Since we are deep diving the security policies this week, I would like to discuss the business internet/email policies. Some organizations keep an eye on it's employee, what they are doing during and off work.Monitoring has both benefits and impact to the organization and employee. I am discussing some legan and ethical issues of an employer being able to monitor the computer use or email use of an employee.
As we all know, the Company owns the rights to all data and files in any computer, network, or other information system used in the Company. It also reserves the power of retrieving the data sent or received by the employee using the company internet access or company’s property. The company has always closed monitored in its employees and to all data and files sent or received either personal or professional. Employees must be fully aware of the discipline of the company. They must know that the electronic mail, messages which are sent or received though the company’s internet or web base application can be traced and view by the company officials at any time without any notice. There is no expectation of privacy in any information or activity conducted, sent, performed, or viewed on or with Company equipment or Internet access (www.twc.state.tx.us). It is completely clear that using of the internet at office by the employees during the working hour is totally unacceptable, however I believe that there is always a pros and cons for such kind of cases.
Employers has started to put close monitoring on their employee due to excess increase in cyber loafing and lawsuits through the new inventive technologies. At the same time both parties are clear regarding the ethical implications of constant monitoring. The company does monitoring on its employee’s action to closely monitor the work productivity and the efficacy. At the same time monitoring also helps to track the actual amount of time they spend on the work and or sitting idle.
Computer monitoring also allows the employer to keep records of the employees’ performance, and provides the information required to set the company’s performance standard and helps in the appraisal review process. Not only this it also allows the employer to keep closer look on the employees’ access to information about their own level of performance and also give an access to employees to judge their own level of performance. It also helps to create the flexibility in work location by allowing the employee to telecommute or" flex time".
On the contrary, Employer feels the pressure of working under the hostile environment and feeling of invasion in their territory. Because of the unfriendly environment the productivity of the company might not meet the company’s standard. Monitoring is intrusive and has a high potential risk for abuse in the companies’ employer (Mishra & Crampton, 1998). Since the employees can have direct access to track of each and everything they can use it against the employee. The monitored employees are also likely to have less control over their jobs, monitor work load pressures, more arguable interaction with the customers and less fairness of their work. With the major increase in stress it has also been found employee reporting the psychological and physical health issues.
Works Cited
Department of Health and Human Services. (n.d.). Security Standards: Technical Safeguards. Retrieved October 06, 2015, from http://www.hhs.gov/ocr/privacy/hipaa/administrative/securityrule/techsafeguards.pdf
Mishra, ,. J., & Crampton, S. M. (1998). EMPLOYEE MONITORING: PRIVACY IN THE WORKPLACE? Retrieved from http://faculty.bus.olemiss.edu/breithel/final%20backup%20of%20bus620%20summer%202000%20from%20mba%20server/frankie_gulledge/employee_workplace_monitoring/employee_monitoring_privacy_in_the_workplace.htm
www.twc.state.tx.us. (n.d.). INTERNET, E-MAIL, AND COMPUTER USE POLICY. Retrieved from http://www.twc.state.tx.us/news/efte/internetpolicy.html
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