The Facebook Profile: A Right or a Violation? Essay example

Private information that was previously segregated now becomes easily accessible to employers, colleagues, recruiters, and clients, among other perhaps unintended audiences” (Abril, 2012, para. 4). Yes, most social media sites attain privacy settings but one must always remember there are hiccups in everything on the internet and no guarantees leaks will not occur.

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.

Facebook is the largest gateway to social media communication, allowing you to stay in touch with friends, family, and public. Therefore, if Jackson had concerns about a customer, the human resources department would have been a better option. They specialize in employee relation issues, while keeping all information confidential. In our business, we take pride in our image, while building trustworthy relations with all customers. Jackson’s behavior on social media could potentially harm the relationship with this customer, present and future customers. When one shares information on

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.

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.

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).

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

In our digital age, people are increasingly using social networking sites like Facebook and MySpace to share personal experiences, relati onships, opinions, and accomplishments with family and "friends." They view their Web sites as private and their right to voice their opinions or post pictures of themselves as protected free speech. Should employers have the right to terminate employees based on personal information that the employee has posted online? In most cases, the answer to this question is "no."

Facebook is a well know social networking site that has taken all over the world with over 500 million people using the site. Social networking sites such as Facebook share information about the user over the Internet, where it can be freely accessed by anyone. This is where issues of privacy to the individual arise. As of July 2010 Facebook has more than 500 million active users, Users may create a personal profile, add other users as friends and exchange messages, including automatic notifications when they update their profile. As of December last year, Facebook called its 500 million users to review their privacy settings at the launch of its new user control tools which allow the user to control their information easily depending on

According to Renee Fricks, vice president of human resources at Imperial Capital, “Your social media profile can be more revealing that your resume” (Cohen, 10). Social media has become a normal use of technology of an average college student. From Facebook and Twitter, there is a means of connecting students on diverse planes via the Internet. This allows employers to search any potential job candidate’s social media to investigate user’s posts to determine if they fit their position and hold themselves with high moral regard. If students do not monitor what they post, potential employers may be turned away because of inappropriate pictures, conversations, or other behaviors. Learning about proper social media uses can prevent qualified candidates from losing job opportunities.

The above mentioned example is one of many questioning the credibility of the social networking sites. The fact that anyone can go to a person’s profile and save his/her picture to be used as desired is uncomfortable and disturbing. Another method for the disruption of ethical boundaries in regards to these networking channels is their utilization to conduct predatory marketing. The level of discomfort is high when a product/service is offered to a user on the basis of the needs assessment done by the exploitation of personal information. Some employers are also the culprits due to the fact that they make hiring decisions on the basis of prospective employee’s social network activities. These and many other scenarios lead problem solvers to come up with alternatives and implement productive decisions.

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.

Social networking sites are a dangerously sharp double-edged sword. Professional sites such as LinkedIn can showcase one’s talents and provide an advantage within a large applicant pool while personal sites, such as Facebook, Twitter, myspace, even YouTube, if used irresponsibly, can make public many aspects of an individual’s private life which can reflect negatively, when viewed by others. The article “Didn’t get that new job? You need a better Facebook score” (Garling) highlights one of the many ways prospective employers can quantify someone based on their social media presence. The article describes a process whereby hiring managers rely on a consulting firm of sorts. This firm provides a score for each applicant based on their social media presence.

Social media nowadays are bombarding people’s lives whether it is Facebook, MySpace, Friendster, LinkedIn, Orkut, YouTube, Flickr, Twitter, Groupon, and many more. Social media has changed how people interact with each other and how they express themselves on the Internet. Facebook, for example, has really altered people’s perception of themselves. We hypothesize that this altered perception in turn influences their behavior on product choices and involvement with particular groups.

Almost everyone in developed countries, during this day and age, has social media accounts. There are many platforms of social media including but not limited to: facebook, twitter, instagram, snapchat, myspace, linkedin, etc… And there are many reasons for using these social media platforms such as: keeping contact with old friends and distant relatives, meeting new people and sharing life experiences with people around the globe, or stalking that cute girl at work but never making contact. Among these reasons, and many more is the controversial topic of whether job employers should be able to use of social media to look up applicants. I believe job employers have a right to look up potential employees because doing so would allow them to