Social media in the workplace has been controversial for a while. There are different sides, the good and the bad. The cons involve problems with the law and bans. Like the case of a man working at a health care place and getting fired after posting a threat. He said that he was only venting about the patient (Horowitz, 2014). Bans are getting made on social media to prevent people from using technology from work to use for personal or non-business use (Lyncheski, 2010). The pros involve the rights of the employees while on social media. This is the case when a company didn’t allow their employees to discuss wages or employment to a third party. A national board then fined the company because this is unlawful (Horowitz, 2014).
Social Media in the Workplace: Effects on Employees In the workplace, there …show more content…
The National Labor Relations Board ruled this policy unlawful because the employees have a right to talk about wages and conditions in employment with third parties and one another. Social media helps allow this to happen. On blogs or Facebook employees can exploit the treatment of employees by the companies and discuss the differences in pay (Horowitz, 2014). While or before being in a workplace, the employer can look at to be employee or employee’s social media pages. This increases the probability of them finding something that they might have wanted to know about before they hired the employee. It also allows for the employers to make sure none of their employees are breaking any policies or laws such as HIPAA. Only about 1 in 5 employers have a policy governing social media access and usage. Employers must decide where to strike the difference between a congenial workplace that permits access to social media collaboration sites and one that protects confidentiality, security, employer legal interests (Lyncheski,
Social Media in the Workplace: Effects on Employees In the workplace, there …show more content…
The National Labor Relations Board ruled this policy unlawful because the employees have a right to talk about wages and conditions in employment with third parties and one another. Social media helps allow this to happen. On blogs or Facebook employees can exploit the treatment of employees by the companies and discuss the differences in pay (Horowitz, 2014). While or before being in a workplace, the employer can look at to be employee or employee’s social media pages. This increases the probability of them finding something that they might have wanted to know about before they hired the employee. It also allows for the employers to make sure none of their employees are breaking any policies or laws such as HIPAA. Only about 1 in 5 employers have a policy governing social media access and usage. Employers must decide where to strike the difference between a congenial workplace that permits access to social media collaboration sites and one that protects confidentiality, security, employer legal interests (Lyncheski,