Please Answer the question in short paragraph form with good grammar and valid p
ID: 423766 • Letter: P
Question
Please Answer the question in short paragraph form with good grammar and valid point. If you answer all of the questions and provide good answer I will leave positive feedback. Thank you :)
LEGAL/ETHICAL CHALLENGE Should Employers Monitor Employees' Social Media Activity? There are at least two sides to the question whether employers should monitor employees' social media use. Employees have a right to the privacy of what they say, to whom, when, and through which channels (face-to-face, phone, or social media). Employers must also "be vigilant about ensuring that employees are not disclosing confidential or proprietary information through social media, or using it to harass other employees or engage in otherwise unlawful conduct," says employment law attorney Christin Choi.105 Bolstering the argument for monitoring, Nancy Flynn, director of the ePolicy Institute, says It's all too easy for disgruntled or tone-deaf employees to go on to social media and criticize customers, harass subordinates, and otherwise misbehave. Sometimes that can bring workplace tensions and complaints, sometimes it can damage a company's reputation in the marketplace, and sometimes it can lead all the way to lawsuits or regulatory action.106 Consistent monitoring enables companies to catch problems early, get undesirable information off-line quickly, begin damage control, and promptly discipline employees In support of employee privacy, some argue that social media monitoring often becomes a malicious fishing expedition, a disguised means of undermining or even terminating employees inappropriately, such as to settle personal grudges Employees also have been fired for posting non-work-related content, such as religious or political views or bikini contests. Privacy advocates often concede that companies might be justified in snooping if they have a legitimate reason to do so, such as genuine suspicion of inappropriate conduct. But even in these instances, they argue that it is appropriate to investigate only what employees do on company computers and networks, not their use of personal devices and personal accounts.17 If You Made Social Media Policy at Your Employer, What Would You Do? 1. Monitor all employees. Justify 2. Never monitor employees. Justify 3. Monitor selectively. Specify the conditions under which you would monitor, which employees, which devices, and with what frequency 4. Invent other options and explain.Explanation / Answer
If I was to make social media policy for the employer, I would prefer to monitor the employee selectively. We must, in advance, specify the conditions under which an employee would be monitored.
We can specify the following conditions for monitoring:
1. Monitor what employee is doing on the company device and not monitor what they do on their personal gadgets.
2. Monitor the browsing behavior of the employee, if there seems something which is not appropriate then only monitor their personal social media actions to ensure that they do not use it to harass any other employees or share any information about the company which is confidential.
3. Browsing behavior must be monitored in real time. It means that we should have software or systems in place which do not allow employees to use inappropriate language or content in the workplace. And systems should be able to detect in real time, an overall picture of what employee is doing in the workplace. e.g. if an employee spends 80% of their time in an educational site, such an employee is less likely to do something which should be strictly monitored. On the other hand, an employee who spend almost 90% of their time on social media, is more likely to be monitored by our systems.
Thus, we must have adequate systems in place which are efficient enough to monitor the social media behavior in an effective way.