No More Privacy Rights for Employees in the Workplace

solitude is the choice of be hush-hush from the presence or view of differents, the condition of being c at one timealed or hidden. The concept of retirement in the study however, is non totally ab turn out the literal application of the word. The covert in the study concept stems from either employees desire to be cling toed in terms of their somebody expression of life choices and lifestyles that atomic number 18 considered ir germane(predicate) to their practice. The form of address for privacy unspoileds of employees is anchored on what they perceived to be good, proper, and just in the fix. hiding in the employment has go incompetent a core value of employees.Privacy in the study same health is considered a near and is treasured by roughly eachone. though privacy rights in the workplace does non reckon in the U.S. makeup nor is guaranteed under the Privacy deed 1988 (Cth), yet it spawns ageless constitutional arguments and at the same time variety show magnitude employees commotion for privacy in the workplace. Today, give tongue to concept has become a major issue and has even plagiarise to international bump with the growth of reading and solicitude technologies especi each(prenominal)y adopt by judicatures ab initio to ensure surety and safety of the employees and the greater majority. afterward on the fateful character on September 11, 2001, duty governments adopted opposite measures that further fort their trade protection and safety, yet these as well as work to reduce privacy of employees in their workplace.The initial intention of the sufferance of security measures like background checking, dose testing, and the utilise of technical supervise devices in the workplace was likewise later expanded as means of predicting, monitor, and evaluating productiveness and capacity of employees in their several(prenominal) work. These become resolve of focussing style of al al to the highest degree all organizations to as current their investments and the people. However, employees viewed these to have eradicated their right to privacy in the workplace.The drug abuse of engineering is so prevalent in the corporate world that it lessens if non at all diminishes privacy in the workplace. The widely original and skilful E-mail monitoring, impression surveillance, computerized tracking systems, genetic screening, workplace alcoholic drink drug testing, and the use of utter information by employers ar viewed to have signifi put together uptly eroded privacy of employees.According to Jeremy Gruber, legal director of the National Workrights Institute, an advocacy for forgiving rights in the workplace that there is a very little, if any, privacy in the workplace especially in the secret sector. Privacy is one of the around(prenominal) go against principles in the American-workplace. He further say that people are advised to a degree how much monitoring goes in the workplace, nonwithstanding most individuals are unaware of how pervasive the privation of privacy is (Crane, 2005). This manifestation whence fuelled many employees to demand for protection of their privacy rights.The growth of surveillance technologies has sincerely encountered the modern corporate workplace. Employees viewed this trend to have increased the baron of employers to monitor and gather information on their individual(prenominal) chance and backgrounds that are irrelevant to their work. Studies have shown that monitoring employees electronically and in other ship canal is a growing part of the way American companies do business nowadays.Accordingly, employees private and public lives dissolve as the institution of the modish technologies in the management system of companies enables both the government and employers to intrude into the private personal matters of the employees. It allows government and employers to gather data roughly them any eon and anywhere. Technological monitoring is so pervasive that it rarely differentiates betwixt business and professional information. It does not work to specific information that is of public or employers mend merely further also to other data available.The increasing pastiche of security measures and workplace surveillance measures are viewed to have contributed to the atmosphere of lack of confidence amongst workers, supervisors, and management. As such, these are not conducive to good organizational outcomes or productivity contrary to what employers intended and believed. Health problems of employees like stress, natural anxiety, depression, hypertension, and others are even associated with the employees experience of having their face-to-face personal business in the workplace and their procedure technologically monitored by their employers.However, the above-mentioned considerations of employees relative to the adverse core group of security measures and engine roo m on their privacy rights can be viewed constructively. star mustinessinessiness only be open-minded about its positive shop to the strong organization. Background checking, drug testing, and other security measures are sequence and property consuming, yet it can do ensure safety not only to the employees but also to the solid organization.On the other hand, applied science possesses the ability to change the workplace and the business world. It can unleash even the most sizeable transformation. Thus, if constructively used and viewed, technology has also positive concern in the development of an organization and in the protection of its investments and resources. It can allay hard-and-fast eucharist and compliance of partnerships rules and regulations as head as the employees code of channelise, and professionalism. Employees must be aware that an employment does not give them the right to do whatever they wish at heart the workplace. each employment carries a responsibility for employees to conduct themselves in a way conforming to the policies and culture of the organization.Indeed, adopting wise trends in the hiring handle as tumefy as technology in performance monitoring is spanking to bring through abreast with the demands of the changing environment. Today, an organization should adopt technological changes to confirmation combative and to continue existence. Opting not to adopt these management approaches and styles can be viewed as an option to stagnation. Investment of the organization is then futile if it chooses to manipulate in a backward manner in this information age.The new trends in the employment form and monitoring procedure are just action of management exclusive right. precautions ultimate goal in the adoption of these approaches is to increase efficiency and productivity in the workplace as intimately as ensuring safety and security of everybody. Being so, adoption of technology and technologic monit oring of employees bring advantages that result redound to the benefit of the greater majority. engineering help promote safety and security as well as protect investments and assets of the organization. Technology has deterrent effect to employees who indulge in personal affairs or activities even while in the workplace. Technologys impact sets imperceptible boundaries between private affairs of employees and those that are relevant in the performance of their responsibilities in the organization.Also, the increasing concern about productivity and the select for quality improvements in industries have highlighted the importance of effective pickaxe and hiring process that can be high-octanely allayd through the adoption of latest technology. In order to get rid of unqualified applicants, it is of utmost fate that plectron process is designed in a manner that will also gather and generate information beyond what are commonly presented by applicants. Today, the conduct of bac kground check and the current trend for drug and alcohol testing requirement of would-be employees are widely accepted by employers as means of ensuring that they have the right people on board.These processes may be are tedious and would entail cost but are viewed by employers as worth the effort and the investment of time and silver as this guarantees a certain level of efficiency in the hiring process. These technological means would control and safeguard the rice beer and safety of the whole organization against unqualified and unscrupulous applicants or employees. However, to avoid claims of bias, it is imperative that an organization is completely transparent about the reasons for setting up the said hiring process. Management should be able to justify the necessity of the inclusion of technology in the hiring process and in the human resource management system of the caller.For most companies, an employees vade mecum is a working bible that enumerates the dos and donts in the company. As such, it can be used as an effective tool to make every employee of the organization become aware of the existence and the rationale of the adoption of certain security measures and the use of technological monitoring devices.The employees handbook should just justify its advantages and disadvantages. An employee cannot claim deprivation of privacy rights in the workplace once he is made aware of policies relative to it from the very start of employment. It must be noted that this stage is crucial for both the employer and prospective employee. at one time the employee is aware of said measures and technology as being part of the management system of the organization, he has the option to continue or discontinue the employment.If the employee is not comfortable with the arrangement, he can always forego the employment and wager for another company that does not adopt new trends in technology as part of the management of their organization. However, should the e mployee pursue the employment, he has technically waived his right to question usurpation of his privacy. Indeed, the employees handbook can help facilitate transparency between employers and employees.It must be noted also that any company has the right to set the rules and regulation affecting the conduct of all persons in spite of appearance its premises. The management has the prerogative to adopt measures that ensure the smooth and peaceful conduct of its business and facilitate the creation of a productive atmosphere. Management has the right to demand observance of utmost professionalism in the workplace where employees separate personal from their professional affairs and responsibilities.Technological monitoring devices can aid management in the mark evaluation of employees performance, productivity, and professionalism. However, employers must also afford employees with proper predilection of their management style and training for employees efficiency and productivity Lastly, as traffic on the information superhighway continues to explode employees will also continue to clamor privacy rights in their workplace. Thus, employers must endeavor to delineate workers rights to privacy and fit those with efficient and effective management of the organization. Employers must clearly identify the boundaries between employees right to privacy in the workplace and the employers right to protect the interest of the organization. Employers must also realize that there are ways of weeding out bad and non-productive employees without shutting the dignity of the good employees through the indiscriminate use of technology in the workplace. Like health and safety in the workplace, employees are also entitled to a degree of privacy.ReferencesCrane, A. (2005). Workplace privacy? halt it Retrieved run into 21, 2007Hodges, A. (2006). Bargaining for privacy in the unionized workplace. International ledger ofComparative excavate Law & Industrial Relations, 22(2), 1 47-182. Retrieved, February 25,2007, from the Business Source Complete Database.Tabak, F., & Smith, W. (2005). Privacy and electronic monitoring in the workplace A model ofmanagerial cognition and comparative trust development. Employee Responsibilities &Rights Journal, 17(3), 173-189. Retrieved Sunday, February 25, 2007, from the BusinessSource Complete Database.The National Privacy Principles in the Privacy Amendment (Private Sector) Act 2000 as at10/01/2001No more than Privacy Rights for Employees in the WorkplacePrivacy is the quality of being secluded from the presence or view of others, the condition of being concealed or hidden. The concept of privacy in the workplace however, is not only about the literal application of the word. The privacy in the workplace concept stems from every employees desire to be protected in terms of their individual expression of life choices and lifestyles that are considered irrelevant to their employment. The claim for privacy rights of emplo yees is anchored on what they perceived to be good, proper, and just in the workplace. Privacy in the workplace has become a core value of employees.Privacy in the workplace like health is considered a right and is treasured by almost everyone. Though privacy rights in the workplace does not appear in the U.S. Constitution nor is guaranteed under the Privacy Act 1988 (Cth), yet it spawns endless constitutional arguments and simultaneously increased employees clamor for privacy in the workplace. Today, said concept has become a major issue and has even rise to international prominence with the growth of information and surveillance technologies especially adopted by organizations initially to ensure security and safety of the employees and the greater majority. After the fateful event on September 11, 2001, business organizations adopted other measures that further strengthen their security and safety, yet these also work to diminish privacy of employees in their workplace.The initia l intention of the adoption of security measures like background checking, drug testing, and the use of technological monitoring devices in the workplace was also later expanded as means of predicting, monitoring, and evaluating productivity and efficiency of employees in their respective work. These become part of management style of almost all organizations to secure their investments and the people. However, employees viewed these to have eradicated their right to privacy in the workplace.The use of technology is so prevalent in the corporate world that it lessens if not at all diminishes privacy in the workplace. The widely accepted and practiced E-mail monitoring, video surveillance, computerized tracking systems, genetic screening, workplace alcohol drug testing, and the use of said information by employers are viewed to have significantly eroded privacy of employees. According to Jeremy Gruber, legal director of the National Workrights Institute, an advocacy for human rights in the workplace that there is a very little, if any, privacy in the workplace especially in the private sector. Privacy is one of the most violated principles in the American-workplace. He further said that people are aware to a degree how much monitoring goes in the workplace, but most individuals are unaware of how pervasive the lack of privacy is (Crane, 2005). This observation then fuelled many employees to demand for protection of their privacy rights.The growth of surveillance technologies has really impacted the modern corporate workplace. Employees viewed this trend to have increased the ability of employers to monitor and gather information on their personal circumstances and backgrounds that are irrelevant to their work. Studies have shown that monitoring employees electronically and in other ways is a growing part of the way American companies do business nowadays.Accordingly, employees private and public lives dissolve as the institution of the latest technologies in th e management system of companies enables both the government and employers to intrude into the private affairs of the employees. It allows government and employers to gather data about them anytime and anywhere. Technological monitoring is so pervasive that it rarely differentiates between business and professional information. It does not work to specific information that is of public or employers concern only but also to other data available.The increasing variety of security measures and workplace surveillance measures are viewed to have contributed to the atmosphere of lack of trust amongst workers, supervisors, and management. As such, these are not conducive to good organizational outcomes or productivity contrary to what employers intended and believed. Health problems of employees like stress, extreme anxiety, depression, hypertension, and others are even associated with the employees experience of having their personal affairs in the workplace and their performance technolo gically monitored by their employers.However, the above-mentioned considerations of employees relative to the adverse effect of security measures and technology on their privacy rights can be viewed constructively. One must only be open-minded about its positive effect to the whole organization. Background checking, drug testing, and other security measures are time and money consuming, yet it can help ensure safety not only to the employees but also to the whole organization.On the other hand, technology possesses the ability to change the workplace and the business world. It can unleash even the most powerful transformation. Thus, if constructively used and viewed, technology has also positive impact in the development of an organization and in the protection of its investments and resources. It can facilitate strict observance and compliance of companys rules and regulations as well as the employees code of conduct, and professionalism. Employees must be aware that an employment does not give them the right to do whatever they wish within the workplace. Every employment carries a responsibility for employees to conduct themselves in a manner conforming to the policies and culture of the organization.Indeed, adopting new trends in the hiring process as well as technology in performance monitoring is vital to keep abreast with the demands of the changing environment. Today, an organization should adopt technological changes to stay competitive and to continue existence. Opting not to adopt these management approaches and styles can be viewed as an option to stagnation. Investment of the organization is then futile if it chooses to operate in a backward manner in this information age.The new trends in the employment process and monitoring procedure are rightful exercise of management prerogative. Managements ultimate goal in the adoption of these approaches is to increase efficiency and productivity in the workplace as well as ensuring safety and security of e verybody. Being so, adoption of technology and technologic monitoring of employees bring advantages that will redound to the benefit of the greater majority. Technology help promote safety and security as well as protect investments and assets of the organization. Technology has deterrent effect to employees who indulge in personal affairs or activities even while in the workplace. Technologys impact sets imperceptible boundaries between private affairs of employees and those that are relevant in the performance of their responsibilities in the organization.Also, the increasing concern about productivity and the need for quality improvements in industries have highlighted the importance of effective selection and hiring process that can be efficiently facilitated through the adoption of latest technology. In order to get rid of unqualified applicants, it is of utmost necessity that selection process is designed in a manner that will also gather and generate information beyond what a re usually presented by applicants. Today, the conduct of background check and the current trend for drug and alcohol testing requirement of would-be employees are widely accepted by employers as means of ensuring that they have the right people on board.These processes may be are tedious and would entail cost but are viewed by employers as worth the effort and the investment of time and money as this guarantees a certain level of efficiency in the hiring process. These technological means would control and safeguard the interest and safety of the whole organization against unqualified and unscrupulous applicants or employees. However, to avoid claims of bias, it is imperative that an organization is completely transparent about the reasons for setting up the said hiring process. Management should be able to justify the necessity of the inclusion of technology in the hiring process and in the human resource management system of the company.For most companies, an employees handbook i s a working bible that enumerates the dos and donts in the company. As such, it can be used as an effective tool to make every employee of the organization become aware of the existence and the rationale of the adoption of certain security measures and the use of technological monitoring devices. The employees handbook should precisely explain its advantages and disadvantages. An employee cannot claim deprivation of privacy rights in the workplace once he is made aware of policies relative to it from the very start of employment. It must be noted that this stage is crucial for both the employer and prospective employee.Once the employee is aware of said measures and technology as being part of the management system of the organization, he has the option to continue or discontinue the employment. If the employee is not comfortable with the arrangement, he can always forego the employment and look for another company that does not adopt new trends in technology as part of the manageme nt of their organization. However, should the employee pursue the employment, he has technically waived his right to question intrusion of his privacy. Indeed, the employees handbook can help facilitate transparency between employers and employees.It must be noted also that any company has the right to set the rules and regulation affecting the conduct of all persons within its premises. The management has the prerogative to adopt measures that ensure the smooth and peaceful conduct of its business and facilitate the creation of a productive atmosphere. Management has the right to demand observance of utmost professionalism in the workplace where employees separate personal from their professional affairs and responsibilities. Technological monitoring devices can aid management in the objective evaluation of employees performance, productivity, and professionalism. However, employers must also afford employees with proper orientation of their management style and training for employ ees efficiency and productivityLastly, as traffic on the information superhighway continues to explode employees will also continue to clamor privacy rights in their workplace. Thus, employers must endeavor to delineate workers rights to privacy and reconcile those with efficient and effective management of the organization. Employers must clearly identify the boundaries between employees right to privacy in the workplace and the employers right to protect the interest of the organization. Employers must also realize that there are ways of weeding out bad and non-productive employees without shutting the dignity of the good employees through the indiscriminate use of technology in the workplace. Like health and safety in the workplace, employees are also entitled to a degree of privacy.ReferencesCrane, A. (2005). Workplace privacy? Forget it Retrieved March 21, 2007, fromhttp//www.workrights.org/in_the_new_bankrate.htmlHodges, A. (2006). Bargaining for privacy in the unionized workp lace. International Journal ofComparative Labour Law & Industrial Relations, 22(2), 147-182. Retrieved, February 25,2007, from the Business Source Complete Database.Tabak, F., & Smith, W. (2005). Privacy and electronic monitoring in the workplace A model ofmanagerial cognition and relational trust development. Employee Responsibilities &Rights Journal, 17(3), 173-189. Retrieved Sunday, February 25, 2007, from the BusinessSource Complete Database.The National Privacy Principles in the Privacy Amendment (Private Sector) Act 2000 as at10/01/2001