Employers are finding that effectively managing a work force is an increasingly time consuming task. Companies who have grown rapidly and whose creative efforts have been directed at developing products or services rather than implementing effective human resource techniques, often find themselves without uniform or concise policies on a multitude of subjects. This is especially true when companies are not large enough to have readily available legal consul or an experienced personnel administrator. .
One particular issue that seems to be gaining a lot of attention lately is "Privacy in the Workplace." "This is primarily due to the competitiveness of business and the advancements of workplace automation" (Workplace Privacy, 1998). Many employers now utilize LAN based computer systems, electronic mail, automated phone systems, card access and video systems. Employers now have the capability to monitor, with ease, many of the employee's routines. Employees don't want their privacy infringed upon. However, unless otherwise specifically stated, employers may have the right to monitor such actions. .
There are few legislative laws and regulations protecting an employee's privacy rights. However, the present laws are not enough to protect an individual. The issue of privacy rights has gained a great amount of attention from the American Civil Liberties Union, Electronic Messaging Association and the Communications Workers of America. Our research paper will evaluate the variation of topics and issues surrounding "Privacy in the Workplace." .
Policy Statement .
You may be wondering, how can my employer invade my privacy and get away with it? Don't I have rights? In most instances the answer is simply no, you don't. While legislation dictates that law enforcement and other governmental agencies almost always require a form of warrant to search personal property or listen to a private phone conversation, the workplace is different.
