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.…
Elejalde-Ruiz is arguing that employers ought to be permitted to check social media. It tells your ethnicity, age, religion and if you have any medical problems. Checking social media can state if someone's innovative and sociable.…
Another reason why social media in the work place is counter-productive is discrimination and damage to the business reputation. It is important for employers to make aware of the responsibilities to the employees and manage these issues correctly. Instead of banning access to social networking and hoping it will go away, employees…
Social networks have been making a splash in the internet world over the past couple of years. In some studies into the monitoring of social media activity by employees has…
Social media has connected the entire world to one another. It has become a cornerstone of communication in the 21st century with websites such as Google, Instagram, Facebook, and Twitter to name a few. Since this large boom in social media usage in the past 10 years, many issues have arose with it as well. One of these issues was addressed and discussed in the essay, “Why Asking for a Job Applicant’s Facebook Password is Fair Game” by Alfred Edmond Jr. Edmond’s main argument is that, from the perspective of the business owner, it is appropriate for the employer to ask a job applicant for their Facebook password before being hired. The reasons that he gives for this are in multitude (Edmond, 2012).…
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.…
Hiring managers are using social networking websites like Facebook to scan a potential hire for job placement. In fact, in most recent polls “35 percent of hiring managers use Google to do online background checks on job candidates, and 23 percent look people up on social networking sites” (Du 230). The use of social networks is very popular amongst hiring managers because it is convenient and fairly simple to use, even if many of the hiring managers are older than the typical Facebook generation. Social networks easily show any hiring manager, no matter what age, a job candidate’s skills and interests.…
Social media can be distracting in the workplace. People are constantly checking their social media accounts throughout the day. People often find themselves using social media when they are supposed to be focus on their work. For some people it is hard to balance work and social media. In the article Examining Applicants Reactions to the Use of Social Networking Websites in Pre-Employment Screenings by J. William Stroughton, Lori Foster Thompson, and Adam W. Meade says, “The use of social networking websites has proliferated in recent years (73).” In recent years’ social media has become more a distraction to people in the workplace. Social media has become more of a factor in peoples’ everyday life which is not good. This means that social media is starting to take over peoples’ life.…
An employer turns down a job application after seeing on the candidate’s Facebook profile that they are a heavy drinker. A company rejects an application after seeing on Twitter that the candidate is a Muslim with a veil around her head. Another employer rejects an application after seeing on their Facebook profile that they use derogatory terms when commenting on pictures and posts. These examples illustrate how technology has changed the way companies screen prospective employees and how these may eventually lead to legal implications based on protected grounds. In this rapidly-growing world where technology is accessible almost everywhere, employers and recruiters are utilizing technological methods to screen and evaluate prospective employees. In order to ensure the candidates are right for the position, employers are looking far beyond just resumes and interviews by reviewing their personal social networking sites out of which Facebook, LinkedIn, and Twitter are the most popular. This has also landed some employers in trouble as there are legal issues in interfering into others’ privacy. Statistics have shown that most employers and recruiters admit to using social media as an evaluation tool for recruiting. Data analysis has also showed that most candidates are aware of employers viewing their information through social media which could also indicate that potential employees may polish their social networking sites to appeal to their prospective employer. Majority of candidates claimed that they do not have anything to hide on their profile and do not see their profile as private information. Some candidates agree that employers do have a right to use the information online in decision making. Internet screening presents new opportunities as well as challenges for hiring as it is able to reveal job-relevant and irrelevant information about the candidate, which may not be available through other resources. Although it is not illegal for employers…
Social media in the workplace would generally be regarded as unacceptable by an employer with the exception of a position that required this type of social media as a part of the everyday working expectation. Employers typically frown on the use of personal use of social media in working hours as this is detraction from the expectation of the employer’s requirements. Social media like Facebook during working hours should be minimised even during lunch break and tea breaks. Typically these times are an opportunity for working associates to connect in a real world situation.…
Over the past few years, social media has exploded from an adolescent past time into a worldwide phenomenon. In less than a decade social media has infiltrated every aspect of our lives, changing the way live, how we communicate, and how we interact with one another not just in our personal lives but in the work place as well. With just a few clicks of the mouse, we can share our thoughts and opinions, organize events and parties, and upload photos of ourselves and our loved ones for the whole world too see. The explosion of social media networking technologies represents tremendous opportunities for employers but they also contain potential legal pitfalls (Moore, 2011). “It is important for employers and their counsel to understand the benefits, disadvantages and legal issues that can arise when using social media (Moore, 2011)” during pre-employment inquiries, throughout the period of employment and after separation from the employment.…
Employers have difficult decisions to make when hiring employees and they want to use all the resources that are available to find out who the applicants really are. When we apply for jobs, we work hard to put our best foot forward and employers often want to know what we are really like. Information on the Internet is one way to see how an individual interacts with friends and family, personal issues he or she may have, and problems he or she may have. Many of us may feel it is an invasion of our privacy to have employers looking at our personal relationships or how we use our private time. However, we need to accept that information we put on the Internet, whether it is on Facebook,…
1. Find at least one case or article online regarding this topic, and briefly explain the facts of the case, and the determination of the NLRB as to whether the employee was properly or improperly disciplined or terminated as a result of their use of Social Media to complain about, or publicly bash their company or boss. Provide the citation to the article you discover. (Use the term “concerted activity” in your query or search to help you find one of these cases.)…
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.…
Sometimes the things one says can prove that people are not fit for the job they hold. The outburst of comments on social media are not private they are viewed by the world. There are many people who are posting offensive and racist remarks in this world today. Although people should be responsible and mature and not be putting down others or expressing yourself and others rudely on media. Yes, people have the right to free speech, but companies should have the right to terminate people who use that speech to denigrate the company. Those who are disrespectful to the media should be terminated because they should know better and be a mature adult that they are, if they continue doing this they are more than likely to hurt more people, also bad judgement is not limited to online behavior, so let us control those who are out to hurt others.…