It is borne out of the need to protect the employers from liability which the law imposes upon it because of acts of its employees. In their essays on managing a multicultural workforce, Lennie Copeland and Chad Lewis are quite similar in their approaches to this issue.
Electronic and voice mail systems retain messages in memory even after they have been deleted. If the call is personal, he or she must immediately stop monitoring the call. Inside the workplace, the government is no longer involved. The law requires the companies to immediately conduct thorough investigations of sexual harassment complaints to avoid liability.
However, employees still have legal means to assert their rights. In general, employees should not assume that these activities are not being monitored and are private. They consider the act of employee monitoring as a hateful act that they even consider it as a violation of their most cherished rights and liberties.
However, employee monitoring is not simply a curtailment of the rights and liberties of the people. No additional sources cited. After each prenominalclose to of us expire a large bulge of the day at the employment and do not give care when our shout out calls are listenedour electronic offices are larnand ourselves watched by employersor supervisorsThe purpose of this is analyzing the problem of body of work privacy from triplet viewpoints: Through the use of a variety of technologies employers are able to know whether the employees are devoting their work hours for the employees or whether they employees are doing something else.
There are usually exceptions for investigations of wrongdoing. This could be done in many different ways such as by making photocopies of documents, attaching these files to email messages and sending them, or inserting a USB disk inside the computer for the purpose of copying the sensitive information.
Bibliography lists 10 sources. Messages sent within the company as well as those that are sent from a terminal to another company or from another company to you can be subject to monitoring by the employer. In fact, they even argue that the act of employee monitoring violates their right to privacy.
In effect, they cannot, in the absence of any court order, monitor the phone conversations, open email messages, or even track web usages of the public.
Everything has changed with the learning of phoneand latere-mail. Employers believe that employee who knows that he is being watched and monitored by his employee is more likely to complete his work.
It is argued that a widespread manipulation of monitoring techniques that irrupt into employees private flavour indicates the low level of social responsibility among employerswhich in item damages their own agate line. For example, if an employer explicitly states that employees will be notified when telephone monitoring takes place, the employer generally must honor that policy.
Thusin that location was wee need in monitoring the exercise of business sector communication by soulnel. Since the employer owns the computer network and the terminals, he or she is free to use them to monitor employees. The need to monitor employees revolves around five areas of potential liability: The workplace however, is a different issue.
This happens even if the company pays the employee to perform his work for entire 8 hours. So far or so of such cases were resolved in favor of employersas inflame be seen from examples illustrated later in the. If the company uses an e-mail system, the employer owns it and is allowed to review its contents.
Because the employers are considered liable for failure to enact policies that will prevent the employees from engaging in unethical and illegal act it is only rightful and just for the employers to be allowed to monitor the activities of their employees to restrict them from violating existing company policy.
The existing technology includes the use of software that will allow the employers to know the websites being accessed by the employee. Rather, its purpose is to ensure that the interest of the employer is protected against any and all acts of the employee during work hours.
From the employees side the monitoring of their phone calls and e-mail messages on the workplace is often perceived as the intrusion into privacy.Apr 26, · Original argumentative essay, application essay, admissions essay, persuasive essay.
Friday, April 26, Employee Privacy Rights In The Workplace. - Employers and Employees rights INTRODUCTION: In this piece of course work I am going to describe, using examples from Shropshire county council, the rights of the employer and its employees.
I am also going to explain using examples of how the they resolve the disagreements with its employees over rights of employment or working conditions. It is unlikely that employees will know the extent that employers can go without violating employee privacy and rights. According to Bennett and Locke (), "Most employees presume that not all of their personal autonomy is shed at the doors to the workplace/5(1).
With the expanding of new technology, many employees are concern about his or, her privacy in the workplace. Employees have the right to go to work knowing that his or, her employer will not invade their privacy.
The rights to privacy in the workplace only provide limited protection for workers against monitoring and breach of confidentiality.
This essay will examine: the definition of privacy, employers rights to access activities done in the workplace, to whom the resources such as time and equipment belong, and employee monitoring as an invasion of privacy or a performance evaluation tool.
This is free Essay on Employee Monitoring in the Workplace. We are the leading provider of essay writing services in the United States and the United Kingdom. If you need help we can write well-written Essay on Employee Monitoring in the Workplace at very affordable costs starting at $/page.Download