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