| The subject matter surrounding an employer's | | | | clear visibility with respect to company |
| right to information vs. an employee's right | | | | expectations before they ever show-up for |
| to privacy seems to be an ever proliferating | | | | their first day of work. Moreover there are |
| area of complexity and contention. The text | | | | normally human resources intake interviews |
| that follows will not delve into a discussion | | | | and initial training periods that go over |
| on the legalities of the issue, but rather my | | | | company policies in greater detail. Employees |
| opinions based upon personal experience and | | | | are normally well informed as to company |
| what I believe to be a common sense | | | | practices and have the ability to make an |
| approach.During my career I have been lucky | | | | informed decision with respect to whether or |
| enough to be both employer and employee, as | | | | not they desire to comply with said policies |
| well as to serve as a professional to both, | | | | for the compensation being offered in |
| and regardless of which role I have played my | | | | return.The bottom line in my opinion is that |
| opinion has never wavered with regard to the | | | | if an employee conducts themselves properly |
| subject matter at hand. It is this author's | | | | then they should have nothing to fear with |
| opinion that employment is a privilege and | | | | regard to being closely monitored. In fact, |
| not a right. A job is something an employee | | | | close scrutiny on the employer's part may |
| has to compete for to secure, as well as | | | | well be the invisible boundary that keeps an |
| perform up to certain expectations to retain. | | | | employee from doing something |
| It is effort expended on the employee's | | | | uncharacteristically wrong in a moment of |
| behalf in return for remuneration and the | | | | chaos or weakness.The above comments standing |
| privilege of remaining employed. A job is not | | | | on their own merit, people are only people |
| something to be viewed as a right of | | | | and will from time-to-time fall prey to human |
| entitlement.So why does an employer need to | | | | nature. I do believe that good employer's |
| have so much access to the personal | | | | weigh all sides of issues before rendering |
| information of its employees? The answer is | | | | decisions. An employee's full disclosure of |
| really quite simple...An employee is a direct | | | | past negative history or immediate acceptance |
| representative of the company and his/her | | | | of current wrong doing won't always guarantee |
| actions (either on, or in some cases, off the | | | | a favorable outcome, but it will in fact |
| job) are a direct reflection on the | | | | demonstrate contrition and understanding of |
| employer's brand, reputation and image in the | | | | the need for accountability while insuring |
| marketplace. Companies are in reality most | | | | that the employer had the opportunity to know |
| frequently judged upon the quality, integrity | | | | all relevant facts.Simply put, if as a |
| and character of their employees.Unless the | | | | potential employee you are not willing to |
| employer crosses a clear legal boundary all | | | | play by the employer's rules then don't take |
| is fair in the employer's pursuit of | | | | the job.Mike Myatt is the Chief Strategy |
| corporate protection. In my book drug tests, | | | | Officer at N2growth. N2growth is a leading |
| recording phone conversations, monitoring | | | | venture growth consultancy providing a unique |
| e-mail, web browsing habits and information | | | | array of professional services to high growth |
| stored on company computers are perfectly | | | | companies on a venture based business model. |
| acceptable measures for an employer to take | | | | The rare combination of branding and |
| in safeguarding the reputation and security | | | | corporate identity services, capital |
| of the enterprise.All reputable companies | | | | formation assistance, market research and |
| have employee handbooks, job descriptions and | | | | business intelligence, sales and product |
| or employment agreements that the employee is | | | | engineering, leadership development and |
| asked to read and sign prior to commencing | | | | talent management, as well as marketing, |
| work for the employer. These documents | | | | advertising and public relations services |
| clearly outline company practices, procedures | | | | make N2growth the industry leader in |
| and processes. All employees should have very | | | | strategic growth consulting. |