Constitutional Rights

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Constitutional Rights Constitutional Rights are afforded to every American Citizen by the first ten amendments to the Constitution or more commonly known as The Bill of Rights. The fourth amendment of The Bill of Rights applies to all and states, "the right of the people to be secure in their persons" (para.4). When a person accepts a position anywhere, whether at a small family owned grocery store or a major corporation, one does so with the understanding that some inalienable rights will be given up. This paper examines if an employer can crush those rights by using lie detector tests, monitor employee phone calls and emails; use surveillance cameras, and issue random drug-testing. Drug-Testing The American Civil…show more content…
Most school violence takes the form of minor attacks although, some incidents are more critical. Middle school students are more than twice as likely as high school students to be affected by school violence. The average victim of harassment or robbery at school is a male in the seventh grade who is attacked by a boy his own age (Constitutional Rights Foundation-W.M. Keck). E-Mail Privacy The legality of monitoring e-mail in the workplace is not a clear cut situation. The law on the subject of employers ' right to employee e-mails evolves as fast as the speed of technology these days. Federal law prohibits the unauthorized capture of electronic communications. If this law is violated, persons are subject to civil and criminal penalties. However, when electronic communications are downloaded to any company 's computer, the electronic communication is subject to control by the employer. The company 's policy should contain specific terms to inform the employee that information on the company computers are confidential and this acknowledges the company the right to access any information from his computer at any time. They are at liberty to review and monitor any computers content. However, employers should limit their own access to employee e-mail and computer content only for legitimate business purposes, such as when there 's a reasonable suspicion of work-related wrongdoing by the employee, rather than something non-specific or just
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