social media

Topics: Employment, Termination of employment, Facebook Pages: 5 (1599 words) Published: October 7, 2013

Saving Private Ryan
Social media is a love-hate relationship that has drawn massive media intention about its usage in the workplace. There has been controversy over the benefits and negatives that social media brings to the work place. In the past ten years social media such as, Facebook, Twitter, and LinkedIn has taken on a new medium for communicating worldwide. Social media improves branding, helps increase jobs, recruitment strategies, and the most significant being how you represent yourself and business. People need to realize once they post something on the Internet that it is there eternally. It is up to the employer to address social media and set boundaries of what and what not to do. In this diverse society, people need to think before they post. It is the simple fact of people being unaware of the consequences that comes along with social media. Employees need to understand the current trends that social media may create both positively and negatively. It is the employer’s duty to portray an image that showcases a role model that will help further their business through this new age of technology.

Companies and their employees have to recognize both the importance and the restrictions of social media in the workplace. According to legal advice research company AVVO, social media sites are continuing to significantly increase, as companies have been steeping in to discipline or even firing employees for using these sites on and off company time (“Social Media in the Workplace”). Employers cannot control everything in the workplace, but with existing laws can help sustain the company’s productiveness to stay in control of their employees. Companies nowadays have a written policy covering Internet usage and also stating in a section the proper use of social media at work or when posting about work related matters (“Social Media in the Workplace”). Essentially, an employer needs to make certain that their policies are clear and concise, as the same policies apply to any online activity that talks about the company or its employees. It is the simple sayings that everyone has heard from their guidance councilors to parents relentlessly nagging you when you get in trouble with quotes such as, do not let your emotions get the best of you and think before you act. Unfortunately, the consequence is not just a slap on the hand anymore, but may be your livelihood.

Is it fair to get fired or not hired based on what you post on these websites? Just ask Amy McClenathan who evidently was having a bad day, when she decided to share her feelings with the rest of the world with one click of the button, which led to her ultimate demise. It was the simple statement she posted that stated, some days she wished she would be fired so she could just stay at home (Neil). The next day she received her wish; the company she had previously worked for let her go. This is the perfect example of Ms. McClenathan letting her emotions get the best of her and not thinking about the overall outcome posting a negative statement derived towards the workplace. Unfortunately, Ms. McClenathan is not the only one getting fired from posting their opinions in the cyber world. It has generated into a national issue, where the National Labor Relations Board has stepped in. A January 29, 20193, article published in the ABA journal Law News Now quotes Martha Neil, a journalist from ABA Journal: “ The National Labor Relations Board has issued rulings on a number of social media policies in recent months, providing guidance that may be helpful to other employers who are not directly subject to this purview” (Neil). It has become evident that social media has an infinite impact on businesses, which enhances social media’s vital usage in the workplace to better further a company and fire the people who do not acknowledge what their posting for the world to see.

There are too many assets for a business to thrive from social media,...
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