Students are required to post their primary response (200-word minimum). Students will respond to at least 2 other postings (150 words minimum each). Should employers

Students are required to post their primary response (200-word minimum). Students will respond to at least 2 other postings (150 words minimum each). Should employers have the right to regulate an employee off-duty, off-premise activity? REPLY – 1 (GARA) While we enjoy the conveniences and advancements that have been afforded to us through the use of technology, internet, and social media, there is a cost, our privacy. Before social media, the separation from work life and home life was more distinct. For most professions, the idea that their social life might interfere with their work life was almost absurd. However, there have always been a select group of professions in which work expectations often go beyond the 9 to 5 work schedule, such as politics, education, and healthcare. In these professions, individuals may find that they have an obligation to uphold their professions ethics and code of conduct while off the clock, in addition to their normal working schedule. The internet has increased accessibility and given individuals a world-wide platform to promote their personal opinions and behaviors. This has created another HRM issue that employers must find a way to successfully manage or mitigate. Trade secrets, confidential information, defamation of company image, and misuse of trademark are just a few of the concerns that employers are faced with today (Muller, 2013, p. 241). However, from the employee standpoint, the public platform has also given employers more opportunity to identify misconduct amongst their employees (Donelson, 2015). I believe that depending on the circumstances at hand, there are actions and behaviors that are disruptive to the workplace and/or that can damage a corporation’s brand or image. In these situations, the company should have the right to protect the interests of their business. I believe, that as individuals we must accept the cost that accompanies the luxuries of social medial and technology, and that is a portion of our privacy. References Muller, M. (2013). The manager’s guide to HR: Hiring, firing, performance evaluations, documentation, benefits, and everything else you need to know. New York, NY: SHRM. Donelson, B. (2015, May 19). Ah, Social Media: Blurring the Lines Between Work Life and Personal Life. Retrieved February 17, 2020, from https://www.bakerdonelson.com/Ah-Social-Media-Blurring-the-Lines-Between-Work-Life-and-Personal-Life REPLY – 2 (JACOB) Employers having the ability to control their employees while their off-duty has been a controversial topic for generations. Employees having the privacy and the right to act as they wish whenever off the premises is desirable. However, certain actions can be deemed inappropriate and the organization can consider this conflicting to their morals. This poor representation of the organization could even instigate some media controversy and cause the organization’s reputation to fail. Organizations are granted limited control to institute certain policies on their employees outside of their work hours. According to an article posted by Paycor, sexual harassment and certain threats can be grounds for the organization to take action against the employee. (Paycor, 2019) In an instance where an employee were to post material on social media conveying their extreme dislike for religious groups, this may cause some tension in the workplace that may need to be addressed. However, for the majority of actions that individuals engage outside of their workplace, the organization should have virtually no control over dictating these matters. Any instance that organizations deem extreme enough to cause some form of repercussion within the organization must be properly dictated and handled by the organization. These instances should be incredibly unique and have distinctly clear implications that would need to be addressed immediately. Only specifically trained managers should handle these cases and be given the appropriate resources needed to respond to such events. Outside of these dramatic instances, employers should not have the ability to control or hold employees accountable to the vast majority of activities they choose to engage in outside of work hours and off the property. Muller, M. (2013). New York: AMACOM. Paycor. (2019, February 5). . Retrieved from Paycor People Management: https://www.paycor.com/resource-center/ask-hr-can-we-tell-employees-how-to-behave-at-non-work-events

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