Slide 2 Summary

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once again brought to light the various concerns and complaints that this contentious area inevitably generates.  The idea of monitoring employees’ conversations has a certain Orwellian darkness that encourages accusations of privacy invasion and corporate spying.  Indeed, some companies have taken this too far – some reportedly even requesting their employee’s Facebook login details.  However, by and large the concept of employee monitoring – when done appropriately – seems to me to be relatively

Did you know that 58% of employers have fired workers for Internet and email misuse? And 48% justify employee video monitoring as an effort to “counter theft and violence?” According to the “2007 Electronic Monitoring & Surveillance Survey” of which 304 U.S. companies participated in, computer-monitoring results have led to the highest cause of employee termination. These companies used several tactics to eavesdrop on employees while claiming to be managing productivity or for security purposes. Some argue that surveillance is absolutely necessary to help protect and grow a business; others argue that employee and customer rights come first. However, companies that use such tactics often violate the privacy of individuals, exploit their private information and even punish those that do not conform to their standards.

When that technology is used to view, collect or disseminate inappropriate content, again employers have cause for concern. Use of workplace computers to access and distribute pornography, for example, frequently results in discipline and workplace harassment complaints. In some cases it can even result in serious criminal investigations.

All (insert department name) personnel use computers, computer candidates, computer programs, Internet resources and network communications usage shall be in a responsible, professional, ethical, and lawful manner. The conduct of employees during on and off-duty is a replication of the department. This policy is proposed to guide and regulate the conduct of employees when related to representation and employment through the abundance of social network settings. This policy is also designed to promote efficiency, discipline and good public relations by setting guidelines governing the actions of every employee of (insert agency name) both on and off duty.

* In today’s world of fast-developing technology, in which the click of mouse can dispense a plethora of information, privacy for job seekers and employees is a significant issue. One type of privacy issue in the workplace occurs when a company gathers or circulates private or personal information about employees or candidates for employment.

1. Use of on premise security cameras to spy on the activities of fellow employees

Employers do have the right to monitor what an employee is doing on the web to make sure the employee is being productive. The monitoring process can help employers and the whole company from theft or other harm begin released by employees. If employees believe that they

Employers are discovering that employee emails and telephone uses are starting to have an impact on its business. Therefore, employers are trying to protect the company's investment, by monitoring employees email without being invasive. Employers can use, computer software, which gives the employer the ability to record how much time the employees' spend on his or, her email account, without having to read the employees email

As much as a company should not invade the rights of its employees , it has the equal responsibility of ensuring that its privacy and that of its employees are not divulged or used in any personal intent by other employees . According to Nyman (2005 , more companies are being held accountable by employees whose privacy was compromised in the workplace because of what is seen as a lack in its measures to ensure their privacy . Therefore , if employers are being held accountable for such situations , Nyman believes that they should be given enough power to protect themselves from such liabilities

The impact of computer technology in the workplace has been enormous within the past decade, both positive and negative. Distant communication through the use of computers and mobile devices have overhauled the office setting completely. Email, social networking sites and the world of the Internet have opened a whole new avenue of communication. Technology has changed the entire workplace environment, the relationships, and how things get done.

The first questions to ask when it comes to e-mail and websites at work is, “Am I being watched?” The answer is most likely yes. Employers have begun to watch their employee’s activities with greater detail over the years. In 2001, CNN.com posted an article titled, Is your PC watching you? Find out!, which looked into this further. In this article “A study by the Privacy Foundation claims employers are monitoring the Internet and e-mail use of 14 million employees. (Articles.CNN, 2001)” While it can be assumed that number has grown over the last decade, it can also be said with certainty that measures have been put in place to ensure information transmitted via business internet connections have increased. The U.S. government, for example, has set up content filters and points of encryption to safeguard against system penetrations and intrusions. Although these measures are not practical for home use, limiting the information you supply to through the internet will help. One topic of contention that does not seem to have a resolution, however, is the subject of electronic medical records.

Employers have to protect their business from malicious acts, whether it is sending data sensitive material to virus protection. Sometimes, employees receive emails that are from unknown senders or from an email that they think is legit, when in most cases, there is a virus attached. When an employee opens such emails, the virus could attack the company in many different ways. This is another reason why employers would have such monitoring in place to protect from harmful acts.

Technology is advancing on a daily basis. With that, internet use is growing and crucial for communication and gives people unlimited access to research information. Internet in the workplace is needed to give employees ease of access to gain knowledge in relation to work, which leads to employees being more productive. With that being said, access should also be limited to websites that can directly be related to productivity at work, discarding websites that are for socializing and shopping. By blocking websites that are not work related can help limit the time employees waste surfing the web. Internet use should only be used for professional related searches that can directly benefit productivity at work. By setting guidelines for internet use at work, can help reduce misconduct related to unprofessional web surfing, which will lead to a reduction in internet related crimes relating to the employee, or even the company.

The issue of employers’ and employees’ rights has always brought controversy in most companies. Some rights are expressly known like the right of employees to get paid after working for the agreed period of time among others. However, there are those things done by the employers that most employees feel are too private. Employees feel that some things done by the employers are an intrusion to their privacy. This paper will discuss issues on whether the employer has a right to review the employees’ email. It will look at both the employers and the employees’ perspective and what the law says about the issue.