Advances in Business Research 2010 Volume 1.pdf 82 Advances in Business Research !"#$%#&'%()*+,#$%-../!.%0..1,+#)!'%2+)*%(34$15!!%6.!%17%81,+#$%9!)21:;. Gundars Kaupins, Boise State University Susan Park, Boise State University Social networking sites such as Facebook and Twitter can help employees enhance a company’s marketing, recruiting, !"#$%&'()*+,) *-!&'.)/01!2!$()!3450'!! 6)# !)0-) 0"%*5)+!&10$7%+8) %&! )*+,)!3450'!$ 6)*""! )0-)&90 !) %&! )"*+)$! #5&) in illegal and unethical behavior, such as discrimination and privacy invasions. Companies must gauge whether and how to rely upon employees’ use of personal social networking sites and how much freedom employees should have in using networks inside and outside of the companies. This research summarizes the latest legal and ethical issues regarding employee use of social networks and provides recommended corporate policies. !"#!$%&'(#)"%!$*+',-&%. /0&1%2,'3#4$%$52"'6$$&%)!4%7'8%)22"#()!*&%+#*9%)%2'+$,:;"%3$9#("$%*'%('55;!#()*$% personal and company information. These Web-based services, which include Facebook, MySpace, Twitter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“employment” results in numerous examples of job applicants or current employees, particularly young ones, who have been denied or lost a job because of personal information posted on an OSN site such as Facebook or MySpace. Moreover, the number of employers who research applicants and employees on the Internet is also on the rise. A recent survey indicates that 75% of U.S. recruiters and human resource professionals research job applicants on the Internet, including social networking sites. A large majority of those surveyed have rejected applicants because of #!:',5)*#'!%*9$6%9)3$%4#&('3$,$4%'!"#!$%.X'&$!>%GMDM1F Employers may encourage employees’ engagement with personal OSN sites to enhance marketing and recruit new employees. Job applicants may use OSNs to their advantage when seeking employment by posting only information +9#(9%&9'+&%*9$5%#!%)%2'&#*#3$%"#Q9*F%Y'+$3$,>%*9$%2'&"$%('!&$V;$!($&%':%2'&*#!Q%2$,&'!)"%#!:',5)*#'!%'!%)!% /0>% ',%$"&$+9$,$%'!%*9$%=!*$,!$*>%5)6%';*+$#Q9%*9$%8$!$E*&>%$&2$(#)""6%:',%6';!Q%('""$Q$%Q,)4;)*$&%+9'%),$%5',$%"#-$"6%*'% participate in online social networking than older employees. Moreover, posting personal information also can lead to ethical lapses such as privacy violations, inaccuracies, subjectivity, and sharing inappropriate information. Using *9$%=!*$,!$*%*'%&$),(9%7'8%)22"#()!*&%)!4%(;,,$!*%$52"'6$$&%,)#&$&%"$Q)"%)!4%$*9#()"%V;$&*#'!&%*9)*%8'*9%$52"'6$,&%)!4% employees should consider, such as privacy, discrimination, fairness, and authenticity. !"#$%-../!.% The Internet offers employers with an easy, inexpensive way of exercising their duty to learn as much job-related #!:',5)*#'!%)8';*%)22"#()!*&%)!4%$52"'6$$&%)&%2'&"$F%L52"'6$,&%Q$!$,)""6%9)3$%)!%):E,5)*#3$%'8"#Q)*#'!%*'%)(*% reasonably with regard to hiring and supervising employees. Regarding hiring, employers have a duty to exercise reasonable care when researching particular applicants. This means that employers typically have an obligation to 4'%)%,$)&'!)8"$%#!3$&*#Q)*#'!%':%*9$%$52"'6$$>%#!(";4#!Q%7'8%V;)"#E()*#'!&>%+',-%9#&*',6>%)!4%2$,&'!)"%(9),)(*$,F%A9$% employer has a similar obligation with regard to supervising and retaining current employees (AmJur2d Employment, GMMZ1F%A9$&$%'8"#Q)*#'!&%5)6%('52$"%$52"'6$,&% *'%CW''Q"$J%$52"'6$$&%.#F$F%&$),(9% *9$%=!*$,!$*1% :',% #!:',5)*#'!% )8';*%7'8%)22"#()!*&%)!4%$3$!%(;,,$!*%$52"'6$$&%*'%)3'#4%&;8&$V;$!*%"#)8#"#*6%&9';"4%*9$6%4#&('3$,%5)*$,#)"%+9#(9% #!4#()*$&%*9)*%*9$%)22"#()!*%',%$52"'6$$%#&%;!E*%:',%*9$%7'8F%CW''Q"#!Q%7'8%)22"#()!*&%'::$,&%)%('52$""#!Q%&;8&*#*;*$% :',%)%,$:$,$!($>%)&%)%&$),(9%#&%5',$%"#-$"6%*'%,$3$)"%.&!#22$*&%':1%*9$%(9),)(*$,%':%*9$%)22"#()!*J%./2,)Q;$>%GMM[O%IZZ1F On the other hand, some practitioners advise against searching the Internet for information about applicants and employees. One employment attorney stated that “it’s unlikely employers are going to learn a good deal of job-related #!:',5)*#'!%:,'5%)%B)($8''-%2)Q$%*9$6%+'!\*%"$),!%#!%*9$%('!*$]*%':%)%+$""R,;!%#!*$,3#$+>%&'%*9$%2'*$!*#)"%8$!$E*% ':%4'#!Q%*9#&%&',*%':%&$),(9%#&%';*+$#Q9$4%86%*9$%2'*$!*#)"%,#&-J%.<$Q)"K"'Q?)*(9>%GMMZO%D1F%A9#&%5)6%8$%$&2$(#)""6% true when considering that employers continue to have traditional avenues through which to investigate applicants. If 2010, Vol. 1, No. 1, 82-93 Kaupins and Park 83 Advances in Business Research employers do search applicants’ OSN sites, they should document a legitimate business reason for rejecting applicants who have been researched on the Internet, and perhaps even disclose the practice to job applicants and employees before doing the search (LegalBlogWatch1F 0)<2+$$%(34$153!&) An analysis of employment law and employee rights typically begins with the doctrine of employment-at-will. =!%Q$!$,)">%$52"'6$$&%#!%*9$%^!#*$4%/*)*$&%),$%$52"'6$4%)*%+#"">%+9#(9%Q$!$,)""6%5$)!&%*9$6%5)6%8$%E,$4%:',%)!6% ,$)&'!%',%!'%,$)&'!%)*%)""%.W;*5)!>%GMMI_%/2,)Q;$>%GMM[1F%A9#&%5$)!&%*9)*%)!%$52"'6$,%5)6%Q$!$,)""6%9)3$%*9$%,#Q9*% to refuse to hire a job applicant or to terminate an existing employee based upon information publicly posted by or about the applicant or employee on Facebook or another OSN site. However, most states recognize two or three common law exceptions to employment-at-will. For instance, a majority of states recognize a public policy exception which generally means that an employer may not take any )43$,&$%)(*#'!%)Q)#!&*%)%7'8%)22"#()!*%',%$52"'6$$%:',%,$)&'!&%*9)*%3#'")*$%':E(#)"%2;8"#(%2'"#(6F%P%&$('!4%$]($2*#'!% prohibits employers from terminating an employee in violation of an express or implied contract of employment .W;*5)!>% GMMI1F% B#!)""6>% #!% )% &5)""% 9)!4:;"% ':% &*)*$&>% $52"'6$,&% ),$% 2,'9#8#*$4% :,'5% *)-#!Q% )(*#'!% )Q)#!&*% )!% employee that violates an implied covenant of good faith and fair dealing. Generally, courts have applied the implied ('3$!)!*%':%Q''4%:)#*9%)!4%:)#,%4$)"#!Q%*'%&#*;)*#'!&%#!%+9#(9%*9$%$52"'6$,%Q)3$%*9$%$52"'6$$%)%8$!$E*>%&;(9%)&%&#(-% ',%2$,&'!)"%"$)3$>%)!4%*9$!%*,$)*$4%*9$%$52"'6$$%;!:)#,"6%:',%*)-#!Q%)43)!*)Q$%':%*9$%8$!$E*%*9$%$52"'6$,%2,'3#4$4% .<$$>%A9;$>%$*%)"F>%GMMZ1F%% Of these three common law exceptions, violation of public policy is the most likely to apply to a situation in which the employer relies upon information posted by or about the applicant or employee on the Internet (Gutman, 2003; <#(9*$!&*$#!%)!4%`),,'+>%GMMa_%S)*$"%GMMN1F%A9$%2;8"#(%2'"#(6%$]($2*#'!%$!('52)&&$&%&$3$,)"%4#::$,$!*%&($!),#'&O% whistle-blowing, exercise of a statutory right, performance of a statutory duty, or a refusal to break the law (Zehrt, GMDM1F%A9#&%5$)!&>%:',%#!&*)!($>%*9)*%)!%$52"'6$$%+9'%2'&*&%2;8"#(%#!:',5)*#'!%)8';*%*9$%$52"'6$,&\%#""$Q)"%)(*#3#*6% '!%*9$%$52"'6$$\&%2$,&'!)"% /0%&#*$>%',%+9'%5$!*#'!&%8$#!Q%()""$4%*'%7;,6%4;*6%.)%*62#()"%&*)*;*',6%4;*61%5)6%8$% 2,'*$(*$4%:,'5%,$*)"#)*#'!%:',%&;(9%2'&*&%.W;*5)!1F ?#*9%,$Q),4%*'%+9#&*"$R8"'+#!Q%#!%2),*#(;"),>%5)!6%:$4$,)"%&*)*;*$&%&2$(#E()""6%2,'3#4$%2,'*$(*#'!%:',%$52"'6$$&% against retaliation for reporting the employer’s illegal behavior. Zehrt reports that “[a]lmost all of the federal civil ,#Q9*&%&*)*;*$&%$!)(*$4%#!%*9$%*+$!*#$*9%($!*;,6%('!*)#!%&2$(#E(%2,'3#&#'!&%2,'*$(*#!Q%$52"'6$$&%:,'5%,$*)"#)*#'!J% .b$9,*>%GMDM_%DcG1F%B',%#!&*)!($>%*9$% ((;2)*#'!)"%/):$*6%)!4%Y$)"*9%P(*%. /YP1%.GMMa1>%0)*#'!)"%<)8',%X$")*#'!&% P(*%.0%L52"'6$$%X$*#,$5$!*%=!('5$%/$(;,#*6%P(*%.LX=/P1%.DZNd1>%B)5#"6%)!4%e$4#()"%<$)3$%P(*% .Be%)!4%/),8)!$&R ]"$6%P(*%.GMMG1%)""%('!*)#!%2,'3#&#'!&%*9)*%2,'*$(*%$52"'6$$&%:,'5%,$*)"#)*#'!%:',% simply opposing an unlawful practice and for participating in an investigation, hearing, or proceeding regarding the unlawful act. P%&5)""%9)!4:;"%':%&*)*$&%9)3$%"#5#*$4%*9$%)22"#()*#'!%':%*9$%)*R+#""%$52"'65$!*%4'(*,#!$%86%2,'3#4#!Q%&2$(#E(% 2,'*$(*#'!%*'%$52"'6$$&%:',%2,#3)*$%"$Q)"%8$9)3#',F%B',%#!&*)!($>%0',*9%`)-'*)%)!4%T'"',)4'%9)3$%$!)(*$4%&*)*;*$&% which protect employees from adverse employment action for any off-work activities which are otherwise legal and which do not have a negative impact on the employer’s business. However, these statutes typically contain a business- related exception which can be far-reaching. As Sprague points out, “[i]mportantly, all of these statutes also condition the conduct of not having any connection with the employer’s business concerns. An employer could argue that information derived about a candidate, from the Internet, had a direct correlation to the employer’s business since it was used in the hiring decision. …Today’s employer may argue it has a legitimate business interest in whether #*&% $52"'6$$&% ),$% 2;8"#&9#!Q% 2#(*;,$&% '!% *9$% =!*$,!$*% ':% *9$5&$"3$&% 4,#!-#!Q% $]($&$"6J% ./2,)Q;$>% GMM[_% dDc1F%% e),&9%3F%`$"*)%P#,"#!$&% .DZZN1%2,'3#4$&%)!%$])52"$%':% *9#&F% =!%e),&9>% *9$%T'"',)4'%/;2,$5$%T';,*%9$"4% *9)*%)!% employee who was terminated after openly criticizing the employer in a letter to the editor of a local paper was not wrongfully discharged because the letter was a breach of the employee’s duty of loyalty to the employer and was thus work-related. An employee’s duty of loyalty extends beyond a mere duty to refrain from publicly embarrassing the employer. <$$>%A9;$>%$*%)">%2'#!*%';*%*9)*O%P((',4#!Q%*'%*9$%X$&*)*$5$!*%.A9#,41%':%PQ$!(6>%*9$%4;*6%':%"'6)"*6%#&%8,')4%)!4% #!(";4$&%8'*9%*9$%4;*6%':%'8$4#$!($%)!4%('!E4$!*#)"#*6F%e'4$,!%")+%)"&'%#!*$,2,$*&%*9$%4;*6%':%"'6)"*6%*'%#!(";4$%)!% obligation to refrain from acting in a manner that would adversely impact an employer’s interests. …an employee may also be in breach of the duty of loyalty where he has engaged in ‘[h]armful speech, insubordination, neglect, disparagement, or disruption of employer-employee relations…,’ or where he brings ‘dishonor to the business name, product, reputation or operation.’ In fact, the prevailing rule directs that an employee breaches the duty of loyalty by merely criticizing the employer’s products or services. …In sum, in most cases, an employer is 2010, Vol. 1, No. 1, 82-93 Kaupins and Park 84 Advances in Business Research 7;&*#E$4%#!%*$,5#!)*#!Q%*9$%$52"'6$$%:',%2;8"#&9#!Q%!$Q)*#3$%',%('!E4$!*#)"%$52"'6$,%#!:',5)*#'!%'!%*9$%=!*$,!$*% .<$$>%A9;$*%)">%GMMZO%dDDRDG1F =+.,:+3+&#)+1& e)!6%:$4$,)"%4#&(,#5#!)*#'!%&*)*;*$&>%&;(9%)&%A#*"$%f==%':%*9$%DZad%T#3#"%X#Q9*&%P(*%.DZad1>%*9$%P5$,#()!&%+#*9% `#&)8#"#*#$&%P(*%.P`P1%.DZZM1>%)!4%*9$%PQ$%`#&(,#5#!)*#'!%#!%L52"'65$!*%P(*%.P`LP1%.DZaN1>%2,'*$(*%$52"'6$$&% and job applicants from discrimination on the basis of personal characteristics, status, and religious beliefs. Various state statutes also protect employees from discrimination on the basis of a wide variety of personal characteristics &;(9%)&%5),#*)"%&*)*;&>%2'"#*#()"%):E"#)*#'!>%&$];)"%',#$!*)*#'!>%)!4%3$*$,)!&\%&*)*;&%.`$T$!g'%)!4%X'88#!&>%GMDM1F% Employers who access an applicant’s Facebook or other OSN page may in, many circumstances, discover information that human resource experts routinely advise employers not to ask about in an interview. Personal OSN pages, such as those on Facebook or MySpace, typically reveal all sorts of information about the user’s characteristics, some of which may be protected. B',% #!&*)!($>% *9$%)22"#()!*%5)6%,$3$)"% #!:',5)*#'!%)8';*%9$,%5),#*)"% &*)*;&>%2'"#*#()"%):E"#)*#'!>%)!4%,$"#Q#';&% beliefs. Photos may show the applicant’s race, age or gender. Evidence of a possible disability may be available. An $52"'6$,%+9'%9)&%)(($&&%*'%&;(9%#!:',5)*#'!%5)6%E!4%#*%4#:E(;"*%*'%)3'#4%,$"6#!Q%'!%#*%+9$!%5)-#!Q%$52"'65$!*% 4$(#&#'!&F%P&%K6,!$%&*)*$&>%C$52"'6$,&%*9)*%5)-$%9#,#!Q%4$(#&#'!&%8)&$4%'!%)22"#()!*&\%&'(#)"%!$*+',-#!Q%2,'E"$&% 5)6%E!4%#*%4#:E(;"*%*'%4$:$!4%)Q)#!&*%)%(")#5%*9)*%*9#&%#!:',5)*#'!%+)&%;&$4%)&%*9$%8)&#&%:',%*9$#,%9#,#!Q%4$(#&#'!&F% This would be particularly true if it was found that applicants with a certain characteristic of a protected class - race, sex, age, or disability - were being systematically refused by employers who viewed applicants’ social networking 2,'E"$&%)*%*9$%$),"#$,%&*)Q$&%':%*9$%)22"#()*#'!%2,'($&&J%.K6,!$>%GMM[O%daI1F Privacy Privacy is perhaps the most common legal and ethical issue raised in discussions of employers who search the Internet for information on employees and applicants. Invasion of privacy suits generally involve a claim that the defendant intruded into an area in which the plaintiff had a reasonable expectation of privacy (Brandenburg, 2008; K6,!$>%GMM[1>% )!4%5)6% *)-$%'!$%',%5',$%':% *9,$$%2'&"$% :',5&O% #!*,;&#'!%;2'!%&'"#*;4$%',% &$(";&#'!>%2;8"#(% 4#&("'&;,$%':%2,#3)*$% :)(*&>%',%2;8"#("6%2")(#!Q%)!% #!4#3#4;)"% #!%)% :)"&$% "#Q9*% .W)8$"%)!4%e)!&E$"4>%GMMI1F%X$($!*% literature suggests that intrusion upon seclusion is likely the most appropriate tort applicable to situations in which $52"'6$$&%9)3$%8$$!%*$,5#!)*$4%8$();&$%':%2$,&'!)"%&'(#)"%!$*+',-#!Q%.<#(9*$!&*$#!%)!4%`),,'+>%GMMa1F In related cases regarding online communication such as computer Internet access and work e-mail systems, most courts have held that employees do not enjoy a reasonable expectation of privacy in these areas because the employer has legitimate interests for monitoring this type of workplace activity, such as protection of property ,#Q9*&>%5)!)Q#!Q%$52"'6$$%2$,:',5)!($>%)!4%2,'*$(*#!Q%$52"'6$$&% :,'5%+',-2")($%9),)&&5$!*% ./2,)Q;$>%GMMN1F% A9#&%)**#*;4$%#&%"#-$"6%*'%)22"6%*'%&'(#)"%!$*+',-#!Q%)&%+$""F%A9$%:'""'+#!Q%&*)*$5$!*%86%/2,)Q;$%.GMM[1%#&%#!4#()*#3$% ':%*9$%2,$3)#"#!Q%'2#!#'!F%CT;,,$!*%2,#3)(6%")+%&;QQ$&*&%*9)*%)%7'8%)22"#()!*%+9'%2'&*&%$58),,)&&#!Q%',%2$,&'!)"% information on a blog or within a social networking site which can be accessed by anyone with an Internet connection should have no expectation of privacy, and therefore, no recourse, when that publicly-available information is viewed, )!4%2'*$!*#)""6%;&$4>%#!%)!%$52"'65$!*%4$(#&#'!J%./2,)Q;$>%GMM[O%dMN1F The limited available case law indicates fairly clearly that employees who willingly post personal information on the internet, even on a personal OSN page which allows access to only friends or others in the user’s contact list, 4'%!'*%9)3$%)%,$)&'!)8"$%$]2$(*)*#'!%':%2,#3)(6%#!%*9)*%5)*$,#)"F%B',%#!&*)!($>%#!% F̂/F%3F%W#!$&RS$,$g%.GMMG1>%*9$% F̂/F% `#&*,#(*%T';,*%#!%S;$,*'%X#('%('!$,$4%+9$*9$,%)%(,#5#!)"%4$:$!4)!*%+9'&$%#5)Q$%+)&%2'&*$4%'!%9#&%$52"'6$,\&% 2;8"#(%+$8&#*$%9)4%)%,$)&'!)8"$%$]2$(*)*#'!%':%2,#3)(6%#!% *9)*% #5)Q$F%A9$%T';,*%9$"4% *9)*%Ch)i%,$)&'!)8"$%2$,&'!% cannot place ‘private’ information - such as a ‘private’ photograph - on the Internet, if he or she desires to keep such information in actual ‘privacy.’ A reasonable person does not protect his private pictures by placing them on an =!*$,!$*%&#*$J%.W#!$&RS$,$g>%GMMGO%GGc1F% e',$%,$($!*"6>%#!%e',$!'%3F%Y)!:',4%/$!*#!$">%=!(F>%.GMMZ1>%*9$%T)"#:',!#)%T';,*%':%P22$)"&%+,$&*"$4%+#*9%*9$% V;$&*#'!%':%+9$*9$,%2;8"#&9#!Q% #!:',5)*#'!%'!%)% &'(#)"%!$*+',-#!Q% &#*$% (';"4%8$% ('!$,$4%2,#3)*$% #:% *9$% #!*$!*% was to reach only a limited audience. In Moreno, the plaintiff posted content about her hometown on her personal MySpace page, which was available only to those she granted access. When the principal of her former high school submitted her post to the local newspaper as a letter to the editor, attributed to the plaintiff, the community responded +#*9%3#'"$!($%)!4%4$)*9%*9,$)*&%)Q)#!&*%*9$%2")#!*#::%)!4%9$,%:)5#"6>%+9'%&;8&$V;$!*"6%("'&$4%*9$%:)5#"6%8;&#!$&&%)!4% *9$!%&;$4%*9$%4$:$!4)!*%)!4%&(9''"%4#&*,#(*%:',%#!3)&#'!%':%2,#3)(6%)!4%#!j#(*#'!%':%$5'*#'!)"%4#&*,$&&F%=!%")!Q;)Q$% 2010, Vol. 1, No. 1, 82-93 Kaupins and Park 85 Advances in Business Research similar to the court’s in Gines-Perez, the Moreno court ruled against the plaintiff’s privacy claim, noting that an individual who published information on the Internet could not have a reasonable expectation that it would remain 2,#3)*$>%4$&2#*$%*9$%:)(*%*9)*%&9$%)!*#(#2)*$4%'!"6%)%"#5#*$4%);4#$!($%.&$$%)"&'%`$]*$,%3F%`$]*$,>%GMMN1F%% Thus, while many applicants and employees who participate on an OSN site may believe they have created a reasonable expectation of privacy by relying upon the privacy settings the site provides them, the law does not appear to support such a claim, absent some additional facts suggesting employer wrongdoing. As discussed below, an invasion of privacy claim may succeed if the employer goes beyond a general Internet search for public information and gains access to the employee’s OSN page through illegal means. 6&#/)*1:+>!'%0,,!..%<%8)1:!'%?133/&+,#)+1&.%0,) A9$% /*',$4%T'55;!#()*#'!&%P(*% ./TP1% .GMMM1% 2,'9#8#*&% )!6% 2$,&'!% :,'5% #!*$!*#'!)""6% )(($&&#!Q% )% C:)(#"#*6% through which an electronic communication service is provided” without authorization. Two federal courts have ('!$,$4% *9$% 4$E!#*#'!% ':% C);*9',#g$4% ;&$,J% #!% ()&$&% #!%+9#(9% )!% $52"'6$,% Q)#!$4% )(($&&% *'% )!% )22"#()!*\&% ',% $52"'6$$\&%2$,&'!)"% /0%)((';!*%*9,';Q9%V;$&*#'!)8"$%5$)!&F% =!%k'!'2%3F%Y)+)##)!%P#,"#!$&%.GMMD1>%)%Y)+)##)!%P#,"#!$&%2#"'*%.k'!'21%(,$)*$4%)%?$8&#*$%*9,';Q9%+9#(9%9$%)!4% other employees criticized Hawaiian Airlines’ handling of its negotiations with the pilots’ union. Only those Konop approved and provided with a password could access and make comments on the site. The site’s terms and conditions &2$(#E()""6%2,'9#8#*$4%)!6%Y)+)##)!%P#,"#!$&%5)!)Q$5$!*%:,'5%)(($&&#!Q% #*>%)!4%)"&'%2,'9#8#*$4%)22,'3$4%;&$,&% from sharing information found on the site with outsiders. When two Hawaiian Airlines pilots gave their username and password to the President of the company, who then accessed the site several times without Konop’s permission, k'!'2%&;$4%Y)+)##)!%P#,"#!$&%(")#5#!Q>%)5'!Q%'*9$,%*9#!Q&>%3#'")*#'!%':%*9$%/TPF%0'*#!Q%*9)*%*9$%/TP%2,'3#4$&% protection only to authorized users of an internet service, the court held that the Vice President was not such an );*9',#g$4%;&$,%)!4>%)&%&;(9>%3#'")*$4%*9$%/TP%+9$!%)(($&&#!Q%k'!'2\&%&#*$%*9,';Q9%*9$%'*9$,%2#"'*&\%;&$,%#!:',5)*#'!F%% e',$%,$($!*"6>%#!%S#$*,6"'%3F%Y#""&*'!$%X$&*);,)!*%W,';2%.GMMZ1>%*9$% F̂/F%`#&*,#(*%T';,*%':%0$+%U$,&$6%('!$,$4% an issue similar to that in Konop. In Pietrylo, a group of employees created a MySpace page for the purpose of (,#*#(#g#!Q% *9$%$52"'6$,F%A9$%4$:$!4)!*%$52"'6$,%+)&%!'*%)!%);*9',#g$4% :,#$!4%':% *9$% &#*$%)!4% &'% ,$V;$&*$4>% )!4% ,$($#3$4>%*9$%"'Q#!%#!:',5)*#'!%:,'5%)!'*9$,%$52"'6$$>%+9'%*$&*#E$4%)*%*,#)"%*9)*%&9$%:$"*%)&%*9';Q9%&9$%+)&%,$V;#,$4% to provide that information as part of her job. The court upheld the jury’s decision that the defendant’s access of the site was not authorized because the employee was “coerced” into provide the information, and thus the employer 3#'")*$4%*9$%/TPF% It is important to make clear that Konop and Pietrylo apply only to situations in which the information was not available to the employer by other means. If the information is publicly available, even though the employer gained unauthorized access, the employee’s claim might fail because the employee was still in control of the information and (9'&$%*'%2'&*%#*%'!%)%V;)&#R2;8"#(%:',;5%.K6,!$>%GMM[1F%P"&'>%*9$%/TP%#&%;!"#-$"6%*'%)22"6%*'%&#*;)*#'!&%#!%+9#(9% an employer actually hires students or other young people demographically similar to job applicants for purposes of C:,#$!4#!QJ%*9$%)22"#()!*&%*'%Q)#!%)(($&&%*'%*9$#,%&#*$&F%A9#&%*62$%':%&"$;*9#!Q>%+9#"$%2'&"6%;!$*9#()"%.&$$%8$"'+1>% #&%!'*%"#-$"6%*'%3#'")*$%*9$%/TP%8$();&$%*9$%)22"#()!*%+#""#!Q"6%)""'+$4%)(($&&%*'%*9$%C&26J%.K,)!4$!8;,Q>%GMM[1F% Fair Credit Reporting Act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would occur and that information from the investigation resulted in the adverse employment decision” (Byrnside, GMM[O%dacRaa1F%A9$%BTXP%5)6%)"&'%8$%)22"#()8"$%#!%*9'&$%&#*;)*#'!&%2,$3#';&"6%5$!*#'!$4%#!%+9#(9%*9$%$52"'6$,% hires outside “sleuths” to connect with job applicants by becoming “friends” of the applicant. #@1:% #2 =!%k'!'2%.GMMM1>%4#&(;&&$4%)8'3$>%*9$%Zth%T#,(;#*%T';,*%':%P22$)"&%)"&'%('!$,$4%+9$*9$,%*9$%$52"'6$$\&%;&$% of an e-bulletin board to criticize the employer Hawaiian Airlines’ negotiations with the pilot’s union violated the 2010, Vol. 1, No. 1, 82-93 Kaupins and Park 86 Advances in Business Research X)#"+)6%<)8',%P(*%.X%GMMc1F% (34$15!:%A+,#:+1/.% +#@+$+)5 Employers would also be wise to consider their potential vicarious liability for posts an employee makes on a 2$,&'!)"%!$*+',-#!Q%&#*$F%L52"'6$$&%+9'%2'&*%4$:)5)*',6%',%('!E4$!*#)"%#!:',5)*#'!%)8';*%'*9$,&%5#Q9*%&;87$(*% *9$%$52"'6$,%*'%"#)8#"#*6%#:%)%(';,*%E!4&%*9)*%*9$%$52"'6$$%+)&%)(*#!Q%+#*9#!%*9$%(';,&$%)!4%&('2$%':%$52"'65$!*% at the time. Even posts made on an employee’s personal social networking page might create employer liability if the employee posted the comments during the time and place of work or by using employer resources, or if the $52"'6$,\&%!$Q"$(*%':%*9$%$52"'6$$\&%+',-%2$,:',5)!($%C5)4$%*9$%)(*#3#*6%2'&"$J%.W;*5)!>%GMMIO%DcD1F%L52"'6$$% 2'&*&%(';"4%)"&'%Q#3$%,#&$%*'%)%();&$%':%)(*#'!%)Q)#!&*%*9$%$52"'6$,%:',%#!*$!*#'!)"%#!j#(*#'!%':%$5'*#'!)"%4#&*,$&&% .W)8"$%)!4%e)!&E$"4>%GMMI1%',%(,#5#!)"%"#)8#"#*6%.W;*5)!1F =!7#3#)+1& Although unlikely, employers should consider the possibility that an applicant denied a job based upon information the employer discovers about the applicant on the Internet could sue the employer for defamation. For instance, if a company relies upon inaccurate information to make an employment decision and shares that information with '*9$,&>%*9$%4$!#$4%)22"#()!*%(';"4%9)3$%)%3)"#4%4$:)5)*#'!%(")#5%.K6,!$>%GMM[1F !"#$%8/33#:5 In summary, the legal issues employers may face as a result of employees’ Internet and social networking use are myriad and complex. It remains unclear how traditional law will apply to this relatively new source of information for employers. To avoid legal liability, employers may wish to implement a social media policy, such as the sample found in Figure 1. This may be especially important in light of the various ethical issues employee social networking may raise, as the next section discusses. ()*+,#$%-../!. Laws and ethics are often closely linked but they involve different goals. Laws provide stability to social #!&*#*;*#'!&F% =!4#3#4;)"&% ),$% 2$!)"#g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policies regarding OSNs. The purpose of this part of the paper is to raise and discuss the ethical issues surrounding employees’ and job )22"#()!*&\%;&$%':% /0&F%A9#&%2',*#'!%':%*9$%2)2$,%#&%4#3#4$4%#!*'%*+'%&$(*#'!&O%%*9'&$%$*9#()"%#&&;$&%+9#(9%2'#!*%#!% favor of employers’ research of employees’ private social network sites and those issues which point against such use. A sample employee handbook statement associated with OSN use also is provided. ()*+,#$%B!&!C).% Source of Recruits P((',4#!Q%*'%X'&$!%.GMDM1>%)8';*%Ncl%':%('52)!#$&%,$&$),(9%*9$%=!*$,!$*%)!4%&'(#)"%!$*+',-#!Q%&#*$&%:',%,$(,;#*#!Q% )!4%&$"$(*#'!%2;,2'&$&F%P((',4#!Q%*'% "&'!%.GMMN1>%7'8%()!4#4)*$&%5)6%;&$%&'(#)"%!$*+',-#!Q%&#*$&%)&%,$&;5$%8)!-&% for searching for education, experience, and other skills. Source of Information Employers can use OSN sites for selection to see what online behaviors current and potential employees exhibit. 2010, Vol. 1, No. 1, 82-93 Kaupins and Park 87 Advances in Business Research A relevant part of the interview process is to look at applicants in nonformal situations. With such a large investment in employees, the nonformal lifestyle might be a make or break issue to increase the chance of having the employees ('!:',5%*'%*9$%(;"*;,$%':%*9$%('52)!6%)!4%*'%,$4;($%*9$%(9)!($%':%!$Q"#Q$!*%9#,#!Q%.K,)!4$!8;,Q>%GMM[1F Accuracy Another argument for relying upon an employee’s or applicant’s social networking is to consider cross-reference accuracy. Beyond the resume and application form, employers need many ways to check applicants such as $52"'65$!*%9#&*',6>%(,$4#*%,$2',*&>%)!4%(,#5#!)"%)(*#3#*6%.k);2#!&%)!4%S),->%GMDM1F Spotting Inappropriate Behavior Employers also have a simple legitimate interest in employees’ personal online behavior while at work. 0;5$,';&%$])52"$&%&9'+%;2%'!%*9$%?$8F%T'26,#Q9*%3#'")*#'!&>%2',!'Q,)29#(>%'8&($!$>%',%&$];)""6%$]2"#(#*%5)*$,#)">% #!j)55)*',6%")!Q;)Q$>%(68$,8;""6#!Q>%)!4%")!Q;)Q$%',%#5)Q$&%*9)*%)43'()*$%3#'"$!($%',%4#&(,#5#!)*#'!%*'+),4%'*9$,% people are among the few examples of inappropriate behavior. Employers need to monitor such behavior and provide )22,'2,#)*$%4#&(#2"#!$%.K#&&'!$**$>%GMMZ_%k#&*>%GMDM_%0#*g&(9-$>%GMMa1F%^&$%':%&'(#)"%!$*+',-#!Q%&#*$&%5#Q9*%,$4;($% *9$%(9)!($%':%!$Q"#Q$!*%9#,#!Q%#:%$52"'6$,&%E!4%2'*$!*#)"%#""$Q)">%;!$*9#()">%;!&):$>%',%4)!Q$,';&%8$9)3#',&%#!%)%&'(#)"% !$*+',-%*9)*%#&%8)(-$4%;2%86%9),4%';*$%$3#4$!($%.k);2#!&%)!4%S),->%GMDM1F%L52"'6$$&%5#Q9*%2,'3#4$%('!E4$!*#)"% #!:',5)*#'!% )8';*% *9$#,% ',Q)!#g)*#'!% &;(9% )&% 2)&&+',4&>% E!)!(#)"% &$(,$*&>% #!3$!*#'!&>% 5),-$*#!Q% 2,'Q,)5&>% )!4% 8;&#!$&&%&*,)*$Q#$&F%?),!'(-%.GMMN1%,$3$)"$4%*9)*%)8';*%DMl%':%',Q)!#g)*#'!&%&*;4#$4%*9$%;!);*9',#g$4%4#&("'&;,$% ':%E!)!(#)"% #!:',5)*#'!%3#)%5$&&)Q$%8'),4&%)!4%8"'Q&F%S)&&+',4%,$3$")*#'!&%()!% "$)4% *'%('!$,)8"$%9)(-#!Q%':% (',2',)*$%#!*$,!)"%'2$,)*#'!&%)!4%?$8&#*$&%.k);2#!&%)!4%e#!(9>%GMMa1F%% Marketing T'52)!#$&%9)3$%8$$!%-!'+!%*'%;&$%&'(#)"%!$*+',-#!Q%&#*$&%*'%5),-$*%*9$#,%2,'4;(*&%)!4%&$,3#($&F%A9$6%()!%(,$)*$% company communities on Facebook, post locally relevant updates and photos, read what company fans say about themselves to get clues about their needs, and provide incentives not only to visit the page but to buy the company’s 2,'4;(*&%',%&$,3#($&%.m;#Q"$6>%/;55$,E$"4>%)!4%A),8']>%GMDM1F% Politics Facebook has been instrumental in helping Harvard students share political opinions since 2004. It also helped T'";58#)!&%"$)4%)%()52)#Q!%)Q)#!&*%Q;$,#"")&%-!'+!%)&%*9$%X$3'";*#'!),6%P,5$4%B',($&%':%T'";58#)%.-!'+!%86%#*&% /2)!#&9%#!#*#)"&%R%BPXT1F% /0&%()!%2'*$!*#)""6%)""'+%$52"'6$$&%*'%)#,%!$Q)*#3$%)(*#'!&%86%5)!)Q$5$!*F%P((',4#!Q% *'%b;(-$,8$,Q>%:';!4$,%':%B)($8''->%)%5',$%*,)!&2),$!*%+',"4%5#Q9*%8$%Q'3$,!$4%8$**$,%.k#,-2)*,#(->%GMDM1F%% ()*+,#$%D:1@$!3. Questionable Accuracy Social networking sites do not offer any guarantee that information posted on them is accurate, which can lead *'%"$Q)"%)!4%$*9#()"%9#,#!Q%#&&;$&F%e)!6%&#*$&%4'%!'*%9)3$%)%3$,#E()*#'!%2,'($&&>%)!4%!$),"6%)""%)""'+%;&$,&%*'%(,$)*$% 2,'E"$&%#!%)!'*9$,%2$,&'!\&%!)5$F%L3$!%:)(*;)"%#!:',5)*#'!%'!%)%&'(#)"%!$*+',-#!Q%&#*$%()!%8$%*)-$!%';*%':%('!*$]*% .k);2#!&%)!4%S),->%GMDM1F 8/@E!,)+F+)5 Screening employees based upon information found on social networking sites may not be objective. Not all job applicants engage in social networking, and those who do often use different sites, each of which has different :$)*;,$&% )!4% 2;,2'&$&F% A9;&>% :)#,% )!4% $V;)"% *,$)*5$!*% ':% 7'8% ()!4#4)*$&% 5)6% 8$% 4#:E(;"*% .k);:5)!>% GMM[1F 2010, Vol. 1, No. 1, 82-93 Kaupins and Park 88 Advances in Business Research Irrelevant Information P((',4#!Q%*'%k);2#!&%)!4%S),-%.GMDM1>%$52"'6$,&%()!%$)&#"6%4#&('3$,%7'8%)22"#()!*&\%#4$!*#*6%#!%*$,5&%':%)Q$>% citizenship, disability, gender, genetic information, marital status, national origin, pregnancy, race, color, religion, sexual orientation, and veteran’s status though social networks. In addition to legal issues that may arise, as discussed previously, this may also pose ethical concerns for the employer. 1..%17%?134#&5%8!,:!). T;,,$!*%$52"'6$$&%5)6%2'&*%('52)!6%&$(,$*&%&;(9%)&%2)&&+',4&>%!$+%2,'4;(*&>%',%2,'*'*62$&%'!%*9$#,%2$,&'!)"% network sites. They may also defame competitors, clients, employees, suppliers, customers, or franchisers, or misuse 2,'2,#$*),6%#!:',5)*#'!%':%("#$!*&%.K);$,>%GMDM1F% *9$,%#!)22,'2,#)*$%2'&*&%5)6%#!(";4$%$52"'6$$%&$(,$*&%&;(9%)&% passwords or other personal information, personal customer or stockholder information, such as Social Security numbers, and possibly inside information regarding ongoing labor negotiations. Employers who conduct regular Internet research of employees may discover and demand immediate removal of this type of information, thus limiting the potential damage. Privacy Many social networks are intended for personal use, especially popular sites such as Facebook and MySpace. A9$%2$,&'!)"%)!4%2,':$&&#'!)"%"#3$&%':%7'8%()!4#4)*$&%5#Q9*%8$%('!$,)8"6%4#::$,$!*F%L52"'6$,&%()!%E!4%';*%)8';*% an employee’s interests, friends, and a host of other personal information that would not be related to the workplace .?9#**#$,>% GMMa1F% e',$'3$,>% $52"'6$$&% )!4% )22"#()!*&% 5)6% 2;,2'&$"6% ,$:;&$% *'% :,#$!4% 8'&&$&% *'% 2,'*$(*% *9$#,% privacy. Some companies have engaged in the practice of hiring young people, often college students, to “friend” applicants on behalf of the employer, who then has potentially unethical access to the applicant’s personal OSN page .K,)!4$!8;,Q>%GMM[1F Reduced Productivity Employers may certainly have a legitimate business reason to search when employees are engaging in personal &'(#)"%!$*+',-#!QF%P((',4#!Q%*'%?''"!';Q9%.GMM[1>%*9$%*#5$%$52"'6$$&%+)&*$%'!%&'(#)"%!$*+',-#!Q%&#*$&%#&%)%5)#!% concern of 69% of employers. In addition to the simple personal activities employees engage in on social networking &#*$&%)*%+',->%*9$6%(';"4%)"&'%&'(#)"%!$*+',-#!Q%)*%+',-%*'%E!4%'*9$,%7'8&F%P((',4#!Q%*'%W);4#!>%*9$%;&$%':%B)($8''-% in businesses cuts “an average of 1.5% in total employee productivity, according to a new report from Nucleus Research, an IT research company. The survey of 237 employees also showed that 77% of workers who have a B)($8''-%)((';!*%;&$%#*%4;,#!Q%+',-%9';,&J%.W);4#!>%GMMZO%D1F%e',$'3$,>%)8';*%[Nl%':%*9'&$%$52"'6$$&%(")#5%*'% have no legitimate business use of the site while on working hours. ()*+,.%8/33#:5 In spite of social networking’s association with recruiting, marketing, and monitoring company information )!4% $52"'6$$&>% $52"'6$,&% &9';"4% 8$% ('!($,!$4% )8';*% V;$&*#'!)8"$% )((;,)(6>% "'&&% ':% ('52)!6% &$(,$*&>% 2,#3)(6% violations, and decreased employee productivity. The foregoing discussion of the ethical considerations raised by employee social networking makes clear that appropriate employee monitoring and discipline are important. Employers would be wise to develop and enforce clear social media acceptable use policies, as discussed in the next section. 81,+#$%G!'+#%0,,!4)#@$!%6.!%D1$+,+!. P%S$)('(-%.GMM[1%&*;46%:';!4%*9)*%aZl%':%('52)!#$&%&$$-%5',$%('!*,'"%'3$,%$52"'6$$&\%;&$%':%*9$%=!*$,!$*F% :% those, approximately 50% have considered limiting Internet use to lunch times, and 33% have considered completely banning the personal use of the Internet at work. Seventy percent reports that they would consider discipline if they saw inappropriate photos on social networking sites that somehow reveal the employer. Deciding on whether to limit social networking inside the business is a function of the strategy of the business, potential positive opportunities, potential negative threats, and managerial ethical preferences. Management leadership styles may range from having complete control over employees by banning social networking to giving 2010, Vol. 1, No. 1, 82-93 Kaupins and Park 89 Advances in Business Research employees free range by offering few restrictions. The strategy of the business might allow considerable social networking inside and outside of the business not only because of the positive ethical considerations, as discussed above, but also because of the enormous amount of outside contacts and input it can create. Marketing opportunities ),$%)"&'%&#Q!#E()!*F%S'*$!*#)"%!$Q)*#3$%)&2$(*&%#!(";4$%"$Q)"%2,'8"$5&%+#*9%*,)4$%)!4%4#&(,#5#!)*#'!%")+&%)!4%$*9#()"% problems with inaccuracy, subjectivity, false information, and lack of privacy. ?9)*$3$,%*9$%()&$>%Q#3$!%*9$%#!(,$)&#!Q%2,$3)"$!($%':%&'(#)"%!$*+',-#!Q%;&$>%)!4%*9$%2'*$!*#)"%8$!$E*&%$52"'6$,&% may enjoy, companies should take strategic advantage of such use and create policies to keep up with social !$*+',-#!Q%&':*+),$%(9)""$!Q$&F%P((',4#!Q%*'%P,!'"4%.GMMZ1>%+9$!%4,):*#!Q%&;(9%2'"#(#$&>%$52"'6$,&%&9';"4%('!$,% *9$%,$&*,#(*#'!&%'!%$52"'6$$&%.*9$%&2$(#E(%8$9)3#',%8'*9%('!4'!$4%)!4%2,'9#8#*$41>%$52"'6$,%5'!#*',#!Q>%,$2',*#!Q% violations, discipline, and acknowledgements. Below are some examples of major policy provisions developed by ?#!*$,%?65)!%T'52)!#$&%4$&(,#8$4%#!%P,!'"4%.GMMZ1F% H!&!:#$%D:1F+.+1&. Employees should be restricted in their company-related personal use of social media applications, which are numerous. Such applications include Facebook, MySpace, Twitter, LinkedIn, Wikipedia, YouTube, Yelp, Flickr, /$('!4%<#:$>%@)9''%Q,';2&>%?',42,$&&>%b''5=!:'>%=!*$,!$*%:',;5&>%8"'Q&>%'!"#!$%2,'E"$&>%2'4()&*&>%$R5)#">%#!&*)!*% messaging, music-sharing, and voice over IP. Training All employees should be informed of organizational policies and be trained on the proper use of social networks. The training could also involve employee monitoring, reporting violations, (34$15!!%G1&+)1:+&" Employees should have no expectation of privacy associated with the use of any social media applications. The company has a right to monitor anything on the Web. Reporting Violations Employees should report any violations of company social networking policy to their supervisors, managers, or HR department. =+.,+4$+&!%71:%A+1$#)+1&. The company should reserve the right to discipline employees concerning their behavior on social networks. Discipline may include oral warnings, written warnings, suspension, or discharge. The company should also reserve the right to take legal action for inappropriate Internet behavior by employees. Acknowledgement Employees should sign an agreement acknowledging they have read and understood the employer’s social !$*+',-#!Q%2'"#(6%.?#!*$,>%?65)!%T'52)!#$&%GMMZ1F%% Given the major issues shown above, Figure 1 reveals sample social networking policy statements. To avoid legal and ethical problems, corporations should consider implementing this or a similar statement. I+"/:!%JK%8#34$!%81,+#$%9!)21:;+&"%D1$+,5%8)#)!3!&). 1. If you have a personal social network and discuss job related materials about the company, identify yourself as a company employee and inform readers that your views do not necessarily match the views of the company. 2. All posts must be truthful. 3. If there are any testimonials concerning endorsing products or services, endorsers must disclose information &9'+#!Q%*9$%$!4',&$5$!*%,$")*#'!&9#2%.,$($#3#!Q%*9$%2,'4;(*%:',%:,$$%',%8$#!Q%2)#4%*'%$!4',&$1F 4. Make sure that the message about the company is consistent with other messages related to the company. 2010, Vol. 1, No. 1, 82-93 Kaupins and Park 90 Advances in Business Research 5. Ensure that all parties associated with social media within the organization are trained to appropriately use the media. 6. You might have to make a disclaimer that your views do not necessarily represent the company’s views. The 3#$+&%$]2,$&&$4%'!%*9#&%+$8&#*$%),$%5#!$%)!4%5)6%!'*%,$j$(*%*9$%3#$+&%':%56%$52"'6$,F 7. Employees who have personal social media pages should ensure that such activity does not interfere with work. L52"'6$$&%5)6%$]2,$&&%*9$#,%3#$+&%)&%"'!Q%)&%*9$6%4'!%!'*%('!j#(*%+#*9%('52)!6%2'"#(#$&F 8. Employees may engage in social media activity during work if it is directly related to their work, approved by their manager, and does not reveal company clients, customers, or vendors without express permission. 9. Show respect for vendors, customers, managers and employees. 10. L52"'6$$&%5)6%+,#*$%)8';*%*9$#,%7'8&%#!%Q$!$,)"%8;*%&9';"4%)3'#4%4#&("'&#!Q%('!E4$!*#)"%#!:',5)*#'! 11. `'%!'*%2'&*%)!6%E!)!(#)">%('!E4$!*#)">%&$!&#*#3$>%',%2,'2,#$*),6%#!:',5)*#'!%)8';*%*9$%('52)!6F 12. Employees should comply with all laws regarding their behavior, not just with social-media use. 13. Provide respect for current, former, and potential customers, employees, and competitors. 14. Social networks should not be a place to share personal complaints. 15. Forward unfavorable opinions or statements post about yourself or the organization to the human resources department. 16. Do not post obscenities. 17. If you have an in-house policy prohibiting anything other than neutral recommendations, posting online recommendations should be prohibited. 18. Do not post socially unacceptable or criminal behavior such as sharing information about sex or criminal )(('52"#&95$!*&%&;(9%)&%&*$)"#!Q%:,'5%*9$%('52)!6%.P,!'"4>%GMMZ_%K);$,>%GMDM_%K#&&'!$**$>%GMMZ_%T9;,(9$&%$*% )">%GMDM_%e)!):6>%GMDM1F Future Research This study discussed many of the legal and ethical issues associated with social networking. Much of the focus of this research has been on major federal laws and court cases. Future research should update current federal law and also focus on state, municipal, and international law. The ethics research included some anecdotal and empirical studies. There will be many more studies analyzing organizational attitudes and behaviors. For example, a researcher could gather data on cases in which employees were terminated based on social network use to analyze increasing trends over time. Employers could be surveyed regarding their reactions to various types of information found about )!%$52"'6$$%&;(9%)&% ,)($>% ,$"#Q#'!>%2'"#*#()"%):E"#)*#'!>%8#!Q$%4,#!-#!Q>%)!4%'*9$,%(9),)(*$,#&*#(&F%A9$#,% ,$)(*#'!&% could affect hiring, compensation, training, and other human resource dimensions of an organization. Summary % /'(#)"%!$*+',-#!Q%+#""%8$%)%5)7',%(9)""$!Q$%:',%$52"'6$,&F%0'*%'!"6%4'$&%#*%2,'3#4$%3#*)"%$*9#()"%8$!$E*&%&;(9% as improving recruiting, enhancing safety and security, improving accuracy of information, enhancing discipline, )!4%2,'3#4#!Q%#!$]2$!$%6$*%;&$:;"%5),-$*#!Q>%8;*%)"&'%#*%()!%(,$)*$%&#Q!#E()!*%"$Q)"%)!4%$*9#()"%(9)""$!Q$&%&;(9% )&% #!3)&#'!%':%2,#3)(6>%4#&(,#5#!)*#'!>% #!)((;,)(6>%)!4%&;87$(*#3#*6F%T'52)!#$&%5;&*%)&($,*)#!%9'+%*9$6%,$&2'!4% to employee social networking use by examining their corporate strategy, balancing the opportunities and threats of social networks, and by considering their ethical values. A policy might provide employee restrictions, employer 5'!#*',#!Q>%,$2',*#!Q%3#'")*#'!&>%4#&(#2"#!$>%&2$(#E(%8$9)3#',%('!4'!$4%)!4%:',8#44$!>%)!4%)(-!'+"$4Q$5$!*&F References 0"!%=+.,:+3+&#)+1&%+&%(34$153!&)%0,)F%GZ%^F/FTF%nn%aGD%$*%&$V%.DZaN1F 03!:+,#&.%2+)*%=+.#@+$+)+!.%0,)F%dG%^F/FTF%nn%DGDMD%$*%&$V%.DZZM1F% 03L/:%M'N%.GMMZ1F%%L52"'65$!*%,$")*#'!&9#2>%GN>%nn%IZGRZNF P,!'"4>%UF%GMMZF%A+#**$,#!Q%)!4%:)($8''-#!Q%+9#"$%*9$6%+',-O%/$*%("$),%Q;#4$"#!$&%)8';*%*9$%;&$%':%&'(#)"%5$4#)%#!%*9$% workplace. OP%G#"#>+&!>%cdO%cIRccF 2010, Vol. 1, No. 1, 82-93 Kaupins and Park 91 Advances in Business Research K);$,>%eF%GMDMF%=%-!'+%=%!$$4%)%&'(#)"%5$4#)%2'"#(6O%0'+%+9)*%&9';"4%#*%&)6o%I:#&,*+.+&"%Q1:$'>%dGO%DF Bissonette, A. 2009. ?5@!:% $#2K%G#R+3+>+&"% .#7!)5% #&'%3+&+3+>+&"% :+.;% +&% ,$#..:113.F%A9';&)!4% )-&>%TPO% T',+#!F K'64>%`F>%p%L""#&'!>%0F% GMMNF% /'(#)"% !$*+',-% &#*$&O%`$E!#*#'!>% 9#&*',6>% )!4% &(9'"),&9#2F%L1/:&#$% 17%?134/)!:< Mediated Communication>%DIO%GDMRGIMF K,)!4$!8;,Q>% TF% GMM[F% A9$% !$+$&*% +)6% *'% &(,$$!% 7'8% )22"#()!*&O% P% &'(#)"% !$*+',-$,\&% !#Q9*5),$F% Federal ?133/&+,#)+1&.% #2%L1/:&#$>%aMO%cZNR626. K6,!$>% =F%GMM[F%/#]%("#(-&%':%&$2),)*#'!O%A9$% "$Q)"% ,)5#E()*#'!&%':%$52"'6$,&\%;&#!Q%&'(#)"%!$*+',-#!Q%&#*$&% *'% research applicants. A#&'!:@+$)%L1/:&#$%17%(&)!:)#+&3!&)%#&'%S!,*&1$1"5% #2>%DMO%ddcRdNNF%% T)!4#"#&>%SF%GMMGF%`#&*#!Q;#&9#!Q% ")+%)!4%$*9#(&O%P%(9)""$!Q$% :',% *9$%5'4$,!%2,)(*#*#'!$,F%Psychiatric Times, 19. X$*,#$3$4%/$2*$58$,%[>%GMMc%:,'5%9**2Oqq+++F2&6(9#)*,#(*#5$&F('5q4#&2")6q),*#("$qDMDa[qd[aDao2)Q$0;58$,rDF T9;,(9$&>%PF>%T,'(-$**>%%p%U;-$&>%=F%GMDMF%S*!%'+"+)#$%'+!)K%S1'#5T.%'+"+)#$%)11$.%+&%.3#$$%@5)!.. Thousand Oaks, TPO%T',+#!F `$T$!g'>%`F>%p%X'88#!&>%/F%GMDMF%Fundamentals of human resource managementF%Y'8'-$!>%0F%UFO%?#"$6F =!R)!:%FN%=!R)!:F%GMMN%?<%DcIGM[d%. 9#'%P22F%DD%`#&*F1F (34$15!!%P!)+:!3!&)%-&,13!%8!,/:+)5%0,)F%D[%^F/FTF%n%DMMD%$*%&$V%.DZNd1F Fair Credit Reporting ActF%Dc%^F/FTF%nn%Dc[D%$*%&$V%.DZNM1F I#+:% #@1:%8)#&'#:'.%0,)F%GZ%^F/FTF%nn%GDc%$*%&$V%.DZdZ1F I#3+$5%#&'%G!'+,#$% !#F!%0,)F%GZ%^F/FTF%nn%GaMD%$*%&$V%.DZZI1F% Fletcher, D. 2010. Friends without borders. S+3!%G#"#>+&!>%e)6%IDO%IIF W)8$">% UF>%p%e)!&E$"4>%0F% GMMIF%A9$% #!:',5)*#'!% ,$3'";*#'!% )!4% #*&% #52)(*% '!% *9$% $52"'65$!*% ,$")*#'!&9#2O%P!% analysis of the cyberspace workplace. 03!:+,#&%B/.+&!..% #2%L1/:&#$>%dMO%IMDRIcDF Gaudin, S. 2009. Facebook cuts workplace productivity - survey. Computerworld>%GcO%DNF%% Gely, R., & Bierman, L. 2006. Workplace blogs and workers’ privacy. 1/+.+#&#% #2%P!F+!2>%aaO%DMNZR 1110. W,$$!8);5>%?F>%p%b'""$,>%KF%GMMa>%U;"6qP;Q;&*F%T';,*%4$(#&#'!&%#52)(*%+',-2")($%#!*$,!$*%)!4%$R5)#"F%OP%0'F+.1:. W;*5)!>%SF%GMMIF%/)6%+9)*oO%K"'QQ#!Q%)!4%$52"'65$!*%")+%#!%('!j#(*F%?1$/3@+#%L1/:&#$%17% #2%#&'%)*!%0:)., GNO%DdcRD[cF Kaupins, G., & Minch, R. 2006. Legal and ethical implications of employee location monitoring. International L1/:&#$%17%S!,*&1$1"5%#&'%O/3#&%-&)!:#,)+1&>%GO%DaRIcF Kaupins, G., & Park, S. 2010. Legal and ethical implications of corporate social networks. (34$15!!%P!.41&.+@+$+)+!.% and Rights Journal, Forthcoming. Kirkpatrick, D. 2010. S*!%I#,!@11;%!77!,)K%S*!%+&.+'!%.)1:5%17%)*!%,134#&5%)*#)%+.%,1&&!,)+&"%)*!%21:$'. New @',-O%/#5'!%p%/(9;&*$,F Kist, W. 2010. S*!%.1,+#$$5%&!)21:;!'%,$#..:113K%S!#,*+&"%+&%)*!%&!2%3!'+#%#"!F%A9';&)!4% )-&>%TPO%T',+#!F U1&14%FN%O#2#++#&%0+:$+&!.V%-&,N, 302 F.3d 868 (9th%T#,F%GMMD1F 2010, Vol. 1, No. 1, 82-93 Kaupins and Park 92 Advances in Business Research Lee, K., Thue, M., Oldham, J., & Stephenson, T. 2009. An exercise for teaching the employment law implications of employee blogging. L1/:&#$%17% !"#$%8)/'+!.%('/,#)+1&>%GaO%IZZRdIDF <$Q)"K"'Q?)*(9F%GMMZ1F%=1%!34$15!:.%/.+&"%I#,!@11;%71:%@#,;":1/&'%,*!,;.%7#,!%$!"#$%:+.;.o%X$*,#$3$4%P;Q;&*% I>%GMDM%:,'5%9**2Oqq+++F"$Q)"8"'Q+)*(9F*62$2)4F('5q"$Q)"s8"'Qs+)*(9qGMM[qMIq4'R$52"'6$,&R;&F9*5"F <$]>%XF%GMMNF%T)!%e6/2)($% *;,!% #!*'%56% ")+&;#*oO%A9$%)22"#()*#'!%':%4$:)5)*#'!% ")+% *'%'!"#!$% &'(#)"%!$*+',-&F%% 151$#%17% 1.%0&"!$!.%(&)!:)#+&3!&)% #2%P!F+!2>%G[O%dNRNMF <#(9*$!&*$#!>%/F>%p%`),,'+>%UF%GMMaF%L52"'65$!*%*$,5#!)*#'!%:',%$52"'6$$%8"'QQ#!QO%0;58$,%'!$%*$(9%*,$!4%:',%GMMc% )!4%8$6'!4>%',%)%,$(#2$%:',%Q$**#!Q%`''($4o%6? 0%L1/:&#$%17% #2%#&'%S!,*&1$1"5>%DMO%dF e)!):6>%eF%GMDMF%/'(#)"%+$8%$*#V;$**$F%(?1&)!&)>%IIO%DF G#:.*%FN%=!$)#%0+:$+&!.F%ZcG%BF%/;22F%Ddc[%.`F%T'"'>%DZZN1F e#""#$,>%/F%GMMZF%A9$%B)($8''-%:,'!*#$,O%X$&2'!4#!Q%*'%*9$%(9)!Q#!Q%:)($%':%2,#3)(6%'!%*9$%#!*$,!$*F%U!&)/,;5% #2% Journal>%ZNO%cdD>%cddF e#""#Q)!>%AF%GMMZF%f#,*;)"%2$,:',5)!($O%L52"'65$!*%#&&;$&%#!%*9$%$"$(*,'!#(%)Q$F%?1$1:#'1% #25!:>%I[O%GZF G1:!&1%FN%O#&71:'%8!&)+&!$F%DNG%T)"FP22F%dth%DDGc>%ZD%T)"FX2*,F%I4%[c[%.GMMZ1F 9#)+1&#$% #@1:%P!$#)+1&.%0,)F%GZ%^F/FTF%nn%DcD%$*%&$V%.DZdN1F Nitschke, B. 2006, June. Investigating staff misuse of district technology. School Administrator>%aIO%[F W,,/4#)+1&#$%8#7!)5%#&'%O!#$)*%0,)F%GZ%^F/FTF%nn%acD%$*%&$V%.DZNM1F S)*$">%KF%GMMNF%e6&2)($%',%6';,&O%A9$%)8,#4Q$5$!*%':%*9$%8"'Q'&29$,$%)*%*9$%9)!4&%':%)*R+#""%$52"'65$!*F%O1/.)1&% #2%P!F+!2>%ddO%NNNF Peacock, L. 2008. Employers watch Facebook usage. (34$15!:.% #2, 4. D+!):5$1%FN%O+$$.)1&!%P!.)#/:#&)%H:1/4F%GMM[%?<%aM[cdIN%.`F0FUF1F m;#Q"$6>%kF>%/;55$,E$"4>%KF>%p%A),8']>%kF%GMDMF%A$(9%#*%;2%)%!'*(9>%Z%&*,)*$Q#$&%:',%4'#!Q%5',$%+#*9%*9$%*$(9!'"'Q6% and web sites you already use. P!#$)1:%G#"#>+&!>%/$2*$58$,%DMO%GMRGdF X'&$!>%UF%.GMDM>%U;"6%Gc1F%A9$%$!4%':%:',Q$**#!QF%S*!%9!2%X1:;%S+3!.%G#"#>+&!. 8#&'!:.%FN%03!:+,#&%B:1#',#.)+&"%?134#&+!.F%=!(F>%ZN[%SFG4%aN%.DZZZ1F 8#:@#&!.%TAO%S,)$Q$,F Sprague, R. 2008. Rethinking information privacy in an age of online transparency. O17.):#% #@1:%Y%(34$153!&)% #2%L1/:&#$>%GcO%IZcF /2,)Q;$>%XF%GMMNF%B#,$4%:',%8"'QQ#!QO%P,$%*9$,$%"$Q)"%2,'*$(*#'!&%:',%$52"'6$$&%+9'%8"'Qo%6&+F!:.+)5%17%D!&&.5$F#&+#% L1/:&#$%17% #@1:%#&'%(34$153!&)% #2>%ZO%IccF% Stored Communications ActF%D[%^F/FTF%nn%GNMD%$*%&$V%.GMMM1F /*,$Q$RB"',)>%TF%?)#*t%`'!\*%E,$%*9)*%8"'QQ$,t%?9)*%"#5#*&%4'$&%")8',%")+%#52'&$%'!%$52"'6$,%,$Q;")*#'!%':%$52"'6$$% 8"'Q&o%8*+'$!:%L1/:&#$%17% #2V%?133!:,!%Y%S!,*&1$1"5>%GO%DDF%% S+)$!%A--%17%)*!%JZ[\%?+F+$%P+"*).%0,)F%dG%^F/FTF%nn%GMMM4%$*%&$V%.DZad1F 2010, Vol. 1, No. 1, 82-93 Kaupins and Park 93 Advances in Business Research 6N8N%FN%H+&!.F%GDd%BF/;22FG4%GMc%.GMMG1F ?),!'(->% F%%GMMNF%0$*+',-#!Q%',%!'*%+',-#!Qo%Contract Journal>%ddMO%IDRIGF ?9#**#$,>%`F%GMMaF%T68$,$*9#(&%#!%*9$%W''Q"#!Q%)Q$F%L1/:&#$%17%('/,#)+1&>%D[NO%DR[aF Woolnough, R. 2008. Get out of my Facebook. (34$15!:T.% #2>%e)6O%DdRDcF Zehrt, L. 2010. Retaliation’s changing landscape. H!1:"!%G#.1&%6&+F!:.+)5%?+F+$%P+"*).% #2%L1/:&#$>%GMO%DdIF H/&'#:.%U#/4+&. is department chair and professor of management at Boise State University. He received his S9F`F%#!%9;5)!%,$&';,($%5)!)Q$5$!*%:,'5%*9$%^!#3$,&#*6%':%='+)%)!4%#&%)%($,*#E$4%&$!#',%2,':$&&#'!)"%#!%9;5)!% resources. He teaches human resource management, labor relations, and compensation. His publications include over 300 articles in job evaluation, training and development, Baltic studies, and human resource ethics in journals such as the Academy of Management Perspectives and International Journal of Technology and Human Interaction. Susan Park%#&%)%"$Q)"%&*;4#$&%"$(*;,$,%)*%K'#&$%/*)*$%^!#3$,&#*6F%/9$%,$($#3$4%9$,%UF`F%.&;55)%(;5%");4$1%:,'5%*9$% ^!#3$,&#*6%':% =4)9'%T'""$Q$%':%<)+F%/9$%9)&% *);Q9*% "$Q)"% $!3#,'!5$!*%':% 8;&#!$&&>% ('55$,(#)"% ")+>% )!4%9;5)!% resource law. Her current research interests include the use of social media in the workplace, employee privacy, and 4#&(,#5#!)*#'!F%K$:',$%*$)(9#!Q%)*%K'#&$%/*)*$>%S,':$&&',%S),-%+)&%)%")+%("$,-%)*%*9$%=4)9'%/;2,$5$%T';,*%)!4%)!% attorney in private practice in Boise, Idaho. 2010, Vol. 1, No. 1, 82-93 Kaupins and Park