “I think that some of these sites out there are going to be the most expensive free websites to their career that they’ve ever seen.”
This section discusses the existing laws and statutes and how they do not protect prospective employees against employers screening of their Facebook Accounts. The Federal Employment Acts reviewed includes Title VII of the Civil Rights Act of 1964 (Title VII), the Americans with Disabilities Act (ADA), and the Age Discrimination in Employment Act (ADEA). In addition, the First Amendment, the Fourth Amendment, the National Labor Relations Act, and the Fair Credit Reporting Act will also be reviewed. Lastly, the state Lifestyle Statutes that will be reviewed and discussed are Colorado, North Dakota, New York, Connecticut, and California.
The 21st century world has witnessed perverted ascription to social media marketing sprouting from the fact that most people have migrated to their online cocoons. To succinctly integrate these online communities into their marketing campaigns, organizations have devised social media marketing campaigns geared towards either blogging, websites, or platforms like face book and twitter. However, there is need to adhere and evaluate the legal implications of social media marketing activities by these organizations. This paper presents responses to five questions raised on social media marketing.
Over the years’ social media has become increasingly popular. More people from different age groups have been taking part in accessing social media. I believe social media has become a big part of our culture today. I remember years ago when I was younger, social media wasn’t as popular as it is now. As the years have gone by, I see more and more people using social media for everything they do. It ranges from younger children who have internet access to older people such as parents and even grandparents. Social media has become a form of communication, a way to interact with friends and family, and an outlet for people to express themselves. Social Media has become so popular that future employers might even get the urge to search a possible candidate’s social media and look through personal information. In my opinion, it is an invasion of privacy and would develop a one sided opinion of the candidate.
There are a number of governmental policies and regulations in place for employers to consider when developing, implementing and enforcing a social media policy. In contrast, the lack of a social media policy leaves an employer at a loss in regards to their avenues of disciplinary action towards employees who take to social media. The governmental policies revolve around the Constitutional right of the First Amendment and the freedom of speech. While this provides some protection for employees there are limitations and exclusions that resulted in the National Labor Relations Board stepping in and providing opinions for the legality of employer disciplinary actions regarding social media content and participation.
Social networking sites such as Twitter or Facebook have created a new ethical dilemma for many businesses. Corporations, small businesses, and even universities are struggling create policies to manage their employees social networking behaviors. Social networking access, particularly for recruiters, can provide personal information about potential employees, which would otherwise not be available. A business must follow statutes and guidelines when disclosing information to the public. Individuals on social networking sites have no such constraints. Employees can and do make comments about their employers online. Employers can and do watch what employees post online. Any individual can send or post potentially damaging information
With the mainstream use of social media, it seems that more people are uninhibited and lack restraint in their online communication. To some, Freedom of speech means the right to say whatever thought pops into their head whether negative, inappropriate, or hurtful without regards to the impact of their words. In this respect, consequences in the work place is on the rise for what is ‘said’ on social media. Some outcomes include employer’s needing to add social media policies, employees losing a job before getting hired, and termination. The First Amendment does not need any additional modification; what we need is to get back to manners, respect, and civility.