So 12 years from now our work lives will be our lives entire?

That’s an unsettling thought. But if we’re always connected, always on the grid, then what’s to stop it from coming to pass? What’s to stop “the expansion of the work to encompass all time and all space,” as Nick Carr described it in his comments to Pew researchers. A reassertion of the same boundaries we’re seeing erased, I imagine. Otherwise we may have this to look forward to…

Said Benjamin Ben-Baruch, senior market intelligence consultant and applied sociologist for Aquent: “In 2020…a myth will develop that outside of formally scheduled activities, work and play can be seamlessly integrated in most of these workers’ lives. Employers will attempt to convince us that this is a net positive for people because we will be able to blend personal/professional duties…. However the reality will be quite different. Because we can be surveilled whenever we are ‘connected’ and especially because we can be surveilled whenever we are connected using our employer-provided devices, we can and will be controlled. Our employers will gain even more control over work-time discipline and over our lives and will be able to force even more productive working hours from us. Our lives will in fact be increasingly controlled by those who provide us with the devices that will have become increasingly necessary for us in both our work and personal lives as well as those who own and control the networks and network sites that we use and visit. Some companies will try to distinguish themselves as companies that do not actually use their power to watch and control us–but most companies will do the ‘fiscally responsible’ thing of using available technology to assert control.”

Of course, by making that information easier to share with friends and colleagues, social networks are also making it easier to share with less “social” entities. Among those are hiring managers, who are increasingly surfing social-networking sites for background info on job candidates. According to new research from online job venture CareerBuilder, nearly a quarter of hiring managers review the social-network profiles of potential employees–22 percent. And of those, 34 percent found material contentious enough to drop a candidate from consideration–discriminatory remarks, trash talk about former employers, and, of course, provocative or inappropriate photographs.

Makes you think twice about posting those “innocuous” pictures from Burning Man to your Facebook profile, even if you did look great in silver body paint.

It’s worth noting as well, though, that 24 percent of hiring managers surveyed reported finding information that impressed them or influenced their hiring decision favorably.