Who hasn’t seen a post on Facebook a friend has posted blasting their company for some perceived slight? Or the posts that try and shame their coworker into working harder and doing their ‘fair share’? Social media has become an outlet for employees to vent after a long day at work. Due to this, more companies are turning to monitoring their employee’s social media sites. This is done both to look at what current employees are saying and to check on applicants to see if they are too good to be true. As a whole America is hearing on the news more stories of employees who are being fired for posts on their personal social media sites. Countless companies, when looking into job applicants, are now running social media checks. They check not only
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These posts range in a variety of comments from the type of day the poster has had, to how horrible of a place it is to for. When able, some readers then look to investigate where this person is employed. If it is a complimentary post, the reader will contemplate pursuing a job there. In most cases though, the posts made about a company by an employee is negative in nature. The readers of these posts then come to the conclusion the company is not a viable option for future employment. Companies need to be able to look for these types of posts and talk to the employee about how the company needs to be represented in social media outlets. Companies are turning to enacting rules that certain employees are to be screened “on a consistent basis…necessary only for workers managing company accounts, or workers interacting with customers, the public, or patients in the case of hospitals” (Bolagna, 2014, p. 4). The ability to ensure their employees are not maligning the company is a necessity. This screening should stretch to pre-employment also. A search can show up a habit of bad mouthing an employer, allowing a company to decide against taking a risk with the …show more content…
In the case of health care professionals certain postings are of even greater concern. Take the case of the nursing student who took a photo of a young pediatric patient, without the parent’s permission and posted it on Facebook. The picture revealed the room number of the patient and the nursing student’s profile showed where she was working (Basevi, 2014). No parent wants their child’s information placed into the world without their express permission. Cases like this has led many to add clauses to their company polices limiting the rights of their employees as to what they can post in regards to the company. Such as the American Nurses Association that added the clause “nurses must not transmit or place online individually identifiable patient information” (Lachman, 2013, p. 328). Without the ability to monitor their employee’s posts, companies are not able to ensure that confidential information is being kept
These posts range in a variety of comments from the type of day the poster has had, to how horrible of a place it is to for. When able, some readers then look to investigate where this person is employed. If it is a complimentary post, the reader will contemplate pursuing a job there. In most cases though, the posts made about a company by an employee is negative in nature. The readers of these posts then come to the conclusion the company is not a viable option for future employment. Companies need to be able to look for these types of posts and talk to the employee about how the company needs to be represented in social media outlets. Companies are turning to enacting rules that certain employees are to be screened “on a consistent basis…necessary only for workers managing company accounts, or workers interacting with customers, the public, or patients in the case of hospitals” (Bolagna, 2014, p. 4). The ability to ensure their employees are not maligning the company is a necessity. This screening should stretch to pre-employment also. A search can show up a habit of bad mouthing an employer, allowing a company to decide against taking a risk with the …show more content…
In the case of health care professionals certain postings are of even greater concern. Take the case of the nursing student who took a photo of a young pediatric patient, without the parent’s permission and posted it on Facebook. The picture revealed the room number of the patient and the nursing student’s profile showed where she was working (Basevi, 2014). No parent wants their child’s information placed into the world without their express permission. Cases like this has led many to add clauses to their company polices limiting the rights of their employees as to what they can post in regards to the company. Such as the American Nurses Association that added the clause “nurses must not transmit or place online individually identifiable patient information” (Lachman, 2013, p. 328). Without the ability to monitor their employee’s posts, companies are not able to ensure that confidential information is being kept