By Joseph Hansen
From naco.org
The explosion of the Internet over the past generation has created an enormous resource for people all over the globe. It is a source of news, events, research, publication, marketing and a host of other benefits. It has been a key catalyst for the 24-hour news cycle because of its immediacy.
The Internet has also become a tool for individuals to create their own space and write opinion pieces. These sites, called "blogs," have created a firestorm of issues involving the employer/employee relationship.
A blog, short for “Weblog,” is a Web site created by an individual who uses it as a diary or journal, revealing all types of information about his or her personal or professional life, opinions, news and links. Depending on the type of blog, it can be updated daily, weekly or simply whenever the author feels like writing, which can be by the hour.
According to a survey conducted by the Pew Internet & American Life Project, an estimated eight million Americans have blogs and more than 25 percent of Internet users read them.
They are growing fast. The same survey revealed that the number of blog readers had grown by 58 percent in 2004, and there are about 40,000 new blogs appearing each day. It is expanding so rapidly because the Internet is so accessible and creating a blog site can be done for free or for a nominal fee.
These blogs are at the center of a public debate currently ongoing about the role employers have in monitoring the blogs of employees.
There have been more that 20 documented cases of bloggers losing their jobs because of the information they revealed on their blog Web site. Whether it was a Delta flight attendant posting revealing photos of herself on her site in her uniform, or an employee at Google being fired for posting information about his company, employers are striking back at employees who reveal too much company information.
The law offers no special protection to bloggers. The vast majority of states are “at-will” employment states, meaning the employee can quit or be fired for any reason at any time (except in cases of proven discrimination). Read More
Please note: The views expressed in this article are not necessarily those of Manatron or its employees. This article is meant for educational purposes only.