In addition, certain states have laws governing workplace monitoring. 12. Find the first part of this article here. But the fact that employee monitoring is legal does not automatically make it right. There are numerous ways employees can be watched, reviewed, assessed, and monitored daily. Set clear expectations about electronic communications, social media and use of monitoring technologies. Studies say that 66% of employers monitor what their employees are doing during the workday. In organizations, employee monitoring is used as a tool of providing incentives or threat of punishment to make employee follow desired behavior. If the monitoring goes beyond company premises, or is found to be a violation of employees’ right to privacy, the organization might have to justify monitoring. At the workplace, monitoring and privacy infringement both coexist with capitalism. 1. Most companies make it very clear as to what the policies are regarding fair usage and privacy when using company resources such as WiFi, computers and the Internet. Your employer has an interest in protecting their business, reputation, resources and equipment. Employee monitoring has become ubiquitous. Moreover, an employer can easily identify policy violators for disciplinary action. Employee privacy laws often include rules on monitoring employees’ use of social media. Employee Monitoring is the act of employers surveying employee activity through different surveillance methods. In this monitoring case employee’s privacy has been affected in the workplace because the employer is watching their employees every moment. The purpose of this paper is to tackle whether monitoring an employee is an invasion of privacy. Active v Passive Processing Employees who are trusted to create their own schedules consistently perform well because they don’t want to lose that privilege. In the context of the increasing digitalisation of work, there are many issues related to employee monitoring that warrant the attention of policymakers. For example, some require employers to provide employees with advance written notice before monitoring the workplace, Court rulings on common laws relating to the right to privacy may also impact how and whether workplace monitoring is allowed. On the issue of workplace privacy and employee monitoring, the surveillance system can also help improve safety and reduce injuries. The use of internet, email, social media and employer-supplied devices (such as smart phones and tablets) affects many aspects of our working lives, including privacy. EMPLOYEE MONITORING: PRIVACY IN THE WORKPLACE?. Also, most privacy laws give employers discretion regarding how far they can go with employee monitoring software. In order to create expectations that jive with reality in the workplace, Shawe recommends being clear and communicative about company policies when it comes to employee privacy and electronic devices. Employee privacy has become a controversial issue in the field of Human Resource management as employers have more technologies available to monitor telephones, computer terminals, and voice mail. Why the concern about workplace privacy? Each country follows its own laws and regulations regarding workplace privacy and employee monitoring. Monitoring can pose significant risks to employee privacy where it is excessive or is not underpinned by a reasoned and proportionate business interest. New digital technologies have expanded the possibilities of employee monitoring and surveillance, both in and outside the workplace. Employee privacy rights in the workplace are often loosely defined by various state laws and some federal regulations. Frederick Herzberg refers to such extrinsic factors as "KITA" factors, which is an acronym for "kick in the ass." Intrusion into an employee's privacy creates a suspicious atmosphere, lowers morale and can cause pressure and stress. 92% of workers are open to being monitored by their employers, but only if it used to provide benefits for their personal performance and well being. In today’s privacy-conscious world employers need to monitor employees in a way that is transparent, minimally … Many of the basic rights we take for granted are not protected when we go to work. And electronic monitoring systems are always giving pressure to perform for employee. It is up to the organizations how they follow those laws and regulations. Other work activities (for example, private interviews) and workplace-specific physical spaces (such as desk desks) receive more privacy protection, such as specific drug-related activities that allow abuse of exaggerated substances. Monitoring of employees at the workplace, either you side with the employees or you believe management owns the network and should call the shots. This is the second part of two-article series, “When the GDPR is not quite enough: Employee privacy considerations in Russia, Belarus, and Ukraine." Therefore, employers have to have workplace privacy and employee monitoring software in order to protect the business to the fullest. One of the issues that arises often in the workplace when it comes to employee privacy and employer technological overreach is when employers use certain electronic surveillance practices (monitoring personal phone calls and voice messages) to basically eavesdrop on their employees (Findlaw). Despite all this, employee monitoring software is increasingly common. First and foremost you need to determine what kind of digital … For example: Using clock-in/clock-out systems Tracking GPS on company vehicles Tracking GPS on company phones with locating apps Reading company e-mails or other data from company devices Reviewing employee phone conversations (call monitoring … As well as the often-cited privacy and ethical concerns, there are also important Employees have a right to privacy, even in the workplace. Catching the safety infractions, whether committed blatantly or unknowingly, on tape, can help save the company from lawsuits. Although employees believe that this control is a violation of their privacy laws, the law is generally accepted. Comply with federal, state, and local laws, and consult legal counsel if you have specific questions regarding the impact of your policies on your employees’ privacy interests. 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