Advances in technology impacted the portability and affordability of personal computers and other gadgets; this in conjunction with social media, has changed the way we communicate. For example, Facebook with over 800 millions of users in 2012 has become one of the most recognized social network platform for regular communication (Dispatch, 2018).
Social media platforms and other forums allow individuals to publicly express various facets of themselves, including their private life and their opinions ( Sanchez Abril et al., 2012)
There are many employers that monitor communications and online activity of their employees while at work. The employer have the right to conduct this type of monitoring. An employer would monitor all activity and website visited on a work computers (Mello, 2012).
Employers monitor for security and performance. With strict monitoring controls employers look to protect their reputation, intellectual property as well as trade secrets. A malicious employee may use social media to affect the employee's reputation or to release intellectual assets (Sanchez Abril et al., 2012).
One of the laws that regulates employee and employer social media use and monitoring is the National Labor Relations act (NLRA), this act states that employees are giving the right to engage in " concerted activities for the purpose of collective bargaining" or other mutual aid or protection and employers are prohibit from taking action against such activity (National Labor Relations Act, (n.d.).
U.S. Law emphasizes that the workplace and its resources are the property of the employer, therefore, workplace privacy is not an employee right ( Sanchez Abril et al., 2012)
The California governor signed into a bill that prohibits an employer from requiring or requesting an employee or applicant to disclose their social media username or password (Tullio, 2019).
Ethical dilemma with the use of social media for the hiring process
Employer strict monitoring controls can lead to higher levels of employee stress and can affect work satisfaction and productivity ( Sanchez Abril et al., 2012).
Social media use is expected to keep growing in the next couple of years and its popularity to gain more territory among employers and individuals. Also, it will become even more instrumental in the hiring process and in individual's life in general. Therefore, it is important to find a middle ground, clearly defining policies around the use of social media and monitoring.
Sánchez Abril, P., Levin, A., & Del Riego, A. (2012). Blurred boundaries: Social media privacy and the Twenty-First-Century employee. American Business Law Journal, 49(1), 63-124.
Mello, J. A. (2012). Social media, employee privacy and concerted activity: Brave new world or big brother? Labor Law Journal, 63(3), 165-173.