In recent history, there has been an influx in controversy regarding e-mail, Internet usage, and overall privacy policies in the workplace. Because of the extensive increase of personal e-mail, smartphones, social media, and other Internet-based communications, the need for laws that govern privacy for the users of these communications is crucial. These policies are usually implemented to ensure security and to reduce liability. This report will show examples of privacy issues, laws, and experiences in the workplace.…
Affirmative actions plans are used to benefit society, it is a management tool designed to ensure equal employment opportunity. It includes the policies, practices and procedures the University implements to address underutilization in its workforce and to ensure that all qualified applicants and employees receive an equal opportunity for recruitment, retention, selection, advancement, training, development and every other condition and privilege of employment. Affirmative action goes beyond non-discrimination. Whereas equal opportunity is passive, affirmative action is positive, constructive action. The general premise underlying affirmative action is that absent discrimination, over time an employer's workforce, generally, will reflect the gender, racial, and national origin/ethnicity profile of the labor pools from which the employer recruits and hires its employees. Affirmative action attempts to compensate for past discriminatory practices by requiring federal contractors to engage in "good faith efforts" to expand outreach and recruitment of women, minorities, persons with disabilities and certain protected veterans, thereby making them aware of employment opportunities and providing access to be able to pursue such opportunities. I believe that this would be illegal as the university has a right to actively seek to recruit minorities to the school but it cannot discriminate against the non-minority students who would be discriminated by eliminating the remaining spots if the quota of 20 was not fulfilled. some employers voluntarily adopt affirmative action policies and will make an extra effort to hire a diverse workforce. Once a company adopts an affirmative action policy, they should follow it to avoid lawsuits from potential employees. There was a case in July 2013 which was called Fisher v Texas. In 2008, several high school seniors who had been denied admission at the University of Texas-Austin filed a lawsuit. The…
I believe what this is saying is that companies will have the right to monitor their employees as long as they have just cause to suspect the employee is not abiding by the company policy on private internet and phone call usage.…
References: McGhee, T. (2014, November 11). Denver veterans file discrimination complaint, say housing is dangerous. Denver Post. Retrieved from http://www.denverpost.com/news/ci_26911272/denver-vets-file-discrimination-complaint-say-housing-is…
The author makes a good point in his article by explaining that the violation of privacy due to technology is not something new. He backs that point up by evidence of two Boston lawyers at the Harvard Law Review who argued that privacy was under attack by inventions and also business methods in 1890.…
Abandoned minors are no longer protected from liability on their contracts, merchants are still reluctant to deal with them on a credit basis, fearing that they may still attempt to disaffirm, or repudiate, their contracted debts.…
In times like today a company needs to know what is going on within itself. This means that having access to computers, email, mobile devices along with monitoring systems in the work place. Some of my fellow classmates to not agree with some of the practices but per our reading in Workplace Privacy it stays that “Under the “ordinary course of business” exemption, for example, employers may monitor email communications if the employer can show a legitimate business purpose for doing so” (Friedman, Reed, 2007). If employees know that they are being closely watched it decreases the chances of them not working or cheating the company.…
Employee monitoring has emerged as a necessity and yet as a very controversial issue due to the widespread use of technology. Employee monitoring is the act of watching and monitoring employees' actions during working hours using employer equipment/property. This phrase can be a little scary as an employee, where is the line? The restroom is their property; thankfully there are employers who know their boundaries. Legally employers are continuing to monitor their employees. The only issue that seems to be addressed is how much they can monitor them.…
This document also takes a critical look at employers who engage in electronic surveillance of its employees and to what extent can they go. It analyzes whether the inclusion of innocent, unaware third-parties in an electronic surveillance makes it legal.…
There is much debate over what employers should and should not be able to do when it comes to monitoring the communications of individuals under their employment. There are those who feel that the rights of the individual are not limited to protection from the Government and employers have limited rights in regards to employee communication. There those that feel that the employer should have very little to no restraint in monitoring those under their employment. Going too far in either the employers or employee position can create an unproductive and unrealistic standard for a working environment. Employers must be able to create and maintain both a productive and safe working environment from their employees. However this does not mean employees should be subject to unreasonable and intrusive monitoring practices by their employer. Communication privacy laws and workplace policies should be carefully crafted to provided balanced protection both the interest of employer and employee.…
I wanted to discuss the technology used to monitor employees. Whether it be at the computer/workstation or on the cameras set around the workplace. More and more companies and corporations are implementing monitoring software such as Spector, Sonar, Spytech, and iSafe. All used in order to keep track of employees on what they are looking at, what they are working on, and how much time they do it. You start to wonder when it becomes too much. Or when does it wonder into invasion of privacy? Granted that while on the clock you are on your employers time and you are expected to perform what you where hired for. In this day and age there is always up and down time. And a ten minute break in between work may bring you to checking a status or looking up a curiosity that passed in your mind, or checking some new that has been floating around the office. But this sometimes is all it takes to lose your job.…
Privacy is something everyone should have the right to. In fact, the First and Fourth Amendment protects this right. A major issue evolving in today's workplace is the invasion of employees' privacy by the employer. Everyone has a right to privacy at home, but this right does not include the workplace. Many employers have started monitoring the actions occurring by the employees of their company while at work. One of the many ways of monitoring action is through accesses to employees email correspondence. Many employers have private email severs which they have access to. This action is used to prompt employees to handle work related emails only. What would happen if an employee access there personal email while at work? Would that personal email be subject to…
“Drug testing has become one of the most effective techniques in promoting a drug-free workplace in America” (Carroll, 2000). Various types of drug testing…
References: Clare, M. S. (2003). The effect of the USA patriot act on workplace privacy. Practical Lawyer, 49(1), 35-45. Retrieved on November 30, 2012 from http://search.proquest.com/docview/274316503?accountid=32521.…
Privacy is a topic that is now on the hot plate more than ever. With the U.S. government’s recent violations in the name of national security many are starting to ask where the line is. There is a reasonable expectation of privacy as we go about our daily lives. From work to personal time, we each expect a certain amount of privacy. Employees expect to give up some of this privacy while in the work place to meet their obligations. Examples of such would be fewer phone calls and less social time to allow for a higher production yield. Companies however, believe they are within their right to control what their employees do outside of work as well. Especially if these actions have an effect on the company’s production, safety and reputation.…