Employee Handbook Part 2

In today?s workplace privacy consequents ar a major concern to both the employer and its employees. This paper will call off the issue of privacy in the global workplace and take a crap suggestions on what privacy uprights issues should be addressed, as well as what the companys position should be in response to its privacy rights. alike discussed is how privacy protections limit a company?s liability and enhance employee motivation and productivity. This paper will also hear state, federal and international laws related to privacy and more or less of the ethical considerations to be addressed by employers.

Privacy issues and the company?s response the privacy rightsThe majority of employees expect to have a certain amount of privacy in the workplace. Nevertheless, there are times where the employer may have a justifiable conclude to monitor or investigate the employees within its organization. The following provides some business practices that may be imposed to assure the ingenuousness of the organization and the employees within the organization.

One privacy right that should be addressed is medicate testing. ?In a recent government study, 1 in 12 full-time American workers admitted to victimization illegal drugs within the last 30 days of active in the survey? (Klein, 2007, p. 14).



While controversial, legalized drug testing began on September 15, 1986, after President Regan signed into law executive Order (EO) 12564. EO 12564, made it illegal for Federal employees to use extramarital drugs even off duty (About.com, 2001). Employers have a right to insure that the work environment is free from illicit drug use. ?Employers have the right to expect their employees not to be high, stoned, drunk, or asleep? (American Civil Liberties Union, n.d.). The bottom line is job performance, if you cannot do the job, employers can fire you for drug use (n.d.).

Another issue to be addressed...

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