Employers are facing new challenges when it comes to monitoring the social media accounts of their employees. Social media has forever changed the way people communicate with one another. For employers, online postings have complicated how they interact with job applicants and current employees. For hospitality employers it is crucial to understand that having employees maintain a professional persona online can be beneficial, but that there are many risks associated with this practice. As social media platforms continue to grow it becomes a more controversial topic within the hospitality industry with increasing laws and policies in place to protect both the employer and the employee. The controversy only further complicates the question
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For business owners that choose to apply this business practice for both potential and current employees, it is important they are aware of how to do so properly. As always, it is best to have specific policies in place and to be sure employees are aware of each one. The E-Policy Institute states that implementing a policy “can help [a business] successfully manage behavior, mitigate risks (legal and organizational), and maximize compliance”. Policies stating how, why, and when an employer will access an account would help alleviate the risks associated with this business practice. Businesses should also be aware as to whether or not they operate within the jurisdiction of a state that has laws prohibiting the use of …show more content…
According to Heather Bussing of HR Examiner, the more and employer controls and employee’s social media, the more they will be liable for any inappropriate behavior or violations of privacy. In addition to opening a business up various types of claims, using social media as the basis of employment decisions in regard to current employees can hurt the practice in the long run. Lewis Maltby, President of the National Workrights Institute argues “the only time employers have a legal duty to monitor employee communications is when the employer has reason to believe that the employee is engaged in illegal conduct”. Unless an employee is suspected of illegal conduct, Maltby claims the best practice for business is to stay away from social media all
For business owners that choose to apply this business practice for both potential and current employees, it is important they are aware of how to do so properly. As always, it is best to have specific policies in place and to be sure employees are aware of each one. The E-Policy Institute states that implementing a policy “can help [a business] successfully manage behavior, mitigate risks (legal and organizational), and maximize compliance”. Policies stating how, why, and when an employer will access an account would help alleviate the risks associated with this business practice. Businesses should also be aware as to whether or not they operate within the jurisdiction of a state that has laws prohibiting the use of …show more content…
According to Heather Bussing of HR Examiner, the more and employer controls and employee’s social media, the more they will be liable for any inappropriate behavior or violations of privacy. In addition to opening a business up various types of claims, using social media as the basis of employment decisions in regard to current employees can hurt the practice in the long run. Lewis Maltby, President of the National Workrights Institute argues “the only time employers have a legal duty to monitor employee communications is when the employer has reason to believe that the employee is engaged in illegal conduct”. Unless an employee is suspected of illegal conduct, Maltby claims the best practice for business is to stay away from social media all