It is approached from a socio-ethical perspective with specific emphasis on the implication for the information profession.
Email You probably don't think twice about sending personal messages through your work e-mail. But sending e-mails about a seemingly innocuous hobby cost one financial advisor his job when his employer tapped into his work account and read his messages.
Cameron Pettigrew, who worked as a client relations manager at Fidelity Investments in Texas, was fired after supervisors found out he was sending messages about a fantasy football league that he ran. Pettigrew, a young MBA graduate, is just one of the most recent victims to find out the hard way that employers have almost limitless rights to check personal messages sent over company computers, cell phones and PDAs.
In fact, more than a quarter of companies have fired employees for misusing e-mail and one-third have fired employees for misusing the Internet, according to a survey by the American Management Association.
The same survey found that 43 percent of employers read workers' e-mail messages and 66 percent check Web site connections. The growing number of disputes between employers and employees over cyberspace privacy has caught the attention of the Supreme Courtwhich decided this week to review a lawsuit between a California cop and supervisors who read his racy text messages.
We want our employees to be focused on our customers and clients. Before the advent of Blackberriescellphones and even computers, workers and their bosses sparred over drugs and porn found in lockers and desk drawers.
But the near ubiquity of electronic communication devices, along with the growing popularity of "sexting" and other online activities that could tarnish an employer's reputation, have once again dragged the issue into the news.
Employee Privacy at Stake Interestingly, employees fall on both sides of the fence. Joseph Lull, an engineer from Detroit, says employees should never expect privacy on their work equipment.
Yvonne Haghighatian, a business manager at a political consultancy in Austin, however, doesn't believe in such strict lines. If employers are looking over someone's shoulder continuously it makes the employees less productive. They want to know if a worker is wasting the company's time and money updating his Facebook status instead of updating spreadsheets.
They fear that co-workers could sue if they feel that company equipment is being used for sexual harassment. And they definitely want to know if an employee is stealing client information or leaking confidential data. Company lawyers often argue that employers have undisputable rights because they own the equipment, and because they usually have policies that make it clear that messages will be monitored.
But worker advocates argue that it's inevitable that employees will have to use work equipment to take care of personal matters, and that their bosses shouldn't be allowed free rein to snoop. She points out that technology has increased the burden on workers, who are now expected to check work e-mail and take work calls from home.
While she understands that employers must sometimes monitor messages to make sure no rules are being broken, limits must be set. It said this week it plans to review a case decided in a federal appeals court last year involving a cop in California who sent mostly personal messages on his work pager -- including sexually explicit text messages to his wife.
When his employer, the City of Ontario, Calif. The city has now taken the case to the Supreme Court, which is expected to hear arguments in the spring and make a decision by the end of June. Lawyers said the Supreme Court might decide to use the case to set guidelines on whether employees have a "reasonable expectation of privacy" for messages they send on their work computers, cell phones and e-mails.Work environment in the organization is one of important issues that is important all the time and the importance of and how to create a conducive environment and efficient human resources is emphasized; An environment with the proper definition of privacy and jurisdiction, can increase the growth and productivity of personnel and their values affect.
develop such an operationalized notion of privacy and apply it to the analysis of workplace privacy issues. In section 2, I present this operationalized conception of.
Nov 19, · Critically evaluate the law on privacy in the workplace. As part of your evaluation, you need to consider the statutory and common law protection of workplace communication and data about employees. Is the current law an unnecessary burden on employers Essay Question: Critically evaluate the law on privacy in the workplace.
As part of your evaluation, you need to consider the statutory . Courts often have found that when employees are on the job, their expectation of privacy is limited. 2. Computer and Workstation Monitoring.
Employers generally are allowed to monitor your activity on a workplace computer or workstation. Increasingly, attacks, robberies, violence, workplace mishaps, other workplace safety issues, and associated liabilities and damages provide motivation for employers to monitor the workplace.
Remote worker monitoring systems are being used to monitor employees working alone or in isolation by using simple telephone and/or wireless technology with a standard computer workstation.
Increasingly, attacks, robberies, violence, workplace mishaps, other workplace safety issues, and associated liabilities and damages provide motivation for employers to monitor the workplace.
Remote worker monitoring systems are being used to monitor employees working alone or in isolation by using simple telephone and/or wireless technology with .