Employee Monitoring Essay

Employee Monitoring Employer Safeguard or Invasion of Privacy? Employee loneliness has been a controversial topic especially with the rise in net profit usage, the popularity of loving media increasing, and the addition of GPS to mobile devices. With these advances in technology there argon legion(predicate) ways for employers to observe their employees quantify at organize. According to Evans (2007) as many as eighty percent of the employers, who employ twenty percent of the American population, monitor employees telephone conversations, e-mails, and voicemails. Global Positioning Systems (GPS) technology has made bring in the whereabouts of employees easier rather than track only stateation passed between employees and other individuals.The united States does offer silence laws to succor safeguard employees expectations of privacy however, the laws are formatted close to the physical realm such as desk drawers or an employees home, non an employees computer files o r regular(a) well-disposed net toys point (Riego, Abril, & Levin, 2012). It has become apparent that societal media is here to stay. tender net moulding sites such as Facebook and Twitter apply changed how people communicate in their daily lives and even how organizations do business.Employers put on begun using social networking sites not only to commercialise themselves but withal as a human resource tool, devising themselves plan of attackible to probable customers and employees alike. Some of the ways employers cause begun utilizing social networking include orientation, training, faster innovation of products and services, and improved efficiencies of operations through employee collaboration (Mello, 2012). Although there are pee-pee advantages for employers using social networking sites, there are nigh murky areas that are becoming increasingly common when using these sites as an instrument to monitor and screen employees as well as applicators.The companiona ble Norm of Employee MonitoringIn the digital era of todays working milieu, al virtually all employees are aware their employer is performing whatsoever form of monitor with email observe beingnessness the most expected. However, the stage of monitor employers partake in varies. With the lines between in the flesh(predicate) lives and thework environment blurring, employers are victorious advantage of the array of technology they have at their disposal. A heightened awareness of this blurring requires employers to become more probing towards their employees. This becomes apparent with the uncovering of 85% of employers recognizing their employees enjoyment of social networking and personal internet usage during work hours (Mello, 2012). There are many ways that employers utilize applicable technologies, including GPS and social networking sites.GPS Advantages and DisadvantagesEmployers have a legitimate reason to need and want to monitor their employees. GPS trunks can be useful for organizations that have a mobile workforce. instal GPS systems can be used to help cut personify as well as unauthorized usage of company vehicles (T sustains & Cobb, 2012). Most GPS systems not only have the mightiness of pinpointing locations within 100 feet but alike track speed and inform the drivers of the current speed limit. Major cost savings can be seen delinquent to incr comfortd productivity of employees ascribable to more effective usage of their time when employees are aware of employers track their movements. Likewise, when employees follow the speed limit it can be translated in savings in fuel costs and decreased number of accidents (Towns & Cobb, 2012).Like most advancements in technology, when there is a positive use there is also a negative misuse. While there is a potential for ability to increase with GPS usage, there is also the potential for employers to set irrational time frames and quotas to try to increase efficiency (Towns & Cobb, 2012 ). This can place unwarranted squelch on employees. Some employees start to be concerned about the neglect of privacy with the use of GPS tracking. It is often a destiny for mobile workforces to use their company vehicle to facilitate breaks such as lunch. GPS systems have the potential to disclose personal knowledge about employees when used during such nonworking hours. any travels tend to be recorded with the use of GPS tracking which can tinge to an employer knowing detailed information about an employees personal biography such as preferences or appointments.To avoid conflict with the use of GPS systems, Towns and Cobbs (2012)suggests taking the following steps. Incorporate GPS usage with other policies by publicizing a policy limiting the use of company property, including electronic devices such as phones and computers as well as vehicles, to work relate purposes. Combined with policies, employers should inform their employees of their right to monitor their usage of such property. However, employers should proceed with caution when supervise with GPS technology by informing employees that GPS systems and tracking are specifically being used.Obtaining employees consent to use tracking systems can assist in preventing employees from face scrutinized. Limiting the use of GPS to working hours only will also help employers and employees alike. This can be done by placing a timer or an on/off switch on the device to prevent tracking when an employee is on personal time. Finally, maintain both equipment and records that pertain to GPS systems. Restricting access to these items will ensure privacy for the employee and continue a positive working relationship between employee and employer. The Use and Abuse of Social Networking SitesMost monitoring of employees is done electronically. Software programs are available to track time, content, and size of data being shared through e-mail or viewed on the internet alleviating the need for manual monitori ng. The electronic monitoring that is being conducted manually is in the main done through search engines or social networking sites. According to Mello (2012), an middling of 26% of human resource departments admit to using search engines firearm 18% use social networking sites to screen and disqualify applicants rather than go in them. Riego, et al. (2012) discovered reports that many employers were requesting job applicants to make login and password information to their social networking sites available during the interview process. This kind of monitoring of employees and applicants is not only evil to morale and trust by making individuals feel violated due to lack of privacy but also can leave cave in a wide range of legal issues.The American legal system currently does not adequately regulate privacy issues as related to modern technology (Evans, 2007). US law and courts struggle with current privacy laws to incorporate employees rights to adegree of privacy within suc h technologies and employers legitimate liaison, rights, and concerns in obtaining relevant information (Riego, et al., 2012). However, questions as to the motivation of an employers searches into private lives of current and potential employees could come into play. When the information obtained from such monitoring is not job performance related, speculation starts to rise on how the information gathered is going to be used.Despite the cost effectiveness and ease of this type of monitoring, ethical issues also arise. Employers defending the appropriateness of these searches argue on behalf of due diligence and the desire to provide the fit for both applicant and the company (Mello, 2012). They use their right of having a legitimate business interest as grounds for justification due to the cost of recruiting, hiring, and training employees being too high if the working relationship is terminated by both party due to an improper fit. Organizations also claim this use of monitoring on current employees helps expose misconduct in the workplace during work hours.Global StanceThe US is not the only country to confront dilemmas posed by breaches of privacy by employers due to modern technology. However, most countries focus on the dignity of privacy rather than the physical aspect (Reigo, et al., 2012). The dignitarian approach emphasizes the fundamental human right to privacy with respect to their personal life (Evans, 2007). Due to this approach, most employers in other regions of the world have allowed for a certain amount of digital private space in the work environment if properly labeled as such. Some countries have gone so far as to issuing guidelines for social networking minimise checks, recognizing that the employees and employer are not equally leveraged once information from such searches has been ascertained.The ability of the US to use foreign regulation on privacy issues as related to technology in order to draft one of its own is feasible. Disc losure to applicants and current employees of social networking monitoring, both before and after the search, should be required just as it is for a criminal and credit background check. Provisions for clear remedies and preventativemeasures against such intrusions (Reigo, et al., 2012) are an immediate necessity as more aspects of employees lives become digital.ConclusionUntil there are clear rules and regulations put into place concerning privacy issues in the digital age of the work environment, employees and applicants alike should be aware of the potential use of their electronic data. If employees and employers are both willing to respect one anothers need a mutual understanding can be easily reached. Employers have the right to know how their property is being used and where with the assistance of GPS tracking and software monitoring. Nevertheless, employers also need to recognize employees rights to maintain some shore leave in their personal life with concerns to their so cial media outlets.ReferencesEvans, L. (2007). Monitoring technology in the American workplace would adopting English privacy standards better balance employee privacy and productivity?. California Law Revie, 95(4), 1115-1149. Retrieved from Business cum have it off database. Mello, J.A. (2012). Social media, employee privacy and concerted activity brave new world or big brother?. diligence Law Journal, 63(3), 203-208. Retrieved from Business Source Complete database. Riego, A.D., Abril, P.S., & Levin, A. (2012).Your Password or Your Paycheck? A job applicants murky right to social media privacy. Journal of Internet Law, 16(3), 2-3. Retrieved from Business Source Complete database. Towns, D.M. & Cobb, L.M. (2012). Notes on GPS technology employee monitoring enters a new era. Labor Law Journal, 63(3), 165-173. Retrieved from Business Source Complete database.