The Legal Environment of Business: Text and Cases (MindTap Course List)
10th Edition
ISBN: 9781305967304
Author: Frank B. Cross, Roger LeRoy Miller
Publisher: Cengage Learning
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Question
Chapter 9, Problem 3CT
Summary Introduction
Case summary: The recent trend of the increasing use of social media has become an important concern for employers. The employers expect that employee will not be posting any photo or video which provides information about the company. The employers have made a practice of restricting employees from the use of social media while they are in the office. The employees are also maintaining the social media accounts of a company which needs to be operated for the benefit of the company. Employers can not restrict the use of company-related social media platforms.
To Find:The rules that will apply to the company operated social media platforms.
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Chapter 9 Solutions
The Legal Environment of Business: Text and Cases (MindTap Course List)
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- What should be included in a social media policy for employees? What legal and ethical risks does participation in social media pose to companies and organizations and how could these risks be addressed in a policy or through other mechanisms?arrow_forwardTo what extent can you safeguard your social media profiles?arrow_forwardIn the employment area, employers take actions that impact on employees’ privacy in many different ways. Genetic and other medical testing is increasing in employment (sometimes required, sometimes simply offered as an employee benefit). Employers routinely videotape employees and monitor their email and Internet use. Employers also take actions that arguably infringe on employees’ private time and impact on their off-the-job activities and personal associations - this could include drug testing and internet searches of employees' Facebook and blog entries. This raises many issues you may discuss here. Are you concerned about an increasing loss of privacy in our society? How do employers justify this invasion of employee privacy? Do you agree with those reasons? Do employers have a greater right to invade privacy on the job rather than off the job? Any other thoughts? You are free to address this topic either in general or specifically with regard to any of the specific examples…arrow_forward
- Whistle-blowing is a situation when an employee informing the public about the illegal or immoral behavior of an employer or an organization. Discuss FIVE (5) situations when whistle-blowing is morally justified.arrow_forwardMost companies have policies that regulate employees’ personal use of work computers during work hours. Some even monitor employee e-mails and track the Web sites that have been visited. Do you consider this type of surveillance an invasion of privacy? What are the advantages of restricting employee use of the Internet and e-mail at work?arrow_forwardIn 2006, Hewlett-Packard Development Company LP became embroiled in a controversy over methods used toinvestigate media leaks from its board. HP Chairperson Patricia Dunn could have simply asked the directors who was the source cited in the story, sought an apology and gone from there. With some direct face-to-face communication, the story would likely have ended quickly. It did not. “Not only did investigators impersonate board members, employees and journalists to obtain their phone records, but according to multiple reports, they also surveilled an HP director and a reporter for CNet Networks Inc. They sent monitoring spyware in an e-mail to that reporter by concocting a phoney tip. They even snooped on the phone records of former CEO and Chairperson Carly Fiorina, who had launched the quest to identify media sources in the first place.” The situation continued to escalate. For example, the New York Times reported that HP consultants even considered planting clerical or custodial…arrow_forward
- In 2006, Hewlett-Packard Development Company LP became embroiled in a controversy over methods used toinvestigate media leaks from its board. HP Chairperson Patricia Dunn could have simply asked the directors who was the source cited in the story, sought an apology and gone from there. With some direct face-to-face communication, the story would likely have ended quickly. It did not. “Not only did investigators impersonate board members, employees and journalists to obtain their phone records, but according to multiple reports, they also surveilled an HP director and a reporter for CNet Networks Inc. They sent monitoring spyware in an e-mail to that reporter by concocting a phoney tip. They even snooped on the phone records of former CEO and Chairperson Carly Fiorina, who had launched the quest to identify media sources in the first place.” The situation continued to escalate. For example, the New York Times reported that HP consultants even considered planting clerical or custodial…arrow_forwardIn 2006, Hewlett-Packard Development Company LP became embroiled in a controversy over methods used toinvestigate media leaks from its board. HP Chairperson Patricia Dunn could have simply asked the directors who was the source cited in the story, sought an apology and gone from there. With some direct face-to-face communication, the story would likely have ended quickly. It did not. “Not only did investigators impersonate board members, employees and journalists to obtain their phone records, but according to multiple reports, they also surveilled an HP director and a reporter for CNet Networks Inc. They sent monitoring spyware in an e-mail to that reporter by concocting a phoney tip. They even snooped on the phone records of former CEO and Chairperson Carly Fiorina, who had launched the quest to identify media sources in the first place.” The situation continued to escalate. For example, the New York Times reported that HP consultants even considered planting clerical or custodial…arrow_forwardshould firms monitor employee social media use? should external sites be blocked at work? why or why not.arrow_forward
- Therefore, take steps to prevent and deal with sexual and other types of harassment in your workplace. As an employer, you may be held liable for your own acts of harassment that affect employees in the workplace, as well as the acts of your managers, employees, and even harassment by customers, suppliers, and others who regularly do business with you. Your manager would like you help in developing a training program. As such, he has requested you to evaluate the applicable laws and add a section to the employee handbook. Draft a section for the employee handbook Harassment Hostile workplacearrow_forwardExplain how a business can ensure that their employees are not involved in any illegal or other inappropriate activity with respect to computers, the internet, and voice mail.arrow_forwardGive an example of an E-commerce activity that is unethical but not illegal. Identify an employee activity that exposes a company to legal risk. List the major issues that a code of ethics should include. As the business owner, how would you ensure the integrity and enforce accountability in this concept?arrow_forward
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