ALT-7 Employers Allowed Myspace Youtube Facebook Accounts Basis Hiring Firing – No
MySpace, YouTube, and Facebook are becoming a part of our social structure. Increasing numbers of people, young and old, are using social media as a way of staying in touch with friends and families or to share creative ideas. Employers need to respect the line between work and personal life and should be banned from using social networking sites as a basis for hiring or termination.
Some would argue that postings on these sites are public and therefore fair game in the hiring process. However, an employer should only be able to base hiring on factors that directly relate to the position in question. This goes for any type of reference an employer may possess. If a person likes to stay out late on a Saturday night, but has shown no tardiness or lack of performance from it, then an employer needs to respect the freedom of choice of the employee.
An application for employment also does not give permission for employers to use this resource as a reference tool. In general, most positions do not authorize a full background check, and if they need that level of determination, the prospective employee signs a release granting permission. Searching a person on a social media site is almost akin to going to their house (as they have disclosed their address) and peeking in their windows.
When it comes to existing employees, it comes down to that line in the sand between personal and work-related. If an employer does not like the behavior of an employee in their personal life, they cannot discriminate or dictate behavior that does not relate to the job. However, some positions will demand a level of personal conduct, and that should be disclosed at hire.
There are some instances that would be acceptable for an employer to use postings on social media as a ground for discipline and termination. Videos of on the job misbehavior, for instance, or slandering the company would open the door to the instance becoming the employer's business.
As society moves forward, the groundwork will be laid for what is okay for an employer to use against an employee, and the right to privacy will be further defined. Anyone using these social networking sites, in the meantime, should be aware of the implications of their use. However, employees need to stand up for the right to keep employers in the proper place: the workplace.
