Employers should have the right to look through personal information they find as public domain, and they can legally use it. An employer has the right to investigate your financial history, why not a public page of your private life. Social media is a gateway between privacy and a public bulletin board. If the personal posts are not monitored, and privacy settings are not set to friends only or private, then the information is fair game. It is always the responsibility of the people to monitor what information they disclose and how. When people are too reliant on the government to protect their privacy, they become reckless and disclose information that the government cannot protect. An employer receives a resume, which is a vague description of the potential employee. With this information it is very difficult to weed through all the candidates. Most employers are searching for an upbeat and experienced work force. Having a resume with a limited understanding of past experience and no personality is a difficult to sift through. Some resumes are bad and some are worse, “Most employers don't have the time or patience to sift through the irrelevant details.” Mary Lorenz, CNN.com. When people limit the information they provide, they are often just ignored, but when a candidate selection is limited, the employer will seek additional information to gain an upper hand during the interview. Potential employers could access information about a person through a preliminary check. This information is not confidential and is usually available upon request. Potential employers can access Bankruptcy filings, worker compensation claims, social security number, education records, military service records, work history and driving records. “... ... middle of paper ... ...e candidate before proceeding. Looking through public posts on social networking sites like Facebook or Twitter is legal; however giving false information to obtain more private information is illegal because the information was never intended to be provided to the employer. Employees do use some information for biased decisions, but mostly they seek to uphold the company image to promote business. Keeping a constant check on employees ensures the productivity of the work force, as well as insight of how to keep up morale. Works Cited http://www.thisisleicestershire.co.uk/Sacked-prison-warden-close-criminals/story-12070001-detail/story.html http://articles.cnn.com/2007-08-29/living/cb.resume.irks_1_job-seekers-false-information-irrelevant-details?_s=PM:LIVING http://www.examiner.com/career-advice-in-chicago/what-can-be-gathered-during-a-background-check
Most individuals use these social networks and applications as an outlet to connect with old friends and family, share media, and keep up with everyday topics. Sometimes, employees exchange social media accounts if they become friends at work, which is acceptable. But, if an employer decides to review an employee or potential employee’s personal account without their permission, that is an invasion of privacy. Also, a person’s social media account should not have to be monitored or reviewed by an employer, especially if it does not relate to the job itself. Everyone deserves privacy, and if an employee’s social media account(s) have to be monitored, the same should apply to the employers as
People have the tendency to believe everything and anything that is posted online should be private. They don’t realize that what they post or send over a platform like Facebook isn’t exactly complete privacy. As Alfred Edomnd Jr. said in his essay Why Asking for a Job Applicant’s Facebook Password is Fair Game, “… don’t think business vs. personal. Think public vs. private. And if something is truly private, do not share it on social media out of a misplaced faith in the expectation of privacy (134).” Just as employees have the right to say no to this request, employers have the right to ask. Employers only want the best for everyone and that is why they need Facebook access to who they deem a potential problem. Asking is fair
Next, jobs are denied and people are fired for harmful comments and inappropriate pictures. People don’t realize their boss or coworkers might see their post. The article “How Social Media Can Hurt Your Career” states “If you want to use your social media to get hired...Don’t announce raises, interviews, or new jobs, Don’t badmouth employers and Don’t mention your job search when still employed” (2009). This is important because it shows what not to do on your profile. People get fired all the time for not following these simple rules. All in all, watch your page because you never know who will see
Social media outlets have allowed society to share more information than ever before. The often forgotten fact by internet users is that once a picture, Tweet, or post has been published to a social media site it forever becomes part of the annals of the web. While many believe what they do and say on a social media site will not affect their chances at future employment or provide grounds for termination, the reality is quite the opposite. A new trend has emerged in Employment Law in which employers are making employment decision based off of what they find in applicants or employee’s social media activity. The questions regarding the legality of this practice are extensive. While social media can be a powerful tool in recruitment of a potential candidate, much of the personal information contained on these websites are protected characteristics under existing laws that protect employees from discrimination. Employers need to careful to balance employee’s rights against the business needs of a company.
The misconception that Freedom of press/speech gives a person the right to post what they want is inaccurate. Freedom of Press with in the First Amendment gives a person the right to state their opinion and not be punished by the government. This means if a person makes a status criticizing a government official they will not be taken to jail unless the comment is malice, which is harmful or with a purpose to inflict injury.Also if a person is not exhibiting behavior that is considered appropriate for a company,university, or church Freedom of Press doesn't protect that person from what ever actions that are taken by the particular establishment. Recruiters checking social media pages to get information about a person is a common thing that some people don't take
In order to discuss and analyse the above statement, in depth reference will be made to various documents which can in some circumstances relate to contracts of employment and whether those particular documents which are not contractual can be incorporated into a contract, creating legal enforceability for employers and employees. Firstly it must be established what exactly is a contract of employment.
In today’s world, many people find means of communication and staying in touch through social networks. Immediately, everyone’s lives are at your hand, whether through Snapchat, Twitter, or Facebook. The popularity of social networking Web has even encouraged people to share some of their most private print and visual information. The information that is being put out is out there publicly and leaves a trail that anyone can trace even college admission officers and potential employers. Colleges may use the network as a way to look deeper into the person in search of any potential red flags.. And while potential employers use it for the same purpose, they also could use it to get to know the prospective employee on a personal level that would not be found in an interview. College admissions officers and potential employers choice of checking social networking profiles is an acceptable practice.
The purpose of this paper is to analyze a specific, hypothetical employment situation encountered and to include the information regarding employment conflicts, questions, grievances, lawsuits, etc., in terms of how the situation was handled or resolved. Employment conflicts are a constant issue everyday in any organization; it is how you handle them both legally and professionally that counts.
religious and demographic information) of the applicant. The use of these information for recruitment purposes is illegal and can also lead to charges of discrimination. Some of this information includes the religion, age, national origin, or race of the applicant. Screening a candidate out because of his or her presence on social media can also inaccurately reflect the work ethic of an applicant. Just as the name implies, social media sites like Twitter and Facebook were primarily designed for social use and not as an avenue to display work samples and professional skills. Also, because not all applicants make use of social media networks, using social media in screening can create an unfair advantage or disadvantage for candidates that make use of social media. (Durham Chamber of Commerce,
In an age where instant access to information has influenced the privacy workplace model, which once prevails over what were inalienable assumptions of privacy is no longer a certainty in the workplace. Some companies require employees to sign confidentiality agreement to protect their patents, formulas, and processes. There are instances where companies dictate a “no compete” clause in their hiring practices, to prevent an employee from working for competitors for typically two years without legal implications. While these examples represent extents, employers go to protect their company’s privacy; companies do not go to that extent to protect the privacy of their employees.
The first reason profile checking is good because you can find out all the information about this person. Background checking is best; it shows what type of person they are outside of the workplace. Getting to know the inspects of the person that you are about to hire. You could check on the internet for any information that you feel will be helpful. Checking if they had any drug-related crimes that made it hard to get any previous jobs. As Keller states “…which establishes parameters affecting the scope of a potential employer’s inquiries about prior arrests, convictions, and other aspects of the applicant’s criminal history.” (Harris, P. & Keller,
There are many cases of employees getting terminated because of what they have said on social media and in some cases it is warranted. Terminating employees based on what they say on the internet is valid, although employers should not go out of there way to monitor their employees but if you’re friends with your boss on any social media platform and they see what you have said about your job that should be grounds to terminate you if you're employer sees it valid. There are many states that have laws protect employees but the more restrictions there are for firing employees the more hesitant employers are to hire people. For example if it was illegal to fire an employee for slandering there employer then companies wouldn't want to hire people
Suzanne Lucas declares that employees should be fired for what they are posting on Facebook. She states that people are bringing up the violation of their free speech right but since Facebook is not private, this is not a violation of free speech. In this article, Lucas gives three reasons to why she is in favor of employees being fired for their Facebook post. The first reason is because employers are hesitant to hire someone that is new when there are more restriction being put in place for terminating.
A person’s right to privacy is being challenged with the high use of social media such as Facebook and Twitter. What used to be considered part of your personal life is not so personal anymore. When one chooses to share details about ones-self to their friends via a social media, they are not always thinking about the “other” people. The other people could be ones current boss or future employer. Other people could be a school official, your baseball coach, your friends’ mother; you name it the list goes on and on. Recently, a few employers or perspective employers have requested Facebook and other social network log-in information. It is probably a violation of equal employment laws, and there are two senators investigating the practice of requiring job applicants and employees to provide their social network log-in information as a condition of employment.
Students who want to find jobs may regret posting private pictures and comments on Facebook. Employers not only screen resumes and conduct interviews, but also view job candidates’ Facebook profiles. The boss wants to know if the applicant is actually a “professional.” Pictures may show the person drinking, smoking, or doing other unprofessional activities. Offensive comments can also hurt an applicant’s chances of getting the job.