Employee privacy has been an essential topic in the business world raising diverse reaction from employers and employees. Most employees believe that they have a right to retain the privacy of their lives involving their outside reactions as such relations do not affect their work performance. This belief is, however, different from that held by most employers who are of the thought that such relations and actions affects the performance level of the employees thus should be citizen and analyzed. This includes monitoring of the electronic relations and behavior of the employees in social media such as Facebook, twitter and other social networks. It is essential for employers to keep track of such behaviors as they define and affect the performance of the employees. Another important consideration is the romance of employees among fellow employees in the work place. Such behavior is prohibited in most organizations ads it determines the efficiency and work relations especially on cases of disagreements (Walsh, 2013). It is, therefore, right for management to interfere with such privacy rights of the employees as some cases requires their intervention and articulation especially when building team work.
Most employment contracts are vividly indicate that employees should remain honest to the management and keep off drug consumption behavior. In signing such contracts, the employees are, therefore, agreeing to an infringement of their rights to privacy by their seniors. Drug taking by employees affects their efficiency and capability of working to their best thus should be monitored by management and necessary action taken when such cases are reported. It is also essential to retain honesty within the organization as this determines the performance of organization and transparency (Twomey, 2010). Dishonesty of employees even on their personal lives has a way of trickling down to the organization thus affecting their performance. It also raises incidences of theft and incompliant behavior in the organization thus management has a right to interfere with such private matters of the employees.
There are some circumstances in which the employer has the right to monitor the employees’ behavior. This involves cases when a court of law has raised an issue which involves the employee and non-compliance to the law. Such cases involve infringement of other people’s rights, fraud cases or theft. The employee is given the right to monitor the behavior of the employee either on social networks, phone calls or any relation of the employee with outsiders. Such information is, however, confidential and retained for presentation as evidence in the court of law for action to be taken on the employee.
In some cases employees behave in such manners as to sabotage the performance or profits of the organizations. The management in such cases has the right to monitor the actions and financial issues of the employees in a bid to correct such mistakes. When an employee is suspected of defrauding the organization large sums of money, the employer has the right to monitor his behavior to access the extent of such theft (Castro & Hendrickx, 2002). This also happens when the employee is suspected of diverting customers or third parties for their own benefits. This is contrary to the conflict of interest rule which most organizations have for their employees. In such a case, an employer has the right to monitor the behavior of the employee and discover the extent of such divergence.
Castro, C., & Hendrickx, F. (2002). Employment privacy law in the European Union: Surveillance and monitoring.
Twomey, D. P. (2010). Labor & employment law: Text & cases. Mason, Ohio: South-Western Cengage Learning.
Walsh, D. J. (2013). Employment law for human resource practice. Mason, OH: South-Western Cengage Learning.