To block or not to block has been in the minds of many employers as evident in the different policies taken up by employers. Now statistically, it is observed that around 36 percent in employers might actually block social media usage at the workplace. This number is higher than the stats in 2012, when around 29 percent of employers wanted to block social media in the workplace. Five percent block Facebook, around 15 percent blocks Twitter and 14 percent ban YouTube. Employers allowing free access are as less as 53 percent. It makes sense if social media is blocked in areas of high security such as maybe the Federal Reserve Bank. Nobody wants an employee to inadvertently post a selfie or a video of sensitive areas in the Federal Reserve Bank, albeit though there would be very strict policies on how and where smart phones could be used. High security clearances are required for some jobs and for these the use of social media might be restricted from the onset, which is the employee knows what they are getting into. However, the majority of jobs where a ban is entertained, the reasons are wrong. Employers are worried that employee productivity would go down. Some fear unwanted publicity (both negative and positive) is generated for the company which they cannot control and some fear work related claims might increase. Our arguments will point out the reasons why such fears are trivial and except for the high security zones, companies will actually benefit when they give their employees freedom with respect to using the social media on their smart phones.