Arguments against my position: Employers have the right to bar the use of social media while employees are on duty, but should not have the right to restrict the social media usage of employees who are off duty
Employers ability to restrict social media has become a hot topic in recent years. 2 key arguments in favor of  an employers right to police employees social media are:

• Argument #1: Employers retain legal rights to restrict the free speech of employees, on or off duty, especially when it covers controversial topics
  
• Research found that employers "do not typically violate the law" when restricting free speech, so long as they are private employers (as the rules for public employers are different) (Jessee, 2017)
• Research found that, for the most part, the more political the speech, the greater leeway an employer gets in restricting it
  
• Argument #2: Restrictive policies and severe sanctions do not have the effect that many researchers thought, and the evidence shows they do not negatively impact employee compliance with such policies
  
• Extensive research on multiple methods and hypotheses related to this argument was conducted and found no support for the idea that more restrictive policies would push employees to disobey such policies (Flaugh, 2018)
• Research also showed that the idea that Strict enforcement and severe sanctions for violations of these policies would somehow drive workers to not comply was not supported by the testing (Flaugh, 2018)
  

Sources

• Flaugh, Jason E. The Psychological Reactance Dilemma: Effects of Restricting Workers' Personal Social Media use, Alliant International University, Ann Arbor, 2016. ProQuest, https://search-proquest-com.libproxy.adelphi.edu:2443/docview/1762591306?accountid=8204.
  
• Jessee, Patrick F., C.A.E. "LEGAL LIMITS." Associations Now, vol. 13, no. 3, 2017, pp. 34. ProQuest, https://search-proquest-Scholarly-Unbiased com.libproxy.adelphi.edu:2443/docview/1940830458?accountid=8204.