Generally, businesses and employers have the right to keep a keen look at their employee’s use of various accounts and internet together with visiting social networking sites on computers owned by the employer and during the worker on-duty hours (Lewis & Humbert, 2010). Even though the federal regulations stop business from discriminating against a potential or current worker-centered on data on the employee’s social networking sites including a personal blog associated with their race, gender, and age, employers can still access and use information on such websites as a strategy of carrying out background checks. Therefore, workers ought to be careful with what data they display on social media websites as the business will monitor all accounts. Account monitoring on the other perspective should not manipulate or over exceed the private rights of a worker as this will lead to interference of the private life of an individual.
Lewis, S., & Humbert, A. L. (2010). Discourse or reality? “Work-life balance”, flexible working policies and the gendered organization. Equality, Diversity and Inclusion: An International Journal, 29(3), 239-254.