The issue of privacy is a big concern in the workplace. With the expanding of new technology, many employees are concern about his or, her privacy in the workplace. Employees have the right to go to work knowing that his or, her employer will not invade their privacy. The rights to privacy in the workplace only provide limited protection for workers against monitoring and breach of confidentiality. The National Work Rights Institute states, under the federal law, "the limited protection the Electronic Communication Privacy Act of 1986 provides to employees' has been reduced because the statue has been outdated."
Legislation by state and federal arms of government has made discrimination in workplaces illegal. This piece of legislation goes further to stipulate the rights and responsibilities of both the subordinates and their employers in the workplace. This legislation aims to bring sanity in the workplace by ensuring that both groups are accountable.
The American employment laws are designed to foster human dignity and in the process provide employees with various tangible benefits. It is therefore expected for employees to be on the forefront in supporting and adhering to them. Likewise if an organization applies effectively these laws, it can benefit massively from dynamic, healthy, motivated, and productive employees. It therefore goes without saying that managers, just like employees, should promote these laws and thus ensures the organization conforms to them. Generally these laws govern the workplace actions of employers and employees. It ensures a fruitful and legally conducive environment and relationship exists between these two parties, and within employees
In the United States, almost every employee is to protected under federal employment and anti-discrimination laws. These laws make it unlawful to discriminate against a variety of groups that have historically been subjugated to unfair treatment. The major federal anti-discrimination law is Title VII of the Civil Rights Act of 1964. This law prevents discrimination on the basis of race/color, sex, religion, or national origin. It also prohibits retaliation against an employee for asserting their rights under the law and applies to all term and conditions of employment, including hiring, firing, promotion, compensation, and assignment decisions. Additionally, the equal pay act mandates that men and women must receive the same pay if they perform the same work. The Age Discrimination in Employment Act prohibits discrimination against those who are 40 years or older. For individuals with a disability, the Americans with Disabilities Act protects them from discrimination and also provides additional requirements, such as reasonable accommodations. In addition to these federal laws, state laws vary greatly in terms of accommodations in the workplace and the protection they provide to employees. These laws may vary greatly from state to state and many extend similar protections to groups that are not covered by federal laws. These rules place significant regulations on how employers can make decisions on hiring and other terms of employment but many factors affect this complex
The policies and procedures that are needed to comply with federal employment laws are to comply with an equal opportunity employment meaning do not discriminate against a person because of their race, color, religion, sex, or national origin. Another one would be wages and hours worked. This means employers need to follow the age and time limits, need to pay for all hours worked and if an employee works overtime, they need to be paid 1.5% of normal pay. The employer also needs to obey by the garnishment laws for employees. Safety and Health Standards is another the employer needs to provide a safe and healthy environment for their employees. This one is important one the Health Benefits, Retirement Standards, and Workers' Compensation. (Employment Law Guide: 2009) Some more would be Work Authorization for non-U.S. citizens, Working Conditions, and Other Workplace Standards. Some others are that health care practitioners are required to comply with HIPAA, medical practice acts, and boards of regulation, reporting deaths, births, and communicable diseases. (Flight, 2004) Health care professionals are also required to report abuse of any person.
The two main issues that will be discussed is the right to privacy, as well as search and seizure. These two areas can affect the employees, owner, and the business as a whole. The goal in a business is to make money and to protect their goods. That being said, certain aspects that an employee
The founding fathers of the United States of America fought hard to achieve an independent nation. An independent nation containing freedoms and rights for citizens that only the constitution can guarantee. One of the crucial rights guaranteed to U.S citizens today is the right to privacy, or the right to be left alone according to Brandeis and Warren. The right to privacy is not specifically mentioned in the constitution, it is however mentioned in the bill of rights. The bill of rights is the first ten amendments of the constitution, which protects many civil rights and liberties of all U.S citizens. The debate today is whether the constitution protects the privacy of citizens from being regulated and invaded by federalism.
"Privacy. There seems to be no legal issue today that cuts so wide a swath through conflicts confronting American society: from AIDS tests to wiretaps, polygraph test to computerized data bases, the common denominator has been whether the right to privacy outweighs other concerns of society…" This quote from Robert Ellis Smith explains, in one sentence, the absolute need to ensure privacy in the workplace. One of the most interesting, yet controversial, areas concerning public personnel is employee privacy. What limits are there to employers’ intrusions into, and control over, employees’ behaviors and personal properties?
Another key law that an employer must follow is The Civil Rights Act of 1964. This act protects the right of the employees, and under this act the employers cannot discriminate against any individual on the basis of religion, sex, color, race and national origin. If a company does not follow the law then a fine of $1,000 or more is charged or the imprisonment of no less than one year can be imposed (Title VII of the Civil Rights Act of 1964, n.d).
Employment or labor laws have been developed to facilitate smooth relationship between employers and employees. Employment laws provide rules and regulations that should govern both the employer and the employees in their places of work. Employment laws discuss issues related to child labor, wages and salaries, retirement, working conditions, compensations, incentives and employment benefits among others. The major objective is to ensure the employer does not exploit the employee and on the other hand, the employee honors the terms and conditions of the job as presented by the employer.
In 1964 the Civil Rights Act Title VII was passed. This law prohibited employers from discriminating in employment based on race, color, religion, sex, and national origin (AAUW, 2016). The Act enforces that it is the obligation of the employer utilize reasonable accommodation for the religious practices of employees after the informs what his or her particular religious needs. The employer has a right to refuse a specific need if an undue hardship can be proven (LLI, 1992).
According to “Civil Rights Act of 1964", under Title 7, there is the nation’s prime civil rights legislation, which is Civil Right Act of 1964, and the act prohibits employers from any kinds of discrimination toward applicants on the basis of race, sex, religion, color, and national origin. The act basically protects all the citizens from workplace discrimination and prove that the citizens should have same equal rights regardless their race, sex, or religion. Especially, the act is important because it is a fundamental policy that keep citizens safe in the
If there is no way of settlement between the ex-employee and company and the claim has been sent to the court, it is better to hire PR consultants to handle any negative publicity related to the company.