New technologies make it possible for employers to monitor many aspects of their employees’ jobs, especially on telephones, computer terminals, through electronic and voice mail, and when employees are using the internet (Workplace Privacy, 2006). Therefore, unless company policy specifically states otherwise (and even this is not assured), employers may listen, watch, and read most of employees’ workplace communications (Workplace Privacy, 2006).
There are many privacy rights issues that should be addressed to employees. First, employers may have telephone monitoring where employers may monitor calls that are either personal or business calls. Second, there are several types of computer monitoring that employers have access to employees’ computer terminal. One example is computer software that allows employers to see what is on the screen or stored in the hard disk and can monitor internet usage such as web-surfing and electronic mail (Workplace Privacy, 2006). Lastly, electronic mail and voice mail is another way for employers to monitor employees’ activities in the workplace. In general, employees should not assume that these activities are not being monitored and are private (Workplace Privacy, 2006).
Usually when an employer states a policy regarding any issue in the workplace, including privacy issues, those policies is legally binding. Policies can be communicated in various ways: through employee handbooks, via memos, and in union contracts. There are usually exceptions for investigations of wrong-doing. Employees should be aware of employer’s workplace privacy policies if not already informed (Workplace Privacy, 2006).
While private employers appear to have certain legal ...