Because of their popularity, sites such as Facebook are also havens for malware scams that can lead to corporate networks being infected with traditional problems like viruses and Trojans, Rothke says.
Using social networking sites to screen potential employees can also be a sticky problem. Even if information isn't gleaned there that rules out a candidate, there may be information that could result in accusations of discrimination. For example, if a social site reveals a person has a disability, the individual could argue in a lawsuit that the disability was the reason for not being hired, he says.
Human resources should also be asked to evaluate the legality and fairness of discipline meted out because of social networking activity that violates corporate policies.
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