Advances in Business Research

2010, Vol. 1, No. 1, 82-93

Kaupins and Park

!"#$%#&'%()*+,#$%-../!.%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 companys 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.

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personal and company information. These Web-based services, which include Facebook, MySpace, Twitter,
<#!-$4=!>%?#-#2$4#)>%@';A;8$>%@$"2>%)!4%B"#(-,>%)!4%'*9$,&>%C)""'+%#!4#3#4;)"&%*'%.D1%('!&*,;(*%)%2;8"#(%2,'E"$FFF>%
.G1%),*#(;")*$%)%"#&*%':%'*9$,%;&$,&H>%)!4%.I1%3#$+%)!4%*,)3$,&$%*9$#,%"#&*%':%('!!$(*#'!&J%.K'64%)!4%L""#&'!>%GMMNO%D1F%%
P%8,')4$,%4$E!#*#'!%':% /0&%)"&'%(';"4%#!(";4$%=!*$,!$*%:',;5&>%8"'Q&>%'!"#!$%2,'E"$&>%2'4()&*&>%$R5)#">%#!&*)!*%
5$&&)Q#!Q>%5;&#(R&9),#!Q>%)!4%3'#($%'3$,%=S%.T9;,(9$&>%T,'(-$**>%)!4%U;-$&>%GMDM1F
/0%;&$%9)&%&$$!%&#Q!#E()!*%Q,'+*9%#!%,$($!*%6$),&F%B)($8''-%$&2$(#)""6%9)&%Q,'+!%&'%5;(9%#*%#&%!;58$,%'!$%
)5'!Q% /0&%.T9;,(9$&%$*%)">%GMDM1F%P&%*9$%!;58$,%':%B)($8''-%)!4%'*9$,% /0%;&$,&%('!*#!;$&%*'%,#&$>%&'%*''%+#""%
*9$%)5';!*%':%2$,&'!)"%#!:',5)*#'!%$52"'6$$&%)!4%7'8%)22"#()!*&%2'&*F%P%V;#(-%W''Q"$%&$),(9%':%CB)($8''-J%)!4%
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$%2'&&#8"$%('!&$V;$!($&%':%2'&*#!Q%2$,&'!)"%#!:',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$$&%,)#&$&%"$Q)"%)!4%$*9#()"%V;$&*#'!&%*9)*%8'*9%$52"'6$,&%)!4%
employees should consider, such as privacy, discrimination, fairness, and authenticity.
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The Internet offers employers with an easy, inexpensive way of exercising their duty to learn as much job-related
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reasonably with regard to hiring and supervising employees. Regarding hiring, employers have a duty to exercise
reasonable care when researching particular applicants. This means that employers typically have an obligation to
4'%)%,$)&'!)8"$%#!3$&*#Q)*#'!%':%*9$%$52"'6$$>%#!(";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 its 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

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2010, Vol. 1, No. 1, 82-93

Kaupins and Park

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+$$%(34$153!&)
An analysis of employment law and employee rights typically begins with the doctrine of employment-at-will.
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,$)&'!%',%!'%,$)&'!%)*%)""%.W;*5)!>%GMMI_%/2,)Q;$>%GMM[1F%A9#&%5$)!&%*9)*%)!%$52"'6$,%5)6%Q$!$,)""6%9)3$%*9$%,#Q9*%
to refuse to hire a job applicant or to terminate an existing employee based upon information publicly posted by or
about the applicant or employee on Facebook or another OSN site.
However, most states recognize two or three common law exceptions to employment-at-will. For instance, a
majority of states recognize a public policy exception which generally means that an employer may not take any
)43$,&$%)(*#'!%)Q)#!&*%)%7'8%)22"#()!*%',%$52"'6$$%:',%,$)&'!&%*9)*%3#'")*$%':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 employers 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$$&%:,'5%,$*)"#)*#'!J%
.b$9,*>%GMDM_%DcG1F%B',%#!&*)!($>%*9$% ((;2)*#'!)"%/):$*6%)!4%Y$)"*9%P(*%. /YP1%.GMMa1>%0)*#'!)"%<)8',%X$")*#'!&%
P(*%.0<XP1%.GMMa1>%L52"'6$$%X$*#,$5$!*%=!('5$%/$(;,#*6%P(*%.LX=/P1%.DZNd1>%B)5#"6%)!4%e$4#()"%<$)3$%P(*%
.Be<P1%.DZZI1>%)!4%/),8)!$&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 employers business. However, these statutes typically contain a businessrelated 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 employers business concerns. An employer could argue that
information derived about a candidate, from the Internet, had a direct correlation to the employers business since
it was used in the hiring decision. Todays employer may argue it has a legitimate business interest in whether
#*&% $52"'6$$&% ),$% 2;8"#&9#!Q% 2#(*;,$&% '!% *9$% =!*$,!$*% ':% *9$5&$"3$&% 4,#!-#!Q% $]($&&#3$"6J% ./2,)Q;$>% GMM[_% dDc1F%%
e),&9%3F%`$"*)%P#,"#!$&%.DZZN1%2,'3#4$&%)!%$])52"$% ':% *9#&F% =!%e),&9>%*9$%T'"',)4'% /;2,$5$%T';,*% 9$"4% *9)*%)!%
employee who was terminated after openly criticizing the employer in a letter to the editor of a local paper was not
wrongfully discharged because the letter was a breach of the employees duty of loyalty to the employer and was thus
work-related.
An employees duty of loyalty extends beyond a mere duty to refrain from publicly embarrassing the employer.
<$$>%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 employers 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 employers products or services. In sum, in most cases, an employer is

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Advances in Business Research

2010, Vol. 1, No. 1, 82-93

Kaupins and Park

7;&*#E$4%#!%*$,5#!)*#!Q%*9$%$52"'6$$%:',%2;8"#&9#!Q%!$Q)*#3$%',%('!E4$!*#)"%$52"'6$,%#!:',5)*#'!%'!%*9$%=!*$,!$*%
.<$$>%A9;$*%)">%GMMZO%dDDRDG1F
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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 applicants 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 users 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 applicants 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,!&#4$%&*)*$&>%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,!&#4$>%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,!&#4$>% GMM[1>% )!4% 5)6% *)-$% '!$% ',% 5',$% ':% *9,$$% 2'&&#8"$% :',5&O% #!*,;&#'!% ;2'!% &'"#*;4$% ',% &$(";&#'!>% 2;8"#(%
4#&("'&;,$% ':% 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 users contact list,
4'%!'*%9)3$%)%,$)&'!)8"$%$]2$(*)*#'!%':%2,#3)(6%#!%*9)*%5)*$,#)"F%B',%#!&*)!($>%#!%^F/F%3F%W#!$&RS$,$g%.GMMG1>%*9$%^F/F%
`#&*,#(*%T';,*%#!%S;$,*'%X#('%('!&#4$,$4%+9$*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$,$4% 2,#3)*$% #:% *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$%

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similar to the courts in Gines-Perez, the Moreno court ruled against the plaintiffs 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#*$4%);4#$!($%.&$$%)"&'%`$]*$,%3F%`$]*$,>%GMMN1F%%
Thus, while many applicants and employees who participate on an OSN site may believe they have created a
reasonable expectation of privacy by relying upon the privacy settings the site provides them, the law does not appear
to support such a claim, absent some additional facts suggesting employer wrongdoing. As discussed below, an
invasion of privacy claim may succeed if the employer goes beyond a general Internet search for public information
and gains access to the employees OSN page through illegal means.
6&#/)*1:+>!'%0,,!..%<%8)1:!'%?133/&+,#)+1&.%0,)
A9$% /*',$4% T'55;!#()*#'!&% P(*% ./TP1% .GMMM1% 2,'9#8#*&% )!6% 2$,&'!% :,'5% #!*$!*#'!)""6% )(($&&#!Q% )% C:)(#"#*6%
through which an electronic communication service is provided without authorization. Two federal courts have
('!&#4$,$4% *9$% 4$E!#*#'!% ':% C);*9',#g$4% ;&$,J% #!% ()&$&% #!% +9#(9% )!% $52"'6$,% Q)#!$4% )(($&&% *'% )!% )22"#()!*\&% ',%
$52"'6$$\&%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$%)!4%
other employees criticized Hawaiian Airlines handling of its negotiations with the pilots union. Only those Konop
approved and provided with a password could access and make comments on the site. The sites terms and conditions
&2$(#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 Konops 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$%^F/F%`#&*,#(*%T';,*%':%0$+%U$,&$6%('!&#4$,$4%
an issue similar to that in Konop. In Pietrylo, a group of employees created a MySpace page for the purpose of
(,#*#(#g#!Q% *9$% $52"'6$,F% A9$% 4$:$!4)!*% $52"'6$,% +)&% !'*% )!% );*9',#g$4% :,#$!4% ':% *9$% &#*$% )!4% &'% ,$V;$&*$4>% )!4%
,$($#3$4>%*9$%"'Q#!%#!:',5)*#'!%:,'5%)!'*9$,%$52"'6$$>%+9'%*$&*#E$4%)*%*,#)"%*9)*%&9$%:$"*%)&%*9';Q9%&9$%+)&%,$V;#,$4%
to provide that information as part of her job. The court upheld the jurys decision that the defendants access of the
site was not authorized because the employee was coerced into provide the information, and thus the employer
3#'")*$4%*9$%/TPF%
It is important to make clear that Konop and Pietrylo apply only to situations in which the information was not
available to the employer by other means. If the information is publicly available, even though the employer gained
unauthorized access, the employees claim might fail because the employee was still in control of the information and
(9'&$%*'%2'&*%#*%'!%)%V;)&#R2;8"#(%:',;5%.K6,!&#4$>%GMM[1F%P"&'>%*9$%/TP%#&%;!"#-$"6%*'%)22"6%*'%&#*;)*#'!&%#!%+9#(9%
an employer actually hires students or other young people demographically similar to job applicants for purposes of
C:,#$!4#!QJ%*9$%)22"#()!*&%*'%Q)#!%)(($&&%*'%*9$#,%&#*$&F%A9#&%*62$%':%&"$;*9#!Q>%+9#"$%2'&&#8"6%;!$*9#()"%.&$$%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
A9$%B)#,%T,$4#*%X$2',*#!Q%P(*%.BTXP1%.DZNM1%5)6%2,'3#4$%)!%)22"#()!*%)%();&$%':%)(*#'!%#!%)%"#5#*$4%!;58$,%':%
(#,(;5&*)!($&%#!%+9#(9%*9$%$52"'6$,%9#,$&%)%*9#,4%2),*6%*'%('!4;(*%)%8)(-Q,';!4%&$),(9%':%*9$%)22"#()!*F%A9$%BTXP%
2,'3#4$&%*9)*%7'8%)22"#()!*&%5;&*%8$%!'*#E$4%+9$!%$52"'6$,&%9#,$%)%*9#,4R2),*6%('52)!6%*'%('!4;(*%)%8)(-Q,';!4%
(9$(-% ':% *9$% )22"#()!*F% A9$% BTXP% #&% !'*% "#-$"6% *'% )22"6% #!% *9'&$% ()&$&% #!% +9#(9% *9$% $52"'6$,% 4'$&% *9$% =!*$,!$*%
&$),(9#!Q%#*&$":F%CY'+$3$,>%#:%)!%$52"'6$,%9#,$&%)%*9#,4%2),*6%*'%&$),(9%)22"#()!*&\%2,'E"$&>%*9$%$52"'6$,%+';"4%8$%
8';!4%86%*9$%2,'3#&#'!&%':%*9$%BTXPF%?9#"$%*9$%BTXP%+';"4%!'*%2,'9#8#*%$52"'6$,&%:,'5%;&#!Q%*9$%#!:',5)*#'!%
:';!4% #!% )22"#()!*% 2,'E"$&>% #*% +';"4% )*% "$)&*% ,$V;#,$% *9$% $52"'6$,% *'% #!:',5% )22"#()!*&% *9)*% &;(9% )!% #!3$&*#Q)*#'!%
would occur and that information from the investigation resulted in the adverse employment decision (Byrnside,
GMM[O%dacRaa1F%A9$%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$,$4%+9$*9$,%*9$%$52"'6$$\&%;&$%
of an e-bulletin board to criticize the employer Hawaiian Airlines negotiations with the pilots union violated the

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X)#"+)6%<)8',%P(*%.X<P1F%K$();&$%k'!'2%2,'3#4$4%)(($&&%*'%*9$%&#*$%*'%'*9$,%Y)+)##)!%P#,"#!$&%$52"'6$$&%+9'%)"&'%
used the site to comment on the negotiations, the court held that the site was a form of concerted activity protected by
the RLA. The Konop holding could easily be applicable to an OSN or other Internet sites as well, provided that more
*9)!%'!$%$52"'6$$%9)&%)(($&&%*'%*9$%&#*$%)!4%#&%('!*,#8;*#!Q%('55$!*&%./*,$Q$RB"',)>%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 employees 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$$\&%+',-%2$,:',5)!($%C5)4$%*9$%)(*#3#*6%2'&&#8"$J%.W;*5)!>%GMMIO%DcD1F%L52"'6$$%
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$:)5)*#'!%(")#5%.K6,!&#4$>%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$4% :',% &2$(#E(% )(*&% *9)*% 4'% !'*% ('!:',5% *'% *9$% 2;8"#&9$4% ,;"$&F% % =!% ('!*,)&*>%
$*9#(&%#!3'"3$%V;$&*#'!&%,$Q),4#!Q%+96%)!4%9'+%2$'2"$%&9';"4%8$9)3$F%A9$6%2,'5'*$%&'(#)"%#4$)&%5',$%*9)!%")+&%4'%
.T)!4#"#&>%GMMG1F%L*9#()"%#&&;$&%Q'%8$6'!4%"$Q)"%('!($,!&%86%:'(;&#!Q%'!%*9$%4;*#$&%&'(#$*6%$]2$(*&%':%#*&%5$58$,&%
./#5&>%GMMI1F%L*9#()"%V;$&*#'!&%:,$V;$!*"6%),#&$%+9$!%$]#&*#!Q%")+%#&%#!)4$V;)*$%*'%)44,$&&%!$+%(#,(;5&*)!($&>%&;(9%
)&%*9$%#&&;$&%,$")*$4%*'% /0&F%K'*9%"$Q)"%)!4%$*9#()"%('!&#4$,)*#'!&%),$%!$$4$4%*'%4,):*%)4$V;)*$%$52"'6$$%9)!48''-%
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.

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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 employees or applicants 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)(-$4%;2%86%9),4%';*&#4$%$3#4$!($%.k);2#!&%)!4%S),->%GMDM1F%L52"'6$$&%5#Q9*%2,'3#4$%('!E4$!*#)"%
#!:',5)*#'!% )8';*% *9$#,% ',Q)!#g)*#'!% &;(9% )&% 2)&&+',4&>% E!)!(#)"% &$(,$*&>% #!3$!*#'!&>% 5),-$*#!Q% 2,'Q,)5&>% )!4%
8;&#!$&&%&*,)*$Q#$&F%?),!'(-%.GMMN1%,$3$)"$4%*9)*%)8';*%DMl%':%',Q)!#g)*#'!&%&*;4#$4%*9$%;!);*9',#g$4%4#&("'&;,$%
':%E!)!(#)"%#!:',5)*#'!%3#)%5$&&)Q$%8'),4&%)!4%8"'Q&F%S)&&+',4%,$3$")*#'!&%()!%"$)4%*'%('!&#4$,)8"$%9)(-#!Q%':%
(',2',)*$%#!*$,!)"%'2$,)*#'!&%)!4%?$8&#*$&%.k);2#!&%)!4%e#!(9>%GMMa1F%%
Marketing
T'52)!#$&%9)3$%8$$!%-!'+!%*'%;&$%&'(#)"%!$*+',-#!Q%&#*$&%*'%5),-$*%*9$#,%2,'4;(*&%)!4%&$,3#($&F%A9$6%()!%(,$)*$%
company communities on Facebook, post locally relevant updates and photos, read what company fans say about
themselves to get clues about their needs, and provide incentives not only to visit the page but to buy the companys
2,'4;(*&%',%&$,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

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Irrelevant Information
P((',4#!Q%*'%k);2#!&%)!4%S),-%.GMDM1>%$52"'6$,&%()!%$)&#"6%4#&('3$,%7'8%)22"#()!*&\%#4$!*#*6%#!%*$,5&%':%)Q$>%
citizenship, disability, gender, genetic information, marital status, national origin, pregnancy, race, color, religion,
sexual orientation, and veterans status though social networks. In addition to legal issues that may arise, as discussed
previously, this may also pose ethical concerns for the employer.
1..%17%?134#&5%8!,:!).
T;,,$!*%$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)*$&%5#Q9*%8$%('!&#4$,)8"6%4#::$,$!*F%L52"'6$,&%()!%E!4%';*%)8';*%
an employees interests, friends, and a host of other personal information that would not be related to the workplace
.?9#**#$,>% GMMa1F% e',$'3$,>% $52"'6$$&% )!4% )22"#()!*&% 5)6% 2;,2'&$"6% ,$:;&$% *'% :,#$!4% 8'&&$&% *'% 2,'*$(*% *9$#,%
privacy. Some companies have engaged in the practice of hiring young people, often college students, to friend
applicants on behalf of the employer, who then has potentially unethical access to the applicants personal OSN page
.K,)!4$!8;,Q>%GMM[1F
Reduced Productivity
Employers may certainly have a legitimate business reason to search when employees are engaging in personal
&'(#)"%!$*+',-#!QF%P((',4#!Q%*'%?''"!';Q9%.GMM[1>%*9$%*#5$%$52"'6$$&%+)&*$%'!%&'(#)"%!$*+',-#!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$$&%(")#5%*'%
have no legitimate business use of the site while on working hours.
()*+,.%8/33#:5
In spite of social networkings association with recruiting, marketing, and monitoring company information
)!4% $52"'6$$&>% $52"'6$,&% &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

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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%('!&#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$#)+1&.
The company should reserve the right to discipline employees concerning their behavior on social networks.
Discipline may include oral warnings, written warnings, suspension, or discharge. The company should also reserve
the right to take legal action for inappropriate Internet behavior by employees.
Acknowledgement
Employees should sign an agreement acknowledging they have read and understood the employers social
!$*+',-#!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.
2.
3.
4.

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.
All posts must be truthful.
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
Make sure that the message about the company is consistent with other messages related to the company.

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5.
6.
7.
8.
9.
10.
11.
12.
13.
14.
15.
16.
17.
18.

Ensure that all parties associated with social media within the organization are trained to appropriately
use the media.
You might have to make a disclaimer that your views do not necessarily represent the companys views. The
3#$+&%$]2,$&&$4%'!%*9#&%+$8&#*$%),$%5#!$%)!4%5)6%!'*%,$j$(*%*9$%3#$+&%':%56%$52"'6$,F
Employees who have personal social media pages should ensure that such activity does not interfere with work.
L52"'6$$&%5)6%$]2,$&&%*9$#,%3#$+&%)&%"'!Q%)&%*9$6%4'!%!'*%('!j#(*%+#*9%('52)!6%2'"#(#$&F
Employees may engage in social media activity during work if it is directly related to their work, approved by
their manager, and does not reveal company clients, customers, or vendors without express permission.
Show respect for vendors, customers, managers and employees.
L52"'6$$&%5)6%+,#*$%)8';*%*9$#,%7'8&%#!%Q$!$,)"%8;*%&9';"4%)3'#4%4#&("'&#!Q%('!E4$!*#)"%#!:',5)*#'!
`'%!'*%2'&*%)!6%E!)!(#)">%('!E4$!*#)">%&$!&#*#3$>%',%2,'2,#$*),6%#!:',5)*#'!%)8';*%*9$%('52)!6F
Employees should comply with all laws regarding their behavior, not just with social-media use.
Provide respect for current, former, and potential customers, employees, and competitors.
Social networks should not be a place to share personal complaints.
Forward unfavorable opinions or statements post about yourself or the organization to the human
resources department.
Do not post obscenities.
If you have an in-house policy prohibiting anything other than neutral recommendations, posting online
recommendations should be prohibited.
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$!&#3$%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
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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.

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