Essay on Work Environment and Legal Issues

In an era of organizational flux due to competition and globalization, companies and employees are faced with constant change. Leaders must be able to adapt to change as the environment shifts. HR has been known as the organizational change agent, administrative expert, and employee advocate. More recently they have been regarded as business strategic partners for many organizations. In order to be successful and remain competitive in today’s market, Human Resources (HR) must be considered a strategic partner if an organization wants to flourish. Top executives today commit significant resources to ensure that their company’s functions are capable of rapid change and achieving their

When that technology is used to view, collect or disseminate inappropriate content, again employers have cause for concern. Use of workplace computers to access and distribute pornography, for example, frequently results in discipline and workplace harassment complaints. In some cases it can even result in serious criminal investigations.

The most common form of an invasion, to employee privacy rights is email. With the massive use of computers, email has become the biggest communication tool of choice in the workplace. The concern of employers has grown tremendously with the use of email in the workplace. Employers' concern is that, employees can waste time by sending and receiving email for personal use, and they may provide easy access for hackers to entry their computer system. Employers can monitor an employee computer activity to ensure productivity in the workplace. Privacy Rights Clearinghouse (2006) states, "Unfortunately, if an employee uses a company computer for email use, the employee employer has the right to review the contents of his or her email."

The aim of this early conciliation is to encourage as many cases as possible to settle ‘compromising’ the claim through a settlement agreement (previously called a ‘compromise agreement’) an agreement achieved through Acas conciliation (a ‘COT3’). Appendix 3 is an early conciliation Flow Chart (ACAS)

In the United States, billions of emails are sent from any business regarding the business done, and sometimes things that aren’t business at all. I’m talking about things such as company sports, company games, or even company free time. Because of this, many companies’ these days monitor their employees’ emails in order to discourage the use of company time for leisure work. These seemingly random checks can tell the company when and/or how an employee has misused their time and misused the companies’ resources for their own gain. According to Halbert and Ingulli, employers have had a long history of interest in scrutinizing their workforces (Halbert & Ingulli, 2006, p. 87). Today, “spying” on their employees has been made many times easier due to technology. Monitoring emails

Response: As an employer I can see that these computerized software systems have simplified and accelerated all regular business functions and transactions, But while these computerized systems are now monitoring human interactions this deskills the labor of the employees and defeats the purpose of self-actualization and purpose which is what makes a happy employee and keeps them there working hard.

Studies have shown that personal email, games and social media are frequently accessed by employees on company workstations (“Everything You Need to Know About Computer Usage Policies,” 2011). This increases exposure to company resources, especially with respect to personal email and potentially damaging attachments. Mr. Thomas has expressed a desire for a reasonable level of personal use balanced against the primary needs of the

Tracking sensors are intended to help companies evaluate their employees and productivity. The ethical issues involved in using tracking sensors begins with the threat to privacy. There is potential abuse that could be taken from employers having too much information and micromanaging their employees. Many employees feel threatened by the thought of being monitored while in the workplace, and being evaluated by tone of voice, communication, productivity and movements. Emerging technology can give a virtual real-time evaluation, and employees are fearful of the accuracy and legal ramifications that this data can place upon them.

The impact of computer technology in the workplace has been enormous within the past decade, both positive and negative. Distant communication through the use of computers and mobile devices have overhauled the office setting completely. Email, social networking sites and the world of the Internet have opened a whole new avenue of communication. Technology has changed the entire workplace environment, the relationships, and how things get done.

75) Regardless of the issue subordinate faces, supervisors requested to know; nevertheless, if it’s negative, don’t tell; on the other hand, the head of the chain of command only receive messages the supervisor view as qualified information. Yes, filtering the information isn’t terrible; however, favoritism and hate could be a factor in information sharing. In regards to the ICT way of communication. While few companies believe allowing their staff access to emails and other messaging for work purposes, is great; however, not for personal web searching; on the other hand, other companies have experienced a boost in moral by granting their staff the freedom to surf the web during work

In 2007, a survey by the American Management Association and ePolicy Institute that 77% of employers engage in some form of electronic monitoring of employees (American Management Association, 2008). The reason for monitoring primarily consist of tracking employee productivity, legal compliance, and to help assist in performance reviews. Understanding how the fourth amendment guarantees individual privacy underscores the need for caution in advocating Radio Frequency Identification (RFID) technology in tracking onsite and offsite employees.

Employee activity might occasionally be monitored by law enforcement or staff to guarantee regulatory compliance and ethical behavior, find evidence and track data breaches to their source for HIPAA compliance. Security is a big concern for B2B companies, and having core tracking tools for eDiscovery complies with regulatory agency guidelines, strengthens internal security and provides electronic trails for evidence in criminal proceedings.

Dania Afif El-Achmar The Rights and Ethics of Employees with Respect to Privacy at Work Widespread use of electronic communications media such as e-mail and information resources such as the Internet has prompted many employers to engage in electronic surveillance of their employees. Employers are monitoring—and even recording—employees’ personal phone calls, e-mails, and workplace conversations. Video cameras are trained on employee parking lots, break areas, and other parts of the workplace. Today’s employers have the legal right to conduct search and seizure of employees’ personal property; monitor the employee’s telephone calls, workplace computer, Internet, fax use, and e-mail; perform employee drug testing; and conduct investigation

Alder, G. (2001) is a study conducted on electronic performance monitoring using prior research. (Alder, 2001) It suggests that the influence of EPM is strongly based on organizational culture. Organizations use EPM to increase productivity, improve quality and service, reduce costs, avoid legal liability and negative publicity, and guard against security breaches. Critics argue that EPM invades consumer and employee privacy, decreases job satisfaction, increases stress and health issues, diminishes trust, and develops negative work relationships. (Greengard, 1996) (Lewis, 1999, May) (Piturro, 1989)

In today’s working world, there are almost no boundaries anymore between the technologies employees used for business and the ones used for pleasure. In fact, 64% of employees say they use the Internet for personal interest during working hours (Office Slacker Stats, 2015). Not to mention, advances in technology have helped employers utilize new forms of employee monitoring. Employee monitoring has emerged as a necessity to every workplace environment and yet it is still a very controversial issue due to the widespread use of technology. Lim (2002) mentions that,