Employee Tracking: The Newest Shortcut to a Productive Life

But in the case of phone calls or e-mails some would believe that (William Parent, “Privacy and Morality and the Law”) there should be put in place criteria for determining which invasion of privacy is justifiable. William Parent proposes that the employer should apply six questions to review whether their act of monitoring is allowable or not and that this would offer guidance. But most would agree that while it is legal for employers to monitor, it does not make it right. Realistically, most workers are at work sometimes more than forty hours per week. So if they take the time to make a personal phone call during that

Workplace privacy is one of the biggest issues facing businesses today. Do you feel like you are being watched all the time, all your e-mails being read, and every key stroke is being monitored by your boss? Some people feel this way and that is why privacy in the workplace is a problem with many businesses today. Employees feel like they are not being trusted, or feel the company invades on their personal privacy, or violates their fourth amendment rights. On the other hand many businesses have many federal and state laws to follow, and must keep their assets safe, and their employees. Technology makes communications of all sorts as easy as a few pushes of a button. This technology makes it

Electronic monitoring has seen a tremendous growth in the workplace, in the past 10 years. The National Work Rights Institute

Privacy Rights Clearinghouse went over computer and workstation monitoring, email monitoring, telephone monitoring, mobile device monitoring, audio and video monitoring, GPS tracking, postal mail and social media monitoring. Employers are able to see what is on your screen, how much time you spend away from your computer and how many keystrokes per hour each employer does. Employers are able to discretely monitor employees with certain computer equipment. Employees may not know they are being monitored. Employers can review email content. Even though the message may have an option for marking an email as private, the company may still have access to the email. You should assume that your work emails are not private. Even though you may delete your emails, the company still has access to them also.

Purpose: To inform the audience about electronic surveillance and the right to privacy Thesis: Electronic surveillance and the right to privacy is an increasingly controversial issue in modern American society. In this speech I will describe the technology, how employers and the government use the technology, and how the courts have interpreted the right to privacy. Organizational Pattern: Topical I. Introduction A. Attention Getter- 'I always feel like somebody's watching me' have you ever felt this way in the workplace or elsewhere?

Many issues have surfaced, including what legal access an employer has to information on a personally owned device. In a recent study, 60% of employers indicated that they currently allow employees to use their personal phones, tablets, or laptops to access company information, or conduct business from the device. In addition, 14% of the respondents indicated that they don’t currently allow such use, but plan to implement a plan to do so within the next year. This new trend, referred to as “Bring Your Own Device” (BYOD) blurs the distinction of what is acceptable monitoring by an employer. Upon review of the website PrivacyRights.org, an employer can do the following on an employee owned device: “Locking, disabling and data wiping, access to the device, access to phone records or contacts, access to social media or other account username and passwords, monitor GPS and location information, view web browsing history, view pictures, video, or other media, view personal emails, view chat and messaging histories, and limit the use of cloud services.” (Clearinghouse, 2014) To protect both the employee and the employer, it is vital that an employer develop a BYOD policy, which clearly outlines the ramifications of what the employer does and does not have access to. In doing so, if a dispute were to arise

Being blind in the whole process too. Mr. Maass & Ms. Rajagopalan talks our trackers of devices we have. They tell the readers about what's going on with our devices. The author claims, “Every year, private companies spend millions of dollars developing new services that track, store… share words.. Movements and even thoughts of the customer's”

Almost fifteen percent of employers admitted to videotaping employee job performance and 35.3 percent to videotaping for security purposes (Barrett, 2008). Wachovia has bought various tools to monitor and document employee behavior and to spot and evaluate any criminal activity (Wolfe, 2008). Hannaford Bros. and Pathmark are using intelligent systems that interpret video images to identify employee theft and shoplifting (Garry, 2008). At many major casinos, trained security professionals are stationed in a video surveillance room closely observing the activity at the high-stakes gaming tables for hints of fraudulent behavior that would put the casino at risk. Mobile phones are also frequently used to gather location data. The geographical location of a mobile phone and the person carrying it can be determined through the GPS located whether it is being used or not. This is done through a technique known as mutilateration. Mutilateration calculates the differences in time for a signal to travel from the cell phone to each cell towers near the owner of the phone (Surveillance: Technology and Law, 2008). Businesses monitor data and traffic on the internet through computer surveillance. Another form of surveillance that is on the rise is monitoring social networks through social networking sites such as Facebook, MySpace, Twitter as well as from traffic analysis

When Ms.Gough is not embracing the student body with enthusiastic high- fives she’s the ; Human Resources Manager, Chief finanical advisor, Curriculum supervisor , as well as the overseer for Riverton High school’s Extra Curricular activities. Working around 55-65 hours a week her job responsibilities are are anything but mundane.

1. Purpose: To provide guidance on the use of the Interactive Personnel Records Management System 2. Facts: a. The Interactive Personnel Electronic Records Management System (IPERMS) is the system dedicated to storing and retrieving Soldiers' military personnel records. IPERMS is the repository of Army Military Human Resource Record (AMHRR) which includes, but is not limited to the official military personnel file, finance related documents, and other critical documents deemed necessary by the Army.

Technological advances and easy-to-use spy software are making it easier for employers at small and large firms to pry. Nearly three quarters of U.S. companies say they are electronically monitoring employees, according to this year's report by the American Management Association--double the 1997 figure. "All the painful, personal secrets of employees are now being spilled onto the boss's desk, and it's only going to get worse” (Maltby). President of the National Work Rights Institute (Hawkins and Mannix). "Companies have to be more vigilant and restrictive in terms of the free speech of employees because they can be held responsible for it," says Stephen Paskoff, a consultant in Atlanta who advises companies on privacy. "The only place where

Employer monitoring is often seen as an intrusion of privacy for many employees. Companies observe their people in various ways from online usage, social media and emails. Furthermore, organizations now have policies and procedures in place that outline how much accessibility they have to what their staff view and write on company time. The top reasons employers say they monitor is to keep the personnel safe, determine how work is being done and to deter disgruntled employees from giving away company secrets (Mello, 2012).

“Employee privacy has become a greater concern as more and more employees have turned to the Internet and other electronic media to communicate both on and off the job. ... Employers can generally search through anything that happens on company computers” (Employee

Employers engage in work-related monitoring in an effort to limit potential liability. Cameras were installed in the physical education teacher's office because of thefts occurring and the principal suspected a certain employee was responsible. The principle authorized the installation of two cameras. The cameras were not placed in areas including locker rooms, changing areas, and bathrooms that are generally considered to be private and not subject to monitoring by any company. In their suit, the teachers felt that they had a reasonable expectation of privacy protecting them from video surveillance in their athletic office and locker room area. The plaintiffs felt videotaping all of them was unreasonable. Another clarification is that the plaintiff is not the physical education teacher whom the installation of the cameras aimed to monitor, specifically whether he is stealing money from the students or not. Another

Workplace surveillance has become a controversial issue in the workplace environment. The technological surveillance has developed as a necessity, it doesn’t only help in monitoring what the workers’ do, but it also helps to know how they do it. The modern technological development may have helped the employers’ to have an aerial view of the workplace environment, but it has created a controversy between the employees’ and the employer about the employees’ right to privacy being violated. The employees’ believe the act of workplace surveillance to be hateful that violates their right to privacy and liberties. The surveillance at the workplace often effects workers mental health, productivity, future success in their work and their relationship with the employer, despite being a necessity for the employers’ to protect themselves against the liability, many employers’ in the process of achieving efficiency through surveillance mistakenly ruin their relationship with their employees. The workplace surveillance is helpful in improving the performance of workers or it is contributing towards degrading the performance of workers and their work relationships.