Employee Monitoring

Topics: Employment, Electronic Communications Privacy Act, Surveillance Pages: 6 (996 words) Published: October 7, 2014


Employee Monitoring IFSM 201 Concepts and Application of Information Technology Section 6376 July 6, 2014

Introduction Employee monitoring seems like a big invasion of privacy, but there are many reasons why it needs to be done. Many businesses choose to monitor staff in order to verify the quality and quantity of work produced, look after customers’ interests, protect the personal information of staff, ensure compliance with work rules and standards, and comply with legal requirements. According D’Aprix email become an almost indispensible tool for efficient communication in the American workplace and has grown in popularity; researchers have examined a number of issues related to its use (D’Aprix, 1996). Therefore, people are using their work computers for personal reasons, and when using work computers in this way, can cause some employees to intentionally or intentionally leak sensitive company information. Employers want to be sure their employees are doing a good job, but on the other hand, employees do not want their every move looked as being suspicious this is the biggest conflict of workplace monitoring. According to Freidman, employers have several legitimate reasons to monitor employees email use, such as productivity concerns and the employer’s responsibility to stockholders to protect company assets. The loss of these assets could mean a decrease in company value and confidence in the investment community. Another threat to employer’s well being is the potential loss due to trade secrets that may result from the inappropriate communication of company confidential information to competitors. Employers are also increasing monitoring employees use or misuse of email while at the workplace. An example of misuse is that if an employee sends sexually offensive material it could potentially expose the employer to liability for race or gender discrimination under Title VII of the Civil Rights Act of 1964.[1] (Friedman, 2007) New technologies make it possible for employers to monitor many aspects of their employees’ jobs, especially on telephones, computer terminals, through electronic and voice mail, and when employees are using the internet. According to Friedman, employee monitoring appears to be on the rise. Software manufacturers expect the sale of computer monitoring and surveillance software to businesses to be increasing. Friedman states that according to an American Management Association (AMA)[2] survey conducted in 2005, 76% of the organizations reported they monitor employees’ website connections, 65% use software to block connections to inappropriate websites, and 36% tracking specific keystrokes (Friedman, 2007). Employee privacy becomes less and less due to practices of electronic monitoring and surveillance by the employer which could come at a cost in the form of increased stress and decreased employee morale, satisfaction and trust in their organizations and management (Friedman,2007). Employer telephone monitoring started out simple, first type of monitoring system is the call monitoring system. Call monitoring is "listening to live phone calls and recording one's observations (Riechley, 1996)." The most important aspect of this system is the observer. The observer can sit next to the person making the call, which can be helpful with new employees who need training tips. The observer can also be a secret caller and judge the phone representative by playing a...

References: D’Aprix, R. (1996). Communicating for change: Connecting the workplace with the .
Harbert, T. (2010, October 11). When IT is asked to spy: IT managers are being put in the
Awkward position of monitoring fellow employees
 Riechley, Kevin R. (Sep. 1996). World class telemarketing quality assurance through
call monitoring. Direct Marketing [Online], v59 i5 p46.
2 18 U.S.C. 1367, 2232, 2510-21, 2701-11, 3117, 3121-2
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