Just a couple of years ago, employers were coming up with their electronic mail policies. But technology has changed the landscape of company policy in just a few short years.

Social networking sites such as Facebook, Twitter and MySpace can be a tool for business, but they can also be riddled with problems for both the employee and employer. 

Technology can play a role in harassment, discrimination and other problems in the workplace.

From texting to tweeting, the technological revolution is affecting every segment of our life, including work.

“Technology has moved a lot faster than employer, employee policies have been able to keep up with," employment attorney Sue Simons said. 

The nation's largest non-profit nursing home care organization is trying. The Good Samaritan Society located in Sioux Falls employs 24,000 people around the country. Like most companies, it's concerned about how employees use social networking sites.

“We've had situations happen where someone has gone on to Facebook and make comments that are inappropriate, bashing their supervisor, bashing the whole company," Ann Larson, Good Samaritan Society Human Relations Director, said.

"People are so much freer to put something down in type, than face to face conversation," Simons said.

Simons says social networking sites bridge the gap between your personal and professional life and also blur the distinctions between them.

“When you go on Facebook, it's just like knocking on somebody's door and saying come in. What would you want to share with your boss when you came in?  What's appropriate for the boss to share with subordinates if they knocked on the door and invited them to their house?” Simons said.

And everything from e-mail to texting to posting on social networking sites can also make it easier for comments to be misinterpreted opening up a can of worms known as sexual harassment.

“Problem is with the use of technology.  In face-to-face, you might understand something is not welcome.  When you're only doing it via technology, what you read, you aren't going to know if it's unwelcome by person receiving it or intent of the sender,” Simons said.

And when you post something online, it goes on display for all to see, that's why Simons tells employers and supervisors to put one of these little "exhibit" stickers right on their computer.

“Whenever you type and hit send, you better be able to picture it with the exhibit sticker on it and you're going to have to be able to send what you said,” Simons said.

Another area that could open up employers to lawsuits is using social networking sites to check out future employees. You've probably heard not to post party pictures on Facebook because they can come back to haunt you with your future employer. But the Good Samaritan Society won't be looking.

“We have a policy we will not research applicants on Facebook or any other social media sites,” Larson said.

Good Samaritan says it could open up the organization to discrimination in hiring lawsuits.

“We have no way of knowing if the information is true. Outside of that, if I see your picture, I know what gender and race you are. I know a lot about you once I know, how can I not know it?” Larson said.

Simons says Good Samaritan is on the right track and advises all employers to get with the technological times.

“You have to have a social networking policy. You have to have a blogging policy. Put them in the handbook so employees are aware that out-of-work conduct through technology could affect their workplace,” Simons said.

Insuring that online social sites have a little less impact on the job site.

A lot of people argue that 'freedom of speech' applies to social networking sites. But your employer still has the right to fire you if you trash your boss or the company online.