Technology and the internet have had a positive influence on our capability to do more work te less time. Reminisce when cell phones were just for talking? Now cell phones are basically pocket sized computers. Of course wij have also moved on from dial вЂ“up internet to broadband and wifi internet connections. Texting and email have all but substituted the landline telephone conversation. The capability to do more has resulted te enhanced requests at the workplace. Show expectations have enlargened due to the enhanced abilities to accomplish reports, develop presentations, and communicate on the go. Advances ter technology have permitted employees to be able to keep up with thesis enhanced requests.
There is always a chance of some negative influence with any advance te technology. Use of the internet for individual business is one of those negative aspects for employers. Private internet usage at work is a major punt that employers have to overeenkomst with te an effort to maintain productivity. Employers now have to guard against employees wasting precious time (and money) on the job. Checking private emails, shopping online, fantasy football and internet games all contribute to time wasted te the workplace. Social networking has also played its part te lost productivity. Facebook, Twitter, and Instagram are good sources for information and news but have also bot used spil a source of workplace entertainment. Unluckily, employees have also used the office pc for online dating and watching adult content. It all adds up to hours upon hours of wasted time and productivity. It also translates to millions of dollars of lost profits.
Te addition to lost revenue and productivity, inappropriate internet activity can also pose major liability issues for employers. Clicking inappropriate linksaf and websites spil well spil passing on questionable emails can waterput rekentuig systems at risk for viruses, which can cause a loss of confidential information and serious harm to rekentuig systems. Irresponsible employee behavior can also be costly because they make companies inerme to lawsuits among other forms of disciplinary activity for offensive behaviors.
Most employers don’t mind if employees spend a little time on the internet for individual reasons (emphasis on вЂњa littleвЂќ time). However, a clear policy vereiste be established to prevent manhandle. Employers also have the right to waterput measures ter place to prevent or reduce employee waste. Thesis measures are supported by the Electronic Communication Privacy Act (ECPA). Thesis measures also provide employers with the authority to take disciplinary deeds against employees for violating company internet policies.
So do employees have any privacy rights at work? Most court cases involving employee privacy rights te regard to internet privacy seem to lean toward the side of the employer. Employees should anticipate that everything they do on the pc will be monitored and is subject to being reviewed.
Electronic Communications Privacy Act
The Electronic Communications Privacy Act of 1986 or ECPA wasgoed originally proposed to suggest citizens protection against unlawful invasions of privacy. It is the only government act that protects employee confidentiality. However, there are a duo of major exceptions to this act that permits employers the freedom to maestro workplace electronic communications.
The very first exception permits employers to educador employee activities for work related issues.
The 2nd significant exception is that companies have the authority to pedagogo electronic transactions when employees are informed that they may be monitored. Thesis loopholes have basically eliminated any reasonable expectations of workplace privacy. Courts have consistently ruled ter distinción of employers ter cases involving email and internet monitoring.
Smyth vs. The Pillsbury Company
This case involves an employee who wasgoed fired after sending a series of menacing emails. Smyth sued the Pillsbury Company for wrongful termination. Smyth alleged that the company informed him that his emails would be private. The court dismissed the case and found that there should be no realistic expectation of privacy despite his employer’s assurance of email security. The employer’s right to protection from liability took priority overheen the employee’s right to privacy.
Blakey vs. Continental Airlines
This case emphasizes the importance of monitoring employee activity. The Fresh Suéter Supreme Court ruled that the company could be held responsible for sexually inappropriate emails sent on a company’s network. The court also asserted that the company’s laptop network wasgoed considered an вЂњextension of the workplaceвЂќ and that organizations have a responsibility to ensure that the work environment is free from harassment.
Cases like this make it critical for companies to preceptor employee behavior and take activity before it gets to this level. A clear set of policies and procedures need to be established to manage rekentuig activity and make employees accountable for their behavior.
Freedom of Information Act
The Freedom of Information Act (FOIA) asserts that anyone may request to obtain records from any federal agency excluding records that are specifically protected from the public. Keep ter mind that FOIA requests can also be requested from state and circunscrito agencies. Any email or internet activity by public employees is subject to public exposure. The news media often makes thesis requests when there is a high profile case involving public officials and employees. Any electronic communications or documentation may be requested. It is especially significant for public employees to be careful about online activities, spil public employees tend to receive more scrutiny than employees ter private companies. It’s significant to emphasize that all electronic communication is subject to FOIA request. This includes private instant messages (which indeed aren’t private) and text messages. They can be pulled and included ter an investigation.
My advice is if there is any doubt, wait until you’re outside of the office. Te this age of brainy phones and tablets, there is indeed no need to even take the risk of using the office pc for individual use.
Employers also need to develop a clear rekentuig and technology usage policy. Initial training during the hiring process and ongoing training should be suggested spil a onveranderlijk reminder. Employers should also have employees sign off and acknowledged that they were informed of the policy for future reference. Merienda employees are made aware of the monitoring policy, they knowingly give up any protection from privacy on a workplace pc.