IntroductionIn an era where instant access to information has influenced the model of privacy in the workplace, which once prevailed over what were inalienable assumptions about privacy are no longer a certainty in the workplace. Some companies require their employees to sign a confidentiality agreement to protect their patents, formulas and processes. There are cases where companies dictate a "non-compete" clause in their hiring practices, to prevent an employee from working for competitors for typically two years without legal implications. While these examples represent measures, employers strive to protect their company's privacy; companies don't go that far to protect their employees' privacy. Companies have determined that what an employee does at work or outside of work on social media can greatly affect the company's image. For example, the National Football League (NFL) has a code of conduct that holds employees of a team and organization accountable for their comments on social media. An employee, in his free time, is no longer a private entity, acting on his own without consequences from his employer. This new approach to managing a company's image or message dictates how a company monitors and responds to behavior, speech or actions that it deems inappropriate. Social MediaSocial media is a new phenomenon for most businesses; it has also had a huge impact on the workplace. Influxes of technology combined with the availability of mobile devices have changed private moments and shared thoughts in the workplace. “Employee privacy in the workplace is being invaded by increased use of social media, according to a survey released today by security software company AVG technologies” Newcombe, T...... middle of the This article ......addresses this growing trend. References Gregory, D. (2005, 06). Confidentiality in the workplace. Issues, 71, 31-32. Retrieved from http://search.proquest.com.library.capella.edu/docview/220283693?accountid=27965 Lissy, W. E. (1993). Confidentiality in the workplace. SuperVision, 54(10), 20. Retrieved from http://search.proquest.com.library.capella.edu/docview/195582972?accountid=27965 Martucci, WC and Shankland, RJ (2012). New laws prohibit employers from requiring employees to provide access to social networking sites. Employment Relations Today (Wiley), 39(2), 79-85. doi:10.1002/ert.21368Newcombe, T. (February 1, 2013). Social media has eroded privacy in the workplace. Retrieved from http://www.hrmagazine.co.uk/hro/news/1076130/social-media-eroded-workplace-privacyWalsh, D. (2012). Labor law for human resources practice. (4 ed.). Mâcon: legal studies of the South-West in business.