Navigating Social Media Policies in the Workplace: Key Issues

1 SOCIAL MEDIA ISSUES IN THE WORKPLACE Name of student Institutional affiliation Course Instructor Date

2 Question 1 I cannot request the usernames and passwords for the staff accounts, so please refrain. The reason is that these are their accounts, and in some areas, it is against the law for companies to monitor job seekers' and employees' social media profiles (Pallavi, 2018). This would be going against their rights. Question 2 The staff in the marketing department is typically the one who represents the firm on social media. You'll probably want your marketing department to ultimately be in charge of your firm's social presence since the marketing role of social media necessitates a lot of scope for developing and regularly updating social accounts (Pallavi, 2018). Social media has a blurred line between business and personal life. Ninety-eight percent of employees use social media for private purposes and 50 percent share content about their employers. However, the extent of what they post is controlled by top management and the social media staff. Question 3 HIPAA regulations apply to SEOVALEY, our organization. Guidelines for Social Media and HIPAA There are no regulations or modifications related explicitly to the relationship between HIPAA and social media because it was passed before the actual era of social media (Moore & Frye, 2019). However, many already-existing laws and rules have specifics that unquestionably apply to behavior on social networking platforms. Question 4

3 Our business, SEOVALLEY, has conducted internal investigations using social media. Social media platforms have much to offer when conducting internal research, including quickly acquiring truthful information (Rice & Parkin, 2016). Furthermore, internal investigations being undertaken in SEOVALLEY by within and outside counsel restrain their need to freely access and use social media profiles. Question 5 Yes, SEOVALLEY has rules on how employees may use social media. Social media use should be prohibited when employees are at work and using company computers. Work is for work; social media is not for work. In general, companies are within their rights to limit social media usage during work hours as long as they do so for legitimate business needs and equally apply the regulations to every worker. The severity of the employee's behavior and the specifics of each instance, taking into account any necessary mitigating circumstances, will ultimately determine the level of discipline that will be applied. If there is any social media mischief in SEOVALLEY, the employee is most likely suspended for a while. Question 6 Yes, there are anti-discrimination and anti-harassment policies in SEOVALLEY. It is necessary since our employees have a right to an office free from harassment and discrimination by customers, suppliers, or other individuals who access the workplace. We also make the policy accessible to visitors and disclose it. The Code mandates that businesses refrain from using abuse and harassment when providing general public services (Berrey et al., 2017). Question 7

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4 The contract agreement we want the employees in SEOVALLEY to sign is quite explicit about who owns social media and how the employees should treat it. Employees must sign the policy, or at the very least, a handbook recognition of the policy. Any posting on company social media should be explicitly stated in the policy as owned by the business, along with the accounts, names, and other information connected to the charges. Question 8 Yes, there was a time our company fired one of the employees because he violated the Code of conduct regarding social media. Any posting was to be verified by the marketing department before any other employee posted it. In this case, the employee did not follow the required protocol, so he posted something against the company and violated social media rights. It's worrying that he posted a porn video on the company's wall. The process followed to fire him was to go through the wall and ensure he was the one who posted. After follow-up, it was found that the dirty video was posted using his account, and he was immediately fired.

5 References Berrey, E., Nelson, R. L., & Nielsen, L. B. (2017). Rights on trial: How workplace discrimination law perpetuates inequality. University of Chicago Press. Moore, W., & Frye, S. (2019). Review of HIPAA, part 1: history, protected health information, and privacy and security rules. Journal of nuclear medicine technology, 47(4), 269-272. Pallavi, E. V. P. A. S. (2018). Impact of Cyber Crimes on Technology-Enabled Banking Services. Management Today, 8(1), 30-33. Rice, S. K., & Parkin, W. S. (2016). Social media and law enforcement investigations. Criminology and Criminal Justice, police and policing. Oxford Handbooks.

Social Media Issues in the Workplace 5

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