Managers in today's companies face many different issues that are drastically different from the workplace even just 20 years ago. The 21st century is filled with many dilemmas that managers will face and will continue to deliver as time goes on. With the rapid availability of personal electronics and social media, managers have many ethical issues related to these two fields. This is a very unique problem in the 21st century and because they are still new, managers are still coming up with creative ways to combat the problems they face related to personal electronics and social media in terms of information leakage. The concept of ethics has been around for a long time. a long time and is roughly defined as a system of moral principles. These moral principles When ethical problems arise, managers find a way to address them in the best interests of all parties involved or go further by turning to the courts. The right of employees to receive fair pay for their work is considered a universal ethical right in today's world. It is covered by the Fair Labor Standards Act of 1938. In this act, businesses are required to operate ethically by paying their employees fair wages for work performed. It also sets the standard of a 40-hour work week and also how overtime is paid. This concept of ethics was new at the time but is now considered the norm. It was a battle fought in the courtroom too, as the Supreme Court even struck down a law that imposed a minimum wage. Many business leaders were already paying their employees wages considered fair at the “Risk managers are grappling with a number of challenging balancing acts related to the explosion of social media in the workplace. One is between workers' freedom of expression and the protection of company assets, including trade secrets and proprietary information.” (Greenwald, 2013, p.135). The risks involved are very serious depending on the sector in which the employer operates. One of the main issues is the “potential release of proprietary company information and trade secrets on social media” (Greenwald, 2013, p.13). Managers who are trying to figure out the balance between what constitutes an employee's right to free speech and what an employee can share that could be considered defamation by the employer. These messages from employees may not even be intentional. An example would be a high-level employee whose company is merging with another. Simply posting something that hints at the location of a potential merger partner can signal to people who the partner might be and how close the merger will be due to face-to-face