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dc.contributor.authorMika, Karin
dc.date.accessioned2020-11-12T17:11:20Z
dc.date.available2020-11-12T17:11:20Z
dc.date.issued2012-09-22
dc.identifier.other3396576
dc.identifier.urihttps://hdl.handle.net/1813/73000
dc.description.abstract[Excerpt] This article will examine issues as they relate to the privacy of employees' lives given that nearly everything can be discovered by some form of electronic monitoring. It will posit that most laws as they exist today do little to apprise either the employer or the employee as to what type of electronic monitoring of personal communications is acceptable. It will further propose that most employer policies related to scrutinizing employee electronic communications are vague and unsuitable. The article will conclude that, given the leeway employers tend to be given (often justifiably so) in monitoring employees there is little chance that we will soon see any standardization of laws regarding what can be done with electronically obtained information. Because of this, the author asserts that, given the vague state of the law, employers need to devise effective monitoring policies in order to strike a balance between their interests and the privacy interests of their employees.
dc.language.isoen_US
dc.rightsRequired Publisher Statement: © Cornell HR Review. This article is reproduced here by special permission from the publisher.
dc.subjectHR Review
dc.subjectHuman Resources
dc.subjectHuman Capital
dc.subjectTechnology
dc.subjectPrivacy
dc.subjectCommunication
dc.subjectEmployee Monitoring
dc.titleThe Benefit of Adopting Comprehensive Standards of Monitoring Employee Technology Use in the Workplace
dc.typearticle
dc.description.legacydownloads9_22_12_The_Benefit_of_Adopting_Comprehensive_Standards_of_Monitoring_Employee_Technology_Use_in_the_Workplace.pdf: 451 downloads, before Oct. 1, 2020.
local.authorAffiliationMika, Karin: Cleveland-Marshall College of Law / Cleveland State University


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