Employers Policies vs. Employee Rights

Employers Policies vs. Employee Rights

Many departments in the country and the world at large have banned the use of mobile phones. This is because these units have been considered to pose a great safety risk to the survival of human beings and if interfered with can cause a significant loss to the nation. These areas include the transport department which imposes very high penalties to drivers caught driving and at the same time operating their phones. Other places include areas considered to be at high risk of being explosive for instance fueling stations. However, many other employers have come up with their policies regulating the use of mobile phones, computers, and even the internet to the extent that they have compromised the privacy of employees. Not every employee in an organization should be trusted, but putting in place regulations that are going to harm the employees for the sake of gaining profit or making sure that the money paid to these employees is utilized to the maximum can be termed as being selfish.

Mobile phones have become notorious disruptions to many people in the modern world especially among the youths. It is said that they have become disruptive to the extent that they can pull an actor out of character or make an airplane remain in the ground (Friedman & Reed, 76). This, therefore, has resulted in many employees putting policies in place to regulate them.

Some of the policies that have been put in place by employers include monitoring of computers and workstations. This is enhanced by the development and installation of software that can record everything an employee is doing with an office computer even if it is personal. They can also monitor the time the employee was not on the computer or idle time (Friedman &Reed, 77). This is allowed since the employer would like to keep track of what their employees are doing and if they are doing it on the standard qualities.

However, most employers have gone to the extent of monitoring the emails sent by their employers. Most of these emails are personal information the employers are trying to share with their family members or even their doctors. In my opinion, monitoring of E-mails is way too much for employers. This is because it compromises the privacy of their employees.

Another policy employers have out in place is the monitoring of telephones. For an employer to monitor what their employees are saying on the phone about the business is advantageous to the company. This is because it will help them gauge the quality of services being offered and also the customer. This is called quality control and since these telephones are restricted to working in the office alone, listening to them as an employer does not compromise any privacy (Friedman & Reed, 77).

Another area that brings too much debate is monitoring of mobile phones. These are personal devices, which employers have the right to tap and listen to the conversations the employees are having. Employers should provide their employees with mobile phones to use for work purposes and not monitor their private phones (Friedman & Reed, 81). This is because, the employers can access the device, phone contacts, social media accounts, view pictures view chats and message among other things. These are private information and should not be obtained without the consent of the owner.

Finally, most organizations have free access to the internet. They, therefore, have put restrictions as to what should and shouldn’t be done with this internet. However, most employees have been using this internet for their personal use. Since the introduction of football betting sites, most of our young people have been using internet for the wrong purposes. Employers should monitor the internet usage per employer ant this is not a problem.

In conclusion, employers should be able to monitor and regulate the usage of mobile phones, computers, and internet by their employees. However, the level of monitoring should be limited and should not compromise the rights of these workers nor their privacy.

Works Cited

Friedman, Barry A., and Lisa J. Reed. “Workplace Privacy: Employee Relations and Legal Implications of Monitoring Employee E-mail Use.” Employee Responsibilities and Rights Journal, vol. 19, no. 2, 2016, pp. 75-83.

 

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