Please Read the following and answer the question in bold. type response please,
ID: 348958 • Letter: P
Question
Please Read the following and answer the question in bold. type response please, Thank you.
As with many areas of rapid advancement, the law often lags behind the actual situation that exists with regards to technology and privacy in the workplace. In this case, we must be guided by ethics alone.
As an HR professional who can guide workplace policy, where would you draw the line between privacy and employee monitoring in order to best balance concerns of all stakeholders? What factors should be taken into account for any law regarding this subject?
Explanation / Answer
Employee monitoring must only be upto the work and the time after the employee leaves from the office is their personal. HR must make sure that they do not involve in the personal life of employees. While monitoring their performance they must only consider what they do during the owrk hours. Th epersonal information taken if any must be safeguarded under high security and must not go out under any circumstances. While making laws for this we need to make sure that those laws will not effect the personal life of the employees and thier families. Time constraint smust be mentioned in the law without fail so that beyond that time the employee need not follow that law.