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Employee vs employer rights
Employee vs employer rights
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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
1. The NLRB has made findings regarding the use of employee posts on social media sites to discipline or terminate those employees. Typically, these cases occur when an employee posts negative information about his or her current employer or boss. Sometimes, these are public, and other times, the employer uses spies or fake friending to see the Facebook page of the employee.
If you were asked for your Facebook password, what would you say or do? Job applicants cringe to the idea of sharing their social media activity history with their potential employers. However, is it really as bad of a breach in privacy than people think? Does the right to privacy mean anything shared online should be kept confidential? Interestingly, just as applicants have the right to say no to this query, employers have the right to ask. To some employers, the benefits of surveilling potential job candidates’ Facebook activities outweigh the concerns for personal ‘online’ space. Employers must be allowed to ask for Facebook passwords when deemed necessary in order to not only hire the best candidate for the job, but also to protect children
In Alfred Edmond Jr’s “Why Asking for a Job Applicant’s Facebook Password Is Fair Game”, Edmond explains his reasoning behind why he thinks that employers should be able to ask for the social media passwords for the applicant’s accounts. Alfred generally makes a strong case that if you post anything to social media that whatever you post is expected to be public and, therefore, should made accessible to the employer, however some of his points fall apart under scrutiny, weakening his argument.
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.
...enges if it can be caught in the beginning. The interview part of the hiring process is most important. Conducting successful behavioral based interviews can eliminate any non-qualified candidates. Using social networking sites to research a potential employee can be a good idea as well. Although one shouldn’t assume anything from what they see in a profile, a director can learn a lot from status updates, past jobs, and friend’s comments.
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.
Checking social networking profiles is an acceptable practice for potential employers or college admission officers. Students who post on social media
In this particular case, the firm collects a wide variety of information on its employees. For current employees, the focus is through workplace cameras, monitoring internet traffic through workplace computers, GPS tracking on employer vehicles. Prospective employees are analyzed by pre-employment personality tests and background checks. There are certain guidelines as far as what information can be collected and used against an employer. Focusing more on employer monitoring at the workplace would give a better insight on what can and cannot take place. Further, we will look into the risk that employers c...
Privacy is a claim of individuals, groups, or institutions that determine for themselves who, when, how, and to what extent of information about them passed along to others. The privacy claims of employees are varied in terms of the privacy interest elaborated and their conception for privacy. In terms of background checks, the issuance of autonomy is present. Autonomy defines a person’s own personal decisions and acts with individual right. Also includes vital life choices that are also important in terms of dealing with one’s own personal identity, but with no regards to an employer and of no public concern. For example, things that deals with an individual’s marital status, other intimate relationships, family life, housing, and association or involvement. There are a lot of things that go on in the process of background checks. It’s performed ...
Social media companies have complete control a their users information and can do what they want with it. Now if those companies went spreading the information, no one would use their sites but they can make changes to privacy setting that make it easier for anyone to view information of other users. For example, Facebook has privacy settings so your information is not out for public viewing, but a while back they changed the default privacy setting to make all your information viewable to the public unless you changed it. There was an uproar and everyone felt they were trying to be sneaky about it because they did not give any notice when they did it, but Facebook claimed they were not trying to do anything fallacious.
Employers have the right to know many things about their employees. Job skills and training can even be investigated by the employer. The employee is to perform services and these services must be done in a certain manner. Someone who is incoherent because of drug abuse cannot be a pilot, for example. This is why employers can test to see if characteristics or tendencies would affect performance.
Right to work laws have been around since 1935. These laws are little tricky and require some research because the name has little to with the laws. Right to Work laws was first seen as the National Labor Relations Acts in 1935. This bill was signed and became law by President Franklin Roosevelt on July 5, 1935. This law established the National Relations Labor Board and addressed relations between unions and employers in the private sector ( ).
As college students and adults prepare for the real world, people are constantly faced with how to prepare for interviews and the hiring process with jobs. One factor of that is the gray area that is the idea of social media and networking helping to assist with the hiring process. Technology has become a privacy and employment issue that future employees face. When it comes to employment companies a have no boundaries and employers need to realize that social media should be used only for non-bias practices and not employment decisions based on someone’s Facebook post. Topic: How Privacy and Employment Laws effect Social Media changing the Hiring Process.
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.
In today’s society, during an era of technology, social media networking has opened many outlets for connecting with others over the Internet. Having social media networks such as Facebook, Instagram, and Twitter have great benefits, but social media also can harm someone in many ways. Many employers have started using social media as a source of background information during the process of hiring possible candidates for positions offered. The decision to use social media is very resourceful in the hiring process, yet it is not a reliable source because it invades an employee's personal life, causes discrimination against potential employees, and does not represent a candidate well.