Social networks are not spread only in individual’s personal sphere, but are also a part of one’s professional life. They can be used by natural and legal persons. They are mainly used for marketing purposes, but the use of social networks in employment process is increasing. The objective of the graduation thesis is to place social networks in all phases of employment relationship, while also researching positive and negative consequences the use of networks causes. In the phase of contract conclusion, employer uses social networks in looking for a proper personnel or checking potential candidate. In the period of employment relationship, social networks can represent an internal communication channel, but they can also bring up negative aspect of personal use during working hours and consequently leading to increased level of control by the employer. In severe cases, use of social networks can lead to termination of employment relationship. This mainly happens in cases of inappropriate posts by employees and consequently the damage that such posts cause to employer. In all phases of employment relationship, use of social networks also opens the question of violation of privacy of the potential or hired employee. Various legislations significantly differ among themselves. Therefore, I compare two opposite approaches regarding control in the workplace, namely in the EU and the USA. The main difference among them is the fact that worker in the EU is protected more than employer and vice versa in the USA where employer is protected more than worker.
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