Using Social Media Sites ( Sms )

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.

Ms. Nancy Flynn is the founder and executive directive of the Theepollicy Institute, a training and consulting firm that helps employers limit email and internet risk. Writing in the Wall Street Journal, Flynn’s complains that management has the right and responsibility to observer how employees are using social media on and off work hours. Ms. Flynn Advocates it is all too easy for employees to use social media to bring unwanted attention to whatever company hired them. She believes that emails, social networking can lead to dangerous work conditions and it’s not as harmless as other might think. Ms. Flynn points out cases to do with hospital employees

People from almost all age groups, especially the teenagers and adults prefer to socialize through various social media websites for networking and this trend has been increased since the last decade with a wider internet utility. Though the social media websites are not less than any golden opportunity for online marketing in business, however, many cases have been reported for the job dismissals due to the controversial personal posts to the social media by the employees. The posts that have been done to the social media websites can be in the form of personal messages, photos, video clips, audio recordings, and comments on other’s posts. Hollifield, the Winter Part Employment Attorney

These three concepts have been chosen due to the awareness that all three have the potential to play hand in hand with one another. Social media can play a huge role on conflict in the workplace that could and should be avoided. Social networking sites, publishing tools, and micro-blogging sites are all considered social media with the most commonly used site being Facebook. “Social media, such as social networking sites, differ from traditional media, because they enable the exchange of user-generated content.”

The NLRB has made findings regarding the use of employee posts on Social Media sites to discipline or terminate those employees. Typically these cases occur when an employee posts “negative” information about their current employer or boss. Sometimes these are “public” and other times the employer uses “spies” or “fake friending” to see the Facebook page of the employee.

Background checks can help your chances of securing a job. Private companies conduct millions of background checks per year because millions of people apply for jobs every year (Csere). State law requires criminal history checks of corrections, department personnel applying for positions that will involve direct contact with inmates (Csere). All law enforcement personnel who go through the Police Officer Standards and Training program must submit to such checks by the State Police’s Bureau of Identification if they do not go through those checks then they cannot go into law enforcement (Csere). The state law also requires the Department of Public Health

Employers also have the right to ensure that any potential candidate does not have anything in their past that could potentially harm the business or the safety of any other employees. Greenberg (2013) states that… “figures from the Justice Department Bureau of Justice Statistic Workplace Violence, 1993-2009, as many as 572,000 non-fatal crimes occurred in the American workplace in a single year” (par 4). In many of these cases the violence could have been prevented by conducting a background

A company may conduct a criminal background check on their employees as long the employee consented to one. Often most companies have their employees sign a liability form at inception. This includes the option to request a background check and the employee must comply with in order to work there.

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

If your prospective applicant will have contact with other employees or with customers, an important reason to do an appropriate background check is to avoid negligent hiring claims. If you have an employee who turns violent and harms either a customer or another employee, you could be slapped with a lawsuit if checking would have kept you from hiring that person.

In many industries, companies are responsible for handling information that is sensitive in nature, and therefore they require very trustworthy and dependable employs. Other businesses simply take a more involved roll in finding out who they are hiring to make sure that they get a good fit. Background checks can help immensely in making these decisions.

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

Social media has increasingly been on the rise for over the past 10 years, so has the concern on the effect of it being in the workplace. People are spending more and more time on social media and other communication technology (Walder). Because of this, researchers have begun to wonder what the effect will be in the workplace. The argument of social media in the workplace is on the rise, and will continue to grow as the Internet continues to transform the way people are spending their time (Carlson).

What if one liked photo, post, or retweet could change the validity of a job candidate forever? While the concept may seem farfetched, this is becoming more and more prevalent in society today. As technology and the media take a much heavier grasp on day to day tasks, it is vital for employers to take into consideration the footprint that a future or current employee may have on behalf of the company. The debate gaining steam due to the increased prevalence of social media relates to whether one’s personal or private social media account could lead to them being fired by their managers. On one side of the argument, one should be allowed to speak what is on their mind, but conversely the consequences should not fall on the company’s hands

Social networking is all the crave in today’s society. In 2017, 81 percent of U.S. Americans had an online networking profile, representing a five percent development contrasted with the earlier year ( ). Social networking in the working environment can be an important apparatus for organizations. It can, in turn, cause significant issues at work. Bosses are confronted with the need to create online networking approaches that enable the organization to receive the positive rewards of social networking use while limiting the negative impacts. Issues happen when workers take advantage of work web access for individual use amid work hours. Managers must choose if the utilization of web-based social networking exceeds the potential for negative effects.