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It is also reasonable from an employer’s perspective to keep track of their employees if there is lack in quality of work. This research paper focuses on the current issues related to off-duty conduct and its effects on the privacy of employees.
Employers have the technological means to find out, what workers do in their own time. However, the right to monitor employees’ personal conduct is limited based on the employees’ rights under law and specific rules. Under the National Labor Relations Act (NLRA), an employer is not supposed to conduct any kind of surveillance on employees during any gatherings off-duty1. If employees discuss about their workspace and their job related issues in union activities, it should not be made public by employers. Instead employers should keep away from social activities of employees if it is out of their interest. According to law, if an employer sends a supervisor to overhear on group discussions or private meetings then he is violating the rules set up by the NLRA. Similarly, the guidelines set by NLRA also states that Drug Testing should only be performed if any suspicious activity is recorded during working hours. NLRA states that drug testing has the potential to reveal an employee’s use of drug outside the office so it has been subjected to private litigation. The employers may face challenges on this stand because there are many employees who do-not perform their work properly. There may be several reasons behind it, including consumption of drugs before working hours. The employees may not react or let employers know that they are biased by drugs and employers many have to accept the low quality performance of employees. The Drug Testing in most of the organizations is conducted before joining of an employee or during any suspicious cases. For Example, if an applicant failed to pass the drug test in
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One of the issues that have gained increased attention in recent decades is that of employee monitoring by employers, especially in the face of empirical evidence that has revealed a number of negative effects on employees such as stress, decrease in productivity, etc (Ariss, 2002, 556-557).
Sickness benefit is a statutory right of an employee; thus, the company is aware that they cannot totally eliminate this benefit but they can try to reduce it (Lawpack Publishing Limited, 2010). Time off. In the Harding Space case, the firm was also looking at “payments for time not worked” as a possible option at cutting labor costs.
This monitoring and keeping records of everyone’s behaviour does violate an individual’s right to privacy. Especially in an arena like internet where a person would assume it is alright to perform activities without anyone knowing, it does become a sensitive matter.
This issue of privacy has been stimulated by the greater application of different ‘electronic monitoring systems’, defined as “the computerized collection, storage, analysis, and reporting of information about employees’ productive activities” (Peters, 1999, 201).
The applicable technologies have challenges related to the effective protection of individual private information and data. The digital world makes people to provide private data and information to various organizations into which they make subscriptions (Bernstein, 2007).
As part of nearly every employee confidentiality disclosure form that is required to be signed prior to employment commencing, the employee gives away the rights to personal privacy while using any and all electronic forms of communication that are provided by the employer (whether on or off work hours).
Access to the internet has become an integral and fundamental part of employees’ work stations and has also contributed to increased productivity of employees; enabling organizations meet their targets and objectives (Steiner & Steiner, 2012, 86). With access to the internet in most work places, the use of electronic mail (e-mail) as one of the main channels of communication has not only become a major characteristic of business communications, but also one of the main ways through which employees communicate amongst themselves and with their friends.
ganization of labor union through which employees can consult with employers for the purpose of improving their employment terms such as remuneration and hours of work, safety in the place of work, employee compensation as well as fairness in recruitment or in the place of work.
A responsible employer monitors internet use by the workforce. In the main, this ensures that employees do not access job unrelated/inappropriate websites or play computer games (Philips 335). Employers are always terrified of
1 Pages(250 words)Research Paper
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