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dc.contributor.authorBlanchard, Olivia
dc.date.accessioned2020-11-12T17:11:23Z
dc.date.available2020-11-12T17:11:23Z
dc.date.issued2016-05-10
dc.identifier.other8652829
dc.identifier.urihttps://hdl.handle.net/1813/73010
dc.description.abstract[Excerpt] If freedom comes with responsibility, then the spate of new tools enabling employee surveillance calls for careful consideration among HR leaders. Although court rulings will eventually provide more legal guidance on the issue, as strategic business partners HR departments must reach their own conclusions about how to integrate employee tracking technology. Given the generally employer-friendly legal environment of the United States, American companies will likely have relatively free reign to monitor employees as they see fit, with the understanding that employees can simply find work elsewhere if they feel their privacy is being threatened. Despite the relatively lax legal constraints on employee monitoring, HR leaders are recognizing that the value of monitoring technology should be balanced with potential drawbacks, both ethical and strategic.
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.subjectemployee privacy
dc.subjectemployee surveillance
dc.subjectmonitoring technology
dc.titleEmployee Privacy In Light of New Technologies: An Ethical and Strategic Framework
dc.typearticle
dc.description.legacydownloadsCHRR_2016_Blanchard_Employee_Privacy.pdf: 547 downloads, before Oct. 1, 2020.
local.authorAffiliationBlanchard, Olivia: lob9@cornell.edu Cornell University


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