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Dichotomies in the Workplace Privacy Issues Essay

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There is a genuine divergence of ideas from both the management and employees view on privacy issues. Companies often times say and act differently with regards to workplace policies, and employees also have opposing perspective on privacy expectations and their own actions. Employees should have a reasonable expectation of privacy, and the management should be clear and considerate of those expectations. In context with privacy concerns, there is the difference in stating the policy and acting out the policy, and the expectations of employee’s privacy and how they act.

The Thin Line There is no such specification of having “no expectation of privacy” in the workplace. (Rasch, 2006) If a company intends to provide the technology and services to its employees granting that it should be of and for corporate transactions only, then employees must abide to it. But if there are no policies stated as such, “personal” transaction or communications must also be respected by companies. The extent of expected privacy differs in purpose.

For example, if personal transaction of an employee involves any suspicion on violation of laws, then the management can not protect the privacy of the employee because it can not resist any mandate of the law to perform investigation on the employee. It is also related by the US Supreme Court that employers have the obligation to “enter offices and desks of employees for legitimate work-related reasons wholly unrelated to illegal conduct”.

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Lessons on Workplace Privacy Issues It all concludes to proper address of the corporate rules and policies and the implementation of such. Both management and employees must state their expectation on privacy and defy the line on privacy issues as much as possible to avoid the great debate on workplace issues. If policies are made and implemented, then actions should reflect the extent the understanding of the situation.

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