Research Papers Privacy Rights Of Employees In Workplaces The Best Excuses For Not Doing Homework
Within the workplace, surveillance of employees may be undertaken using video cameras or audio recording devices.
Video surveillance can be carried out in high security areas such as those surrounding cash registers and safes.
It may also be used for training purposes or to improve production processes.
Surveillance can be criticised due to its inhibiting effect on employees: when one knows that every action is recorded, it causes one to 'hesitate before pausing in the course of one's work, taking a breather, yawning, or otherwise being oneself without affecting one's work'. This can lead to an increase in worker stress. It becomes particularly offensive to workers' dignity when cameras are placed in areas where employees might reasonably expect to enjoy privacy, such as in bathrooms or changing rooms.
For example, 'computers can record when workers turn their [monitors] on and off, count the number of keystrokes per second, and track the number of operator errors per day' . A main focus for this paper is the monitoring of electronic mail (email) and internet use, that is, the ability of employers to read work related and personal emails and to track websites an employee visits and the information he or she downloads from such websites.
By way of example, monitoring may be undertaken to prevent work email or internet facilities being used to pass on or download material of an offensive nature.
It is, in fact, generally recognised as a fundamental human right in academic literature. However, the right to privacy is far from being absolute.It may also involve observation of an employee in his or her own home.The monitoring of an employee's work can take place in a number of ways.Obviously the threat to privacy from such monitoring is that the employer will discover personal information about an employee from reading the employee's personal emails to friends and family or from information gathered about the type of websites the employee visits.Psychological or personality testing will generally take place in the pre-employment stage, but may also be used during employment for making decisions on promotions and other job related decisions.Third, these laws will be applied to the identified workplace privacy issues and their effectiveness at protecting worker privacy will be analysed.Finally, suggestions will be made as to potential reform.The issue of workplace privacy is receiving much attention in academic literature throughout the world.Some have pushed reality to its limit, describing frightening scenarios in which employers will one day have the ability to monitor and control employee conduct both within and outside of the workplace.Employers may listen to such conversations to ensure employees are dealing with customers appropriately and to help improve customer service. But such power can potentially be abused if employers listen to private conversations and, as a result, obtain personal information about employees.Both these forms of surveillance are particularly concerning when carried out without the knowledge of employees.