Introduction In an era where instant access to information has influenced the model of workplace privacy that once prevailed over what were inalienable assumptions , privacy is no longer a certainty in the workplace. Some companies require employees to sign a confidentiality agreement to protect their patents, formulas and processes. There are cases where companies impose a “non-compete” clause in their hiring practices, to prevent an employee from working for the competition for usually two years without legal implications. While these examples represent limitations, employers protect their company's privacy; companies don't go this far to protect the privacy of their employees. Companies have determined that what an employee does while 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 team and organization employees accountable for employee comments on social media. An employee, in his or her free time, is no longer a private entity, acting on its own initiative without consequences from the employer. This new approach to managing a company's image or message determines how a company monitors and responds to acts, whether behaviors, speech or actions that it deems inappropriate. Social Media Social media is a new phenomenon for most businesses; It also had significant repercussions on the workplace. The flows of technology combined with the availability of mobile devices have changed the private moments and thoughts shared in the workplace. “Employee privacy in the workplace is being invaded by the growing use of social media, according to a survey released today by security software company AVG technologies” Newcombe, T...... half of the paper...... addresses this growing trend .ReferencesGregory, D. (2005, 06). Privacy in the workplace. Problems, 71, 31-32. Retrieved from http://search.proquest.com.library.capella.edu/docview/220283693?accountid=27965Lissy, W. E. (1993). Privacy in the workplace. SuperVision, 54(10), 20. Retrieved from http://search.proquest.com.library.capella.edu/docview/195582972?accountid=27965Martucci, W.C., & Shankland, R.J. (2012). New laws prohibiting employers from requiring employees to provide access to social networking sites. Labor Relations Today (Wiley), 39(2), 79-85. doi:10.1002/ert.21368Newcombe, T. (2013, February 1). Social media has eroded privacy in the workplace. Retrieved from http://www.hrmagazine.co.uk/hro/news/1076130/social-media-eroded-workplace-privacy Walsh, D. (2012). Employment law for human resources practice. (4 ed.). Macon: Southwestern Legal Studies in Business.