Do employees have a legal right under constitutional law,to privacy at work for emails, phone calls and drug testing, yes or no
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Do employees have a legal right under constitutional law,to privacy at work for emails, phone calls and drug testing, yes or no.
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- Do employees have a legal right under common law to privacy at work for emails, phone calls and drug testing, yes or no.What is Security and Privacy in Human Resource Information Systems?How can the Americans with Disabilities Act support educators with the threat of termination due to an unknown disability?
- When it comes to the usage of mobile phones in the workplace, should companies be aware of any potential legal complications?Can't employers access all public information on the an applicant and review this information as a part of the employment screening process? This would not violate privacy laws since the information is public, would it?Most companies have policies that regulate employees’ personal use of work computers during work hours. Some even monitor employee e-mails and track the Web sites that have been visited. Do you consider this type of surveillance an invasion of privacy? What are the advantages of restricting employee use of the Internet and e-mail at work?
- under what circumstances do companies have the right to consider and ban legal employee behaviors during the hiring process?3) Why is firing an employee stating his HIV status discriminatory?Assume the following hypothetical situation: A company is being sued for negligent hiring. They hired an employee who at the time of recruitment disclosed verbally and stated in writing about their prior drug addiction. They have successfully completed a rehab program. Was this a negligent hire? Why or why not? If the employee came to work one day under the influence but no one noticed and the employee ran a hand truck into a customer causing injuries, was this a negligent hire? Why or why not? Ignoring the information from Question B, how do you reconcile not hiring a recovering addict for safety concerns with this from the EEOC? "Current illegal drug use is not protected, but recovering addicts are protected under the ADA." According to the EEOC's manual, "Persons addicted to drugs, but who are no longer using drugs illegally and are receiving treatment for drug addiction or who have been rehabilitated successfully, are protected by the ADA from discrimination on the basis of…
- Your manager would like you help in developing a training program. As such, he has requested you to evaluate the applicable laws and add a section to the employee handbook. Draft a section for the employee handbook Sex discriminationIn the employment area, employers take actions that impact on employees’ privacy in many different ways. Genetic and other medical testing is increasing in employment (sometimes required, sometimes simply offered as an employee benefit). Employers routinely videotape employees and monitor their email and Internet use. Employers also take actions that arguably infringe on employees’ private time and impact on their off-the-job activities and personal associations - this could include drug testing and internet searches of employees' Facebook and blog entries. This raises many issues you may discuss here. Are you concerned about an increasing loss of privacy in our society? How do employers justify this invasion of employee privacy? Do you agree with those reasons? Do employers have a greater right to invade privacy on the job rather than off the job? Any other thoughts? You are free to address this topic either in general or specifically with regard to any of the specific examples…What are the key legal issues that arise in the hiring and management of employees, including issues related to discrimination, harassment, and employee benefits?