One particular issue that seems to be gaining a lot of attention lately is “Privacy in the Workplace.” “This is primarily due to the competitiveness of business and the advancements of workplace automation” (Workplace Privacy, 1998). Many employers now utilize LAN based computer systems, electronic mail, automated phone systems, card access and video systems. Employers now have the capability to monitor, with ease, many of the employee’s routines. Employees don’t want their privacy infringed upon. However, unless otherwise specifically stated, employers may have the right to monitor such actions.

There are few legislative laws and regulations protecting an employee’s pri

With the emergence of technology in the workplace, employers must assure that unauthorized access to computer files containing confidential information is guarded. Protection of electronic files is the responsibility of the employer. Employers can be held liable for damages resulting in the release of unapproved personal documents.

• employees should wait until they get out of the office to discuss personal matters

People should not have top give up their rights to fair treatment, guaranteed them by the Bill of Rights, when they walk through the office door. Employees are not pieces of equipment, treating them with dignity and fairness is not inconsistent with good, competitive, management.

Understanding the employers position on what privacy means to the company and abiding by the policies of the employer are obviously the best suggestions to follow. Standard ethics and disciple at the workplace are also good thoughts. However, employers and employees must clearly understand the laws in order to prevent any legal situations. The following outline covers some alternatives that employers and employers should consider in order to prevent any unforeseen problems:

5. Telephone/voice mail monitoring – Unless company policy specifically states otherwise, employers may monitor phone calls with other employees, clients or customers. Employers have argued that monitoring the quality of phone calls is instrumental to quality control. Recorded or monitored phone calls within the state of California must announce to callers that their conversation may be recorded or monitored. Federal law regulates phone calls within states, which allows unannounced monitoring of phone calls. In either case, whenever an employer realizes that the call is of personal nature the monitoring must immediately cease.

1. Psychological tests – Employers have the right to perform physiological test to applicants, however, must be justified by a compelling interest. These tests will generally identify an individual personal characteristic such as laziness, propensity to steal, and even sympathy to unions.

Some topics in this essay:
Polygraphs Lie, Constitution Employers, Privacy Standards, Alternatives Understanding, Workplace Privacy, Bill Rights, Policy Statement, Training Increasing, Introduction Employers, Federal Law, � employers, • employers, privacy rights, trade secrets, phone calls, federal law, drug/alcohol testing, employers monitor, investigation �, laws protect, investigation � employers, � employers own, � employers prohibited, background investigation �, tests � employers,