EMPLOYEE PRIVACY RIGHTS IN THE WORKPLACE

EMPLOYEE PRIVACY - Employees must have the right to phone security application confidentiality the right to no sexual harassment and the right to

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Employee Privacy Rights 1 Employee Privacy Rights in the Workplace Effective Persuasive Writing COM/120
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Employee Privacy Rights 2 Employee Privacy Rights in the Workplace Employees must have the right to phone security, application confidentiality, the right to no sexual harassment, and the right to not have any personal questions asked that do not pertain to work. Employee privacy laws are limited, which makes it easy for employers to invade the privacy of its employees. Some things are personal and should remain that way. In today’s working environment, employers need to reevaluate their techniques, approach this ongoing situation, and find alternative solutions to this problem. There are limits to everything in life, and there needs to be limits set on employee privacy laws. Employee privacy laws are limited; they are not set up to protect employees. Someone needs to do something to protect employee privacy. Many Americans accuse their employers of violating their privacy. Employers are becoming more vicious on how they screen new candidates as well as their current employees. Normally employers will conduct background checks, random drug testing, and maybe even a credit check. The question that needs addressing here is “How much are we willing to give up satisfying our employers”? Employees need to become more aware of this situation. Employers have the upper hand in this situation. Everyday they find a new way to invade their employees’ privacy. In today’s world of ever-changing technology, the court and legislature systems addressed these issues, and they are actively involved in resolving privacy right issues (Townsend & Bennett, 2003). The passage of the Electronic Communication Privacy Act signals a significant intervention by the federal government into a rapidly evolving technological arena that had few specific guidelines as to what constituted reasonable privacy. While the
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Employee Privacy Rights 3 government’s response in this Act has certainly been far-reaching, the government deliberately deferred to the fight of a business organization to set its own privacy standards with regard to a significant body of information relevant to the operation of a business. As noted earlier, the Act specifically excludes company-operated systems from its coverage, and the courts have generally held that employers have broad discretion to monitor employee communications that take place over employer-operated systems. Congress is considering numerous bills regarding employee privacy rights. “The proposed Notice of Electronic Monitoring Act”, will not stop an employer from monitoring an employee, but will make them monitor the employee using very certain conditions (Townsend & Bennett, 2003). This bill is indeed a step in the right direction to provide better protection for the employees of a company. The bill will put a limit on the extremes that an employer can use to monitor their employees. There should be a stronger bill passed to provide even more protection
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This note was uploaded on 04/19/2010 for the course N/A COM/120 taught by Professor N/a during the Spring '08 term at University of Phoenix.

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EMPLOYEE PRIVACY - Employees must have the right to phone security application confidentiality the right to no sexual harassment and the right to

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