Social, Political And Legal Environment Associated With Social Media

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.

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.

Sure the internet is a great wat to express our self, but other may misconstrue they see on our social media sites. I sympathize with Mr. Lewis, because employers shouldn’t have the right checkup or screen employee’s social media, which that would be their personal life. An employees shouldn’t not be judged on the lifestyle they life after workhours. Depending on what kind of job you have or trying to acquire yes it may be required but you will be notified. The American is being so political correct, that is hard to be our self if you have differences views from the majority of the any group of people. In my opinion there should be laws dealing with cases when employees get fried do to something they posted in social media. Billy Graham agrees when she writes, Once you've lost your privacy, you realize you've lost an extremely valuable thing.” Basically, Billy Graham is saying losing your privacy is one of the worst things you can lose, it’s a pieces of yourself that you can free with no judgment. Many people me may disagree with me, but I stay with my opinion. Ms. Flynn clam that employers have the right to monitor their employees anything they see fit, rests upon the questionable assumption that would it be morally right. by doing all this would create a hostile work environment, I do not agrees on employers having so a say on what can and not say on social media. Being an American you have freedom speech that being said I truly believe that is a violation of my civil right and nobody should be about to dictate what can you say or not

The regulations on social media policies limit the employer’s ability to place restrictions on the staff

Social media is something almost every American citizen participates in, in today’s society. Facebook, Twitter, Instagram, Tumblr, Pinterest, LinkedIn, Snapchat, and countless other examples of social media exist and in each someone can communicate with the world if he or she pleases. For example, Facebook currently has 1.71 billion users according to the second

The purpose of this literary review is to enlighten my viewers of the importance of the ethical idea of companies crossing the lines of business with your personal life, when involving social media accounts. Most of my research has operated from the ATU library using the find it tool. Furthermost, the researched information use was from peer-reviewed research journal. I will discuss includes social media cons in the work environment, if it is ethical to get fired over a post, and laws that protect both parties. Social media includes an assortment of electronic communications—most commonly networking sites such as Facebook, LinkedIn, Myspace, Pinterest, Instagram, and the likes thereof. Social media also covers all forms of blogs, including Twitter (a micro-blog), wikis, online journals, diaries, personal newsletters, and World of Warfare and YouTube also are included under the umbrella term of social media (Lieber 2011).

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’s biggest ethical issue in the United States is employers and coworkers posting on social network websites costing themselves and others to lose their job. Due to the misuse of social networking by employees, employers across the country are setting policies regarding employee’s use of social network. Employers are setting policy as to what employees can and cannot say on social websites when they are on or off duty. An example is a news article I came across while browsing the web, article name: Waitress fired after complaining about bad tips on Facebook.

Skype, Twitter, Snapchat, Instagram, LinkedIn and Facebook are a few popular social media sites that are used today. As a society, people no longer have to meet up face to face for a social gathering. This era of social interaction online. Not every one person shares the same common sense. However, employers should not control the lives of employees on the internet because this epoch of online communication and not everyone believes in same moral judgment.

The age of “technology” has changed communication in both our personal and professional lives with the advent of social media. Facebook, Linkedin, Twitter, and others have global connections to the external world. The readiness of I-pads, laptops and smart phones has provided both the individual and organizations alike to have instantaneous engagement to a broad and large audience over one or all of the social media networks. The relationship between the employee and the organization can be tested if company social media policies are to broad or restrict the employee’s rights under the labor laws protected by the National Labor Relation Act (NLRA) under Section 7 and Section 8. On the other hand, the organization is seeking

At any institution of employment it is generally known that an employer has the ability to monitor their employees’ network station. It is legally permitted to monitor employees’ use of the internet that are owned and operated by that institution, during duty hours. The law also protects employees’ from discrimination when hiring or firing employees’ based solely on information posted on their social network. Generally speaking, people should also be conscious of information they display on social media websites. This is to prevent identification theft, imposters and predators from acquiring information they can use to destroy your credit or reputation. A controversial topic is whether employers should be allowed to discipline or fire

In Genova’s No Place to Play, we are told that this is becoming a more common criterion for termination. Employers are learning that these social networking sites are a great way to “keep an eye on” employees. Genova highlights the lack of legislation in the area. While the employee’s right to privacy and other various older laws are relevant, there are few specific regulations on this monitoring behaviour. A large number of employers assume that it is acceptable to view and, where necessary, use information gained from social networking sites in recruiting and disciplining employees as long as specific laws (e.g., civil rights laws) are not violated (Roberts & Roach 2009). Without any legal understanding on the issue, surely it then becomes the responsibility of the employer to come up with a method of defining the terms of use. Companies

One of the many problems human resource departments have to deal with is social media policies for their employees to follow. The National Labor Relations Board (NLRB) and Society for Human Resources Management have been receiving complaints from employees who feel these policies are unethical and imposing on their privacy. Sometimes, an employee might make public social media statements that are of a negative nature concerning their employers. The employer might find out about these online posts and terminate those employees as a result.

LinkedIn is world 's largest professional network with more than 400 million members in 200 countries and territories around the globe. It connects the world 's professionals to make them more productive and successful. It provides access to people, jobs, news, updates, and insights. It was officially launched in 2003 [6].

Social media has become a popular platform for communicating. Everyone from the government, to businesses, unions and individuals are finding social media to be an effective tool not just for communicating, but also for informing, promoting and organizing. In the public sector, social media has become an important open government tool for communicative exchange with the public it serves (Mergel, 2010). On social media platforms individuals are able express their thoughts, ideas, feeling and concerns about anything and everything. This however has become a very slippery slope in terms of labor relations. Frequently, employers learn of posted off-duty comments and photographs that are negative towards the business or they do not portray the proper image for their business. These posts on the employees pages tend to blur the line between work and off-duty activities in many occupational settings. Due to this unfiltered and unprofessional behavior we have had to include social media use into labor laws.