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privacy issues social media
privacy issues with social media
privacy issues with social media
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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.
Social media’s usage in employment decisions has emerged as a contemporary problem in Employment Law for several reasons. The first reason for this trends development is the excessive usage of social media websites. According to a recent Pew report 65% of adults who use the internet have a social media presence in some form. (Hidy 70) With that in mind employers have begun to use the information found within a social media website to obtain information they do not otherwise get on a resume and in an interview. These web pages can give the employer and insight into the true nature of an applicant. However employers need to approach the information on social media websites with care as these sites are easily manipul...
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...es, the Federal Government will need to provide legal guidelines on the extent to which employers are allowed to use information contained on social media websites.
Works Cited
Calabrese, Chris. “Password Protection Act of 2012: A Good Start Against Employer Snooping.” 9 May 2012 American Civil Liberties Union. Web. Blog.
Hidy, Kathleen McGarvey, and Mary Sheila E. McDonald. "Risky Business: The Legal Implications Of
Social Media's Increasing Role In Employment Decisions." Journal Of Legal Studies In Business
18.(2013): 69-107. Business Source Complete. Web. 8 Dec. 2013.
O'Shea, Kellie A. "Use Of Social Media In Employment: Should I Hire? Should I Fire?." Cornell HR Review
(2012): 1-10. Business Source Complete. Web. 8 Dec. 2013
Stern, Joanna. “Legislation Would Make it Illegal for Employers to Ask for Passwords.” ABC News. 6.
Feb. 2013. Web. 8 Dec. 2013
Ever since Mark Zuckerberg created Facebook in 2004, millions of people have flocked to the website, resulting in “1.49 billion active users” (Facebook). Facebook allows users to not only reconnect with old friends, but also share whatever the user deems necessary. Facebook has many privacy settings that enable users to prevent anyone from seeing what they post. Even so, skeptics out in the world strongly attest that Facebook, and similar social media websites, aren’t all they’re cracked up to be. In the essay Why Asking for a Job Applicant’s Facebook Password Is Fair Game, Alfred Edmond Jr. addresses the false security Facebook provides to its users, and uses that notion to support his claim that bosses should
The Jaffee-Redmond ruling heavily impacted how all organizations and firms deal with staff members’ rights. Today, the legal human resource environment requires that all key organizational professionals know and understand the laws affected by this case. Prospective job candidates who are well-versed in these laws and similar issues can outmaneuver less knowledgeable candidates. Training in current privacy laws are a valuable asset in several settings, such as:
...lis Smith wrote a book called “Privacy: How to Protect What’s Left of it”, it expresses the fact that there are no legal actions in the process to express the care for a worker’s privacy equality in the working force. Smith feels as though it is periodically swept under the carpet, and those in charge of this issue of privacy think it does not outweigh other society problems, so it is overlooked. Thus, being the most complex yet controversial topics employees’ rights to privacy have been under the microscope for many years, and years to come.
Using social media for hiring process is more closely related to act utilitarianism. The reason for this is although Jack did not get the position he desired. Choosing the greatest action for the greatest good would be to not hire Jack based on his social media. Instead, it is best to continue the search to find the right person suited for the position because the right person will produce the greatest possible happiness for the greatest possible number. Choosing to invade Jack’s privacy and reviewing his social media is the ethical decision to be made. If Jack were to change his social media or not have a social media, then the possibility of Jack getting the job would be higher than it is now, but would not benefit the company. This option would affect the co-workers, Laura, the company and Jack. Hiring Jack may not produce the most good because he complains online about his current job, there is a possibility he could do the same if he would have got the job in Laura’s company. This would show to Jack’s co-workers and his company that he does not deserve to belong to the company. It is unprofessional to talk bad about a current employment, especially if it is broadcasted online for everyone, including coworkers to be informed with such information. If Jack was confronted by Laura for his social media, then there is a possibility that he can change his social media, by deleting his posts, or just changing his outlook on what to put online because it affects his future in applying for jobs. This option would do the greatest good because it allows Laura to continue the search to find the right person for the job. It will benefit the co worker and company because they will have an employee who is more devoted and more fit for the...
Joos, J. G. (2008). Social media: New frontiers in hiring and recruiting. Employment Relations Today (Wiley), 35(1), 51-59.
Lots of people post on social media about their beliefs right? People post their opinion on the network every day. Many people get in trouble because they forget that nothing goes away and anyone can look at it. Lots of people don't know that when they apply for a job their social media can be searched or checked. Searching social media can give an insight into people’s personalities. People should be more careful on the internet because social media can be used for employee background checks, college background checks, and violations of personal privacy.
Job seekers use social networks for a wide range of reasons, the main one is to share the information, looking at job opportunities and of course responding to friends. According to the generation Y (born after 1990) and generation X (1980-1990) statistic of social media usage, the great number of "youngster" are more attracted to Facebook and Twitter platforms, whereas for "older" generation LinkedIn network is more preferable choice. This observation underlines the idea of social media being less of recruitment usage and more of socializing between ages 24 and younger, since LinkedIn had specifically been created for networking and connecting individuals inside and outside their industries, whereas Facebook and Twitter are more lifestyles and interests based networks. Nether less, these platforms are still very much used for recruitment and job finding.
Social media and employment has been a steadily increasing topic of conversation over the most recent years. Cases of termination from employment as a result of social media discrepancies have become prevalent. Social media has caused the business climate to shift. Robert Freeman makes mention in Strategic Management, about the “acceleration of new technologies.” He mentions a prediction of change in major social issues due to those new technologies.
Many believe that social media is essential for being employed for a high paying job, such as a lawyer or doctor, but it’s very far from that.
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.
Social networking has become increasingly popular over the past few years, especially with many new media sites and apps being released. Facebook, Twitter, Instagram, and Linkedln are perfect examples of social media sites where people can post what they are doing and where they are at with pictures for the general public to see. Different companies and establishments are using social networking to check on their employees and to see how they carry themselves out side of work. Outside of our work and jobs, we represent the companies and establishments that we work for. Major companies and establishments want their employees to be responsible and act maturely when they are inside and outside of work. Employees are expected to hold the integrity of the company and their image.
Social media applications on the internet have skyrocketed in the area of interests for all ages of employees in the work force. As fast as these applications are gaining popularity, so are they changing the way employers are looking at their employees and their companies in general. There are so many benefits that social media has brought to the cooperate world, but with this each company is becoming increasingly more aware of the risks that are involved with using it. Misuse of company resources, conflicts of interest, and criticism of others are just a few. This is a challenging topic, because there is so much corss-over on many ethical and compliance issues. Like any other ethics and compliance topic, social media can and must be proactively managed for a company to keep its reputation while providing its employees with the knowledge to manage their personal and business activities separately.
In Today’s world social media techniques and its related networking websites are playing foremost role in communication between people, organization and their members. Social networking applications such as Facebook and Skype assist people and corporations to communicate with each other for social and as a hiring tool. Many young people in the current era are doing their best to build their online networking career healthy and available to all the recruiters (Nigel Wright Recruitment, 2011). Moreover, Social Networking websites for recruiters is a great mechanism to scan applicants in a very short-time, however, it is not stress-free as it appears to be. A well-known survey indicates that many HR- Superiors didn’t hire applicants because of an unsuitable profile picture or comment made on their Facebook page and denying their application on the basis of their way of life that was fairly immoral (Career Builder UK, 2010). Therefore, to eliminate this, LinkedIn now delivers managers a fee based solution that enables them to find the best available applicant that matches their criteria in few seconds. Almost 94% of recruiters are comfortable using LinkedIn for the hiring purpose (John Zappe, LinkedIn dominates social media sourcing and recruiting, 2013). The social media have completely changed the span of recruiting employees; it is now much easier, faster, less costly to hire employees and has saved millions for large corporations, it is very significant for HR recruiters develop e recruitment techniques in order to get the right talent in the organization (Smith and Rupp, 2004.). Moreover, posting the available job ad on the social website rather than on newspapers not just sheltered th...
Platforms such as Facebook and Twitter allow users to access company information, photos and employees as well as ask questions and express personal experiences with the company. It also allows potential employees to understand the vibe of the organization and gain a deeper and more personal understanding than a website. However, with social media, it is important to not ove...
Social networks are increasing dramatically every year. Employers are turning to social networks because it is a tool to screen job applicant’s profiles. According to a survey conducted by jobvite.com (2013), 94 % of employers use social media profiles to recruit job applicants. This trend assists the applicants and recruiters. Job applicants should be judged by their social network profiles because social media give positive image about the candidate, prove the information in the resume, and help to identify if the person fits the culture of the company or not.