Chapter 8, Problem 1EA

Tracking employee information through global positioning system (GPS)−in particular, on company vehicles driven by employee-is becoming commonplace. Location information is transmitted to a server via the cell phone network (and sometimes via satellite phone service) and is then available to the company through the web or mobile apps.

As the cost of GPS drops and the number of mobile workers rises−by some accounts, to as much as 75 percent of the workplace by 2020−companies are depending on GPS to monitor the movement of and products to improve customer service and help with time management. "I wanted to see how much time was spent on each job, says one small business owner with a fleet of seven vehicles. "We've had a few problems the past—people weren't where they said they'd be. With GPS, we can defend to the customers. We know how fast the drivers drove, what route they took, and how long they spent on each job." Late in 2017, four wastewater plant mechanics employed by the city or Modesto, California, fired after GPS showed they used "work hours to socialize at the lift stations with (each other), go home, shop, sleep and drive around in the City utility vehicle."

Companies are not only tracking vehicle, but many now track employees through their mobile phones. Understandably, many employees don't like the idea of Big Brother following their every move; most states allow employees to track their employee's location even in off hours. Many employees take their company vehicle home after their shifts, but even employees with company-owned phones may be tracked about hours, too.

Survey show that many GPS-tracked employees have serious concerns about after-hours tracking, micromanagement, and privacy [https://tsheets.com/gps-survey]. In 2015, a woman in California sued her employer, claiming that she was tracked 24 hours a day through her company-issued iPhone. And when she uninstalled the tracking apps, she was fired.

Using a web search tool, locate article about this topic, and then write responses to the following questions. Be sure to support your arguments and cite your sources.

Ethical Dilemma: Do GPS devices constitute an invasion of employee privacy? Are there guidelines companies can develop for appropriate GPS use?

Sources: Kevin Valine, "Modesto Disciplines Sewer Workers for Goofing Off," The Modesto Bee, http://www.modbee.com, Janunary 1, 2018; Keveh Waddell, "Why Bosses Can Track Their Employees 24/7," The Atlantic, http://www.theatlantic.com. January 6, 2017; Andrew Burger, "IDC: Mobile workers Will Make up Nearly 75 percent of U.S. Workforce," http://www.telecompetitor.com, June 23, 2015, David Kravets, "Worker Fired for Disabling GPS App That Tracked Her 24 Hours a Day." Ars Technica, https://arstechica.com , May 11, 2015.

Summary Introduction

To explain:

Whether it is ethical to use GPS services and other technologies to track an employee's behavior, the guidelines a company should develop to ensure appropriate use of GPS.

Introduction:

The concept of ethics stands in between the two extremes of codified law and personal freedom. It refers to what is as correct behavior based on the society's interpretation. When the society interprets things differently, what was once the standard for ethics can change over time, for example, slavery in the 18^th century or smoking in the 19^th century.

Explanation of Solution

The use of tracking employees is a clear example of a situation where everything that is ethical is not always be legal. While it might not be illegal to track your employees during work hours and sometimes even after work hours given, they are using company property, it can be considered as unethical behavior by many.

From the organizations point of view, they have the right to know how their resources are being managed (company vehicle, and phones) and therefore can justify the monitoring and tracking the activities of the employees, they can be more efficient in resource management.

However, from the employee's point of view they would consider this as an invasion of their privacy and would affect the relationship between employee and employer. Employee would argue that this gives the employer an access to information that they do not wish to share and that the employer is creeping in their personal lives.

The following articles would outline the case for and against tracking employees using GPS and other services. While there are some strong points to back the argument from employers, it must be said that the employees do have a right not to be interfered in their private life. Therefore, the challenge is going to be to find a balance between how one could manage employee activity without crossing boundaries.

This is where clear guidelines and procedures would come in with the help of technology. Employees needs to communicate clearly on when, how and why they would be tracked. If anyone is unhappy with the policy they can raise their concerns and maybe not use company property. Employees should be given the opportunity to decide for themselves on whether to get involved or not. The company should always act according to the communicated guidelines.