Discussion 4 | Business and legal invironment | California State University, Fullerton
10 points = The student’s original post must:
1) be at least seven complete sentences in THREE paragraphs like the example.
2) answer the question(s) posed
3) make SPECIFIC reference(s) to material in the textbook that supports your position. (HINT: You may need to use the textbook Table of Contents, index, and search to find relevant references to support your position.)
4) give your personal experience with the topic
If you have no personal experience with the topic, read an article and use that information to directly relate to the topic of the current event.
5 points = The student must post one well thought out reply to another classmate’s posting using at least three complete sentences. State that you agree or disagree and the reason why.
Your post and reply should look like the following examples:
To earn 10 points full credit for your post — An example of a student’s response to a Current Event about whether Google’s global operations should be limited by a court order from the European Union should look like this:
I think that Google’s operations in Europe should be bound by EU court decisions, but that should not be binding around the world. In order to compete, companies need to be able to adapt to each market.
The textbook chapter 9 talks about privacy on the internet and the difficulty of protecting privacy online. Chapter 11 covers international jurisdiction and the need for international agreement before one country can enforce its laws on another. In this case, the EU courts want to enforce their privacy laws on American countries doing business worldwide without an agreement.
I personally experienced the violation of my privacy online a couple of times and there was really nothing I could do to stop it. People have posted lies about me and taken things out of context that they shouldn’t have done.
Your Current Event Discussion #4 Topic
Past Social-Media Posts Upend Hiring
More companies are scouring job candidates’ online personas for racist and other red-flag comments. That has not kept social-media trails from morphing into hiring minefields. With job recruits’ social-media histories readily available, more employers are trying to head off or prepare for such controversies, especially with high-profile hires. A survey of more than 2,300 hiring managers and human-resources executives by jobs website CareerBuilder, 70% said they screened candidates’ social-media histories – up from 60% the previous year. One-third said they had found discriminatory comments that caused them not to hire someone. Yet social-media screening remains one the murkiest aspects of the hiring process, according to experts in employment law and human resources. Both too little and too much scouring present legal and reputation pitfalls, they say. And though many employers have firm policies on whether to test for drug use or conduct criminal-record checks, fewer have consistent guidelines on how they vet and assess prospective employees’ online histories.
Should employers be able to hire and fire based on social media posts?
Remember to specifically reference material from your textbook to support your position.
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