It may be a text, maybe a tweet, the boundaries of social media are beginning to blur.
"We think 'Oh it's off the job', but it's really not," said Frank Bean President ofBean Hamilton Corporate Benefits.
Finding the balance between what's best for employers and employees is a relatively new and unexplored issue.
"It's got to be addressed because we all have it," said Bean.
"It's here it's with us and it is evolving so fast that if you're not keeping up with what's going on in the social media area you're going to be lost," said Carolyn Witherspoon an employment attorney who addressed employers concerns during a seminar Tuesday.
A topic of great importance to presidents of various Arkansas companies, people like Ron Harmon.
"You just need to get the right input and advice."
Some now infamous examples highlighted during Witherspoon's address?
The Burger King employee who uploaded video of himself bathing on the job to youtube.
Politicians like Anthony Weiner who resigned after texting inappropriately and...
"My favorite's the pixie post where the guy calls in and wants to take off for a family emergency," said Witherspoon,
And instead is promptly fired when he posts a picture to facebook at a halloween party.
Ultimately besides the universally unacceptable posts of confidential information like social security numbers, bank and health information, what's grounds for termination is largely up to the company.
Why Witherspoon said it's important to get those clearly defined.
"Get educated, develop policies that apply to everyone and get good sound legal advice before you develop your policies," said Witherspoon.
Since technology is going into new and uncharted areas businesses must protect themselves.
"It's sort of like getting a flu shot," said Witherspoon.
There are watchdogs for these types of cases.
Government agencies like the National Labor Relations Board as well as the Equal Employment Opportunity Commission, both handle cases of unfair termination based of social media posts.