LinkedIn: Employees’ Privacy vs. Employer’s Reputation With the growing use of social media, employers need to determine how much they should monitor their employees’ use of social media. An employee may post something that is confidential to the employer or harm the reputation of the employer. If not monitored, and stopped, long term damage can be done to the employer. On the other hand, without probable cause, an employer can be seen as overacting and invading the employee’s personal privacy by monitoring the social media posts. Social media use by employees can be an asset as the employee can be an advocate for the employer or it could be a liability if the employee posts harmful information. Aside from the legal requirements, how should the principles of justice shape any efforts by employers to monitor employees’ personal use of social media?
LinkedIn: Employees’ Privacy vs. Employer’s Reputation
With the growing use of social media, employers need to determine how much they should monitor their employees’ use of social media. An employee may post something that is confidential to the employer or harm the reputation of the employer. If not monitored, and stopped, long term damage can be done to the employer. On the other hand, without probable cause, an employer can be seen as overacting and invading the employee’s personal privacy by monitoring the social media posts. Social media use by employees can be an asset as the employee can be an advocate for the employer or it could be a liability if the employee posts harmful information.
Aside from the legal requirements, how should the principles of justice shape any efforts by employers to monitor employees’ personal use of social media?
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