Social Media Policy

Social Media Policy
Case Study
Human Resource Management
DeVry University
January 17, 2014

Social media is currently the preferred way to communicate; thus creating a blurred line between the workplace and personal space. Work and personal messages, at times, are streamed through the same device. We now carry our internet inside our phone. The Electronic Communications Privacy Act (ECPA) restricts the monitoring with two exceptions. If the employer can present a reasonable business reason or the employees consent (Dessler 2013). The National Labor Relations Board or NLRB has issued complaints concerning the use of employee posts on social media sites (O’Brien 2011). When
Souza’s behavior. This entire incident could and should have been handled differently. I also do not agree with how management at AMR handled her termination. Denying her union representation was unlawful and questions management’s integrity. I believe that NLRA had no other choice than to question and examine the actions of management in the AMR case.
Example of Effect on Employee Relations The decision concluding this case would separate the relationship between employees and management. Even though the behavior of the employee was fare from respectful, the way management handled it was equally inappropriate. If something like this happened at my current workplace, the employee would be fired by the owner of the company. We have under 20 employees, it’s a family business, and any negative publicity towards the company would not be tolerated. There are no policies in place concerning social media, yet, I know that this type of behavior would be handled in the parking lot on your way into work. The owner of the company would tell you to go home and may or may not give you an explanation.
Communication of Social Media
This is attached to the current employment of everyone that is a part of the organization. I would also express that the employers may be liable for poor choices concerning social media. This could bring a company financially to its knees. Explaining that a social media policy will be put into place so the entire organization understands what is and is not acceptable behavior. I would express that all concerns and questions will be heard and considered. Expressing that a social media policy will protect the organization as a whole. The organization is not trying to take any rights away from any employees. We are protecting our jobs and the future of the company. In conclusion, I believe that all organizations large or small should have a social media policy. A small business could be eradicated by any unlawful actions representing it. Labor laws should be known and understood by all management. This case was an example of how an employer reaction to an employee is crucial. The denial of a Weingarten right, if proven, was the unlawful act that is remembered as a distinct unfair labor practice (2011). If the incident was handled correctly Ms. Souza’s responsibility for her alleged wrongdoing would have been most likely taken into greater