possible discharge after she was reported by a colleague in the district for posting a photo of her

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.

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

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

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.”

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.

Employees should be aware of the effect their actions may have on their images, as well as [Company’s] image. The information that employees post or publish may be public information for a long time. • Employees should be aware that [Company] may observe content and information made available by employees through social media. Employees should use their best judgment in posting material that is neither inappropriate nor harmful to [Company], its employees, or customers.

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).

While social media platforms present avenues for the freedom of expression, the rules or regulations that guide the privilege may sometimes be curtailed or applied wrongly. Employees and organizations are facing the dilemma on what to post or not to post on these platforms. An employee may decide to air something through these public arenas without the knowledge that their actions may surpass their rights and thus infringe on others’ rights or cause damages to other people (Boyce, 2014). On the other hand, an organization may control the communication of employees on social media platforms to the extent that it violates their rights and privileges. It is in this respect that this paper explores the Facebook and Praxel cases as they are related to these matters.

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."

In Zupek’s article, “How social media can hurt your career” she shows how business and corporations are becoming more apparent on social media. With the uprising of more companies being on social media, there is also an increase in monitoring on employees Facebook and twitter pages. Zupek gives direct tweets exchanged between employer and employee and tells the story of Kimberly Swanson. Swanson was an employee at Ivell Marketing and Logistic and worked in Clacton, U.K. and posted a status on Facebook expressing how boring she thought her job was. Days after this post was made, Swanson was called into her manager's office and fired for what she said on Facebook. Zupek concludes the article by giving tips on what not to do on social media and also claims that posts showing negative feelings towards one job should not be posted to be seen by the

Economy is changing rapidly and the ethical standards, technology and value in working life has also changed in a great aspect in recent decades. For the business to cope with the changed environment, it is important to revalidate the current standards that the company has and show a clear direction to the employees. The company needs to have a clear view and a firm stance on certain issues and we will be reviewing on what that should be through this report. In this report, we will go through the usage of social media in workplace, policy on selling customer information and employees’ flexible working arrangements.

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.

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

The goal of any business is to be successful. Business’ need to hire personnel that can communicate clearly and effectively. This verbiage is noted in job descriptions for both blue collar and white collar jobs. Furthermore, company recruiters are actively engaged in finding qualified personnel, in a diverse job market. Additionally, jobs and potential employees are in global competition; do to technology, which has brought borders closer. One of the technologies, is social media, an internet based application; in which one can share information, ideas, career interests, etc. Facebook,Google+,Instagram, LinkedIn,