by MAD

Created on: June 30, 2010

This has been an ongoing debatable topic for both employers and employees.  There's the side of the company that they are only looking out for their own good by making sure that employees don't run around amok in their online pages by unleashing fireback comments against their office, or losing confidentiality within the work place, among many others .  Employees, on the other hand, have a right to their privacy and freedom of speech.

This is where I stand.  Actually, for me, it's both.  Yes and No. But since said option is not available at the poll, I resorted to clicking on the No side, because the first point in hand is about the hiring which counts the most in Employer vs Employee relationship.  

No.  Employers should not use MySpace, YouTube, Facebook, or other social networking sites as their basis for hiring a potential employee.  First of all, the basis should be based on the applicant's qualifications in being able to deliver the work that needs to be done.  One's hiring status should not depend on what s/he does on personal time.  First of all, an applicant submits a resume. From that resume, they have the educational and work background, skills listed - this should be the main qualifier in getting that job.  

Yes.  Employers can use the different social networking sites as grounds for firing an employee.  Considering that there's a justifiable reason that can be found from said sites of an employee, that's when they can use it.  This is for the company's protection as well.  Of course, chronological posting should be undertaken between the employee's work duration for their company.  If posts are made while the employee is still connected with their office and has posted remarks damaging to the organization's reputation, besmirching of the good company's name, and other unfounded rants by the employee, then and only then can it be a good basis in firing an employee.  That is why I'd like to pitch it out there: While still under employment, any worker should give proper respect for the company or organization that they belong to.  If something needs to be discussed, take it directly to the employer and deal with it through the right channels.  

To sum it up, in my personal opinion:  No for hiring.  Yes for firing.

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