Many people believe that they have a given right to privacy. That there is a barrier between their personal life and business life in which, the two can’t be connected together. What happens outside of their business life shouldn’t reflect their job. However, there is no one rule or law that gives the right to privacy for employees. However, employers should also have to the right to monitor what is happening on their systems. Employers can’t be spending millions of dollars on technology and labor if employees waste time and aren’t productive especially in this economy. Businesses have to protect themselves by monitoring employees by all means with crossing the line.
In the past ten years technological advances have increased employers monitoring significantly. According to the 2005 Electronic Monitoring and Surveillance Survey, which was released in May 2005, 76 percent of employers monitor workers’ Web connections, while 50 percent store and monitor employees’ computer files. Other types of monitoring include keyboard keystroke monitoring, reviewing and storing employee e-mails and instant messages, monitoring time spent on the phone, numbers called, actual taping of conversations, video surveillance, drug testing and satellite technology to monitor use of company cars, cell phones and pagers. (Crane) However, technology is not the only reason companies have increased monitoring this economy raises concern as well. The results of an August 2007 Gallup poll suggest that employers have reasons for being concerned about lost productivity. The poll which canvassed more than 1,000 full time and part time employees found that respondents wasted an average of one hour per day at work. According to various studies, all those wasted hours add up to billions of dollars in losses for U.S. companies every year. For example, 55% of major U.S. companies reported that they stored and reviewed employees’ e-mail communications in 2005, up from 27% in 1999. (Issues & Contra…)
... being distrusted. Making sure that employees are working and not wasting time is another problem facing employers today. By monitoring employees through the use of ... and other secret devices to monitor employees at work? This question is a big issue for companies today. Companies wish to protect their assets ...
Supporters of workplace privacy say that employees have the right to expect a reasonable degree of privacy at work. That by using intrusive methods of monitoring, actually damages productive rather than promote it. (Issues & Contra…) They believe that employers should be more concern about making a more work friendly environment for employees rather than snooping around. Monitoring discourages any sense of trust that employee has with his or her employer thus, damaging the employee employer relationship. Supporters also say that by increasing monitoring of employees, what limits are set. Actually, they are few US government laws that protect workplace privacy. In most cases, combinations of laws are used in many court cases. However, in California, employers must inform employees that they being recorded. (Issues & Contra…) Recently, in Illinois, no employer can fire, disadvantage or hold accountable any employee or applicant from a job regarding non-working activities. (Legislative…) This, critics say is progress but they want more to promote a more work friendly environment without fearing the chance of being fired.
One major reason to monitor employees is to keep productivity up, thus driving net operating profit for the companies and increased revenue for the economy. With this tough economy, businesses can’t afford to waste any money so they need to make sure their employees are actually bringing in money for the business and not just collecting a pay check. According to various studies, many employees wasted more than an hour of company time; all those wasted hours add up to billions of dollars in losses for U.S. companies every year. (Issues & Contra…) Employers shouldn’t being paying employees to fritter their time on personal calls or social networking sites. A 2007 survey by the American Management Association and the ePolicy Institute found that two-thirds of employers monitor their employees’ web site visits in order to prevent inappropriate surfing. And 65% use software to block connections to web sites deemed off limits for employees. As well as another 10% monitor social networking sites. Many people have fired employees because of social networking sites and for accessing restricted sites. If we allow employees to be ineffective at the workplace then more and more businesses will go under, causing unemployment to go up due to layoffs and economy to plummet throughout the entire market.
In order to claim a redundancy payment an employee must first establish that he has been dismissed and second that the dismissal is for reasons of redundancy. This will encompass all aspects of the decision, therefore it brings in contractual issues in relation to the dismissal as well as in relation to the definition of redundancy. In Saunders v Earnest A Neale Ltd (1974) the employees conducted ...
Second reason to monitor employees is because of company security. Without monitoring of employees, not all but some would leak out vital information to the public. For example, the Black Friday Ad is the most guarded ad by all retailers because it contains the details of products that have been drastically discounted. If that was available to anyone in October, many consumers would wait to try to catch the amazing deals. Now for the consumer its great but for all the retailers and manufacturers it’s real bad. Now, retailers aren’t selling many products which means manufacturers aren’t producing many since the demand went down. This domino effect could whip out some retailers already facing hardship. As well as eliminate the competition for many retailers like Best Buy and Wal-Mart, if one of them got each other’s ads a month before Black Friday then they both have the resources to re-do the ads and attack with different offers and aggressive advertising. If the completion gets eliminated than the sole survivor could turn to into a monopoly which negatively impacts the consumer and the economy.
Lastly, the final reason to monitor employees is because of legal liability issues like sexual harassment or cyber bullying. These both can lead to a negative work environment for the employee and the employer. Critics of workplace privacy are especially concerned about sexual harassment, noting that companies have sometimes been sued for failing to crack down on harassing e-mails and phone calls. (Issues & Contra…) Businesses are not allowed to have either sexual harassment or cyber bullying to go on because then they’re at fault. Business would we greatly losing a lot of money if they continuously we sued for sexual harassment because they failed to monitor their work environment and ensure the positive viewpoint of their employees.
Different retailing businesses have very different distribution methods based on the types of product that they sell, some arguably more effectively than others. As mentioned in an earlier assignment, there are three main types of distribution channels. The first is the channel that goes from the producer, then to the wholesaler, then to the retailer or sells to the consumer. The second channel ...
The controversial topic of workplace privacy is more than business making money and staying profitable. It is also about protecting themselves and their employees from such dangers like sexual harassment and cyber bullying. No human in this society should be force to work at a job where they are demeaned and harassed. But even though people are worried about their “personal space” being compromised, the advancement of monitoring employees will not only positively impact the business’s gross profits but the economy as well, increasing positive workplace environments worldwide.