I'm writing an essay on Ethics for my CNA class and I need to know what an owner would do in a nursing field that found their employee on Facebook.

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I'm writing an essay on Ethics for my CNA class and I need to know what an owner would do in a nursing field that found their employee on Facebook.

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An owner in the nursing field? Owner of what?

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Originally Posted by Alty

An owner in the nursing field? Owner of what?

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A rehabilitative surgical center. Its make believe but it needs to be realistic and I need a source.

Everyone (over 13) has a right to a Facebook account as long as they do not abuse it. An employer has no right to do anything about it. They only way an employer would have a concern is if false and derogatory comments are being posted about the firm.

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Originally Posted by ScottGem

Everyone (over 13) has a right to a Facebook account as long as they do not abuse it. An employer has no right to do anything about it. They only way an employer would have a concern is if false and derogatory comments are being posted about the firm.

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What if it was being done at work though? And in the ethics policy not to be?

Employers actively look for employees on Facebook, and are known to fire any that say derogatory things about their employers or place of employment.
There's nothing unethical with that. It isn't tapping a private conversation or listening to hearsay (second hand). Facebook is fair game, being totally public. There is no expectation of privacy. And the employer has a right to expect that their reputation not be dragged through the mud.
As for personal things like relationships with friends, lovers, and families, that is still fair game but not the employer's provenance. They can read and look but should keep it out of any actions they take. They can't be blamed for forming opinions, however, because that is human nature, and it could have a (secret) effect on raises and promotions.

OH, of Facebook at work, different matter. No one at work should be doing personal things except on breaks. This has nothing to do with ethics. It's policy, plain and simple - you want to be paid, you work when you are supposed to work. It's a given, even if the employer doesn't have a specific policy. You can be fired, justifiably.

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Originally Posted by joypulv

Employers actively look for employees on Facebook, and are known to fire any that say derogatory things about their employers or place of employment.
There's nothing unethical with that. It isn't tapping a private conversation or listening to hearsay (second hand). Facebook is fair game, being totally public. There is no expectation of privacy. And the employer has a right to expect that their reputation not be dragged through the mud.
As for personal things like relationships with friends, lovers, and families, that is still fair game but not the employer's provenance. They can read and look but should keep it out of any actions they take. They can't be blamed for forming opinions, however, because that is human nature, and it could have a (secret) effect on raises and promotions.

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OK so what if it says in the code of ethics that there was to be no texting or social networks while clocked on?

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Originally Posted by sedera

ok so what if it says in the code of ethics that there was to be no texting or social networks while clocked on?

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It's as clear as clear can be. Do you have an opposing view? Why would this even be a topic?

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Originally Posted by joypulv

Employers actively look for employees on Facebook, and are known to fire any that say derogatory things about their employers or place of employment.
There's nothing unethical with that. It isn't tapping a private conversation or listening to hearsay (second hand). Facebook is fair game, being totally public. There is no expectation of privacy. And the employer has a right to expect that their reputation not be dragged through the mud.
As for personal things like relationships with friends, lovers, and families, that is still fair game but not the employer's provenance. They can read and look but should keep it out of any actions they take. They can't be blamed for forming opinions, however, because that is human nature, and it could have a (secret) effect on raises and promotions.

OH, of Facebook at work, different matter. No one at work should be doing personal things except on breaks. This has nothing to do with ethics. It's policy, plain and simple - you want to be paid, you work when you are supposed to work. It's a given, even if the employer doesn't have a specific policy. You can be fired, justifiably.

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Thanks

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Originally Posted by sedera

ok so what if it says in the code of ethics that there was to be no texting or social networks while clocked on?

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Sorry you didn't make that clear. By "on Facebook" I assumed you meant having a Facebook account. But yes, if the company has a policy of not using social media for not work purposes during working time, then yes, it could be cause for termination.

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Originally Posted by joypulv

It's as clear as clear can be. Do you have an opposing view? Why would this even be a topic?

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Well I was given an ethics essay in my combined English and CNA class and it had to be what our future would be then we were given dilemmas and it was to make a choice on to fire a person that takes sick days all the time or a person that is on Facebook leaving it open to looking at photos of the "sick" person playing hockey game. Then I have to decide on what my company would do. Thanks for all the help.

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Originally Posted by ScottGem

Sorry you didn't make that clear. By "on Facebook" I assumed you meant having a Facebook account. But yes, if the company has a policy of not using social media for not work purposes during working time, then yes, it could be cause for termination.

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Oh sorry about that. Thanks for the help.

This dilemma is totally different from both your questions.
There is no correct answer (as I see it), which is usually the nature of dilemmas. It is your job to write about all the factors that will be part of your decision. I can't really tell if two employees are calling in sick or just one.
Both situations have the possibility of making assumptions that aren't true. The person calling in sick a lot might really be sick, might have some illness that is hard to diagnose, might have an allergy to a work product (latex, etc), and so on. The picture on FB might not be recent! Should the employer even be checking that employee's FB page? Yes, because it's public, just like walking in her favorite restaurant and seeing her eating when she was supposed to be housebound. It's on the border between snooping and checking, but it falls under checking, because an employer has a right to get to the bottom of why someone is out sick a lot.
Regarding the hockey photos and so on, the person can be home under the covers yet on FB, and be still very sick. The employer has no idea what the employee is actually doing, regardless of what is being said at the time, or what pics are posted.
IF the employer has iron clad proof that the pics were taken on a day that the employee had called in sick, the employer has a right to use that information - because once again, it's displayed publicly, just as if it had been on the sports news on TV that night.

That's just for starters. Fill in the rest, and make a decision.