Vandalay Case

I believe it is appropriate for an employer to gather data pertaining to the activities an employee engages in on employer-provided devices. For example, an employer has the right to collect data such as time spent on devices and websites or apps used during businesses hours. Furthermore, the employer also has the right to gather data from personal devices used at work or home on employer-provided networks. Employees are reportable to employers during business hours, since the employer is paying to do their job. Consequently, an employer is entitled to know what activities, websites, and time spent on personal devices on the business network. If an employee did not want to be invaded of privacy, she/he should not use personal devices at work

Technology has developed in leaps and bounds over the past few decades. The case is that the law always has difficulty keeping pace with new issues and technology and the few laws that are enacted are usually very general and obsucre. The main topic of this paper is to address the effect of technology on privacy in the workplace. We have to have an understanding of privacy before trying to protect it. Based on the Gift of Fire, privacy has three pieces: freedom from intrusion, control of information about one's self, and freedom from surveillance.1 People's rights has always been protected by the constitution such as the Fourth Amendment, which protects people from "unreasonable searches and

though IS has the capability to monitor and track employees’ personal details and footprints it should not

Technology allows employers to observe a lot of aspects of their staff place of working actions. While workers may feel that such observing is a violation of their confidentiality rights, many types of monitoring are permitted below the law. A preponderance of employers observe their workers. They are provoked by apprehension over proceedings and the rising role that electronic confirmation plays in lawsuits and government organization investigations.

Privacy has remained a concern in the world but there have been numerous cases regarding privacy in the workforce. Privacy among the work environment brings ethical dilemma of whether companies have the rights to monitor their employees email, computer and internet usage. When we think about workforce privacy, one worries about the email and internet information that is gathered from being monitored being used for good or bad with current issues regarding known companies’ employees and customer’s personal information being hacked.

Employers are taking advantage of this protection offered by our federal government and as more employees are being given the opportunity to utilize their employer's communications system, less areas of privacy are being afforded.

As an employee, what do we consider private? We can see everyone, including our co-workers, going through their daily routine, and its clear to spot that no one puts that much thought into the meaning of "privacy". Technology has been evolving ever since the first micro-chip, and with that, it gives people more of a free range to talk, share ideas and to even do their personal banking or finances across different platforms. On the front page of The American Civil Liberties Union (2016) about internet privacy, it states, "New technologies are making it easier for governments and corporations to learn the minutiae of our online activities. Corporations collect our information to sell to the highest bidder while an expanding surveillance apparatus and outdated privacy laws allow the government to monitor us like never before." We will be able to touch on all of this through the eyes of an employee as we look at 5 main aspects of internet privacy; Consumer Online Privacy, Social Networking Privacy, Cell Phone Privacy, Email Privacy and Cybersecurity all within one monumental case that is happening right before us; Apple vs FBI. We can see how they 're putting the customers privacy first and ethically trying to support the people.

In today's culture, social media is everything. People put their entire lives on social media. It is understandable why companies are antsy about the way their employees use the computer internally and externally. Some companies let their employees access their systems outside of work. In cases like this company secrets and information can be hacked and released to unknown sources. There is also, the issue of an employee sending inappropriate photos and/or emails to others while under the organization's system. The organization can be held accountable for harassment or any other inappropriate behavior. In William P. Smith and Filiz Tabak article, “Monitoring Employee E-mails: Is There Any Room for Privacy?,” they discuss that while an employee

With the rise of advanced technology, there arose the threat of surveillance and privacy invasion in the workplace. An employee, by the very nature of the employment relationship, must be subject to some level of monitoring by the employer. However, this monitoring has its limits. Rights of privacy primarily are related to organizational invasion of a person?s private life and unauthorized release of confidential information about a person in a way that would cause emotional harm or suffering (2). It is the

Employers are forced to balance internal controls, employee morale, and data security. In professional environments where employees have access to sensitive consumer information, the employer protect must protect against employee misuse while not appearing oppressive and creating negative morale. According to the search database at Privacy Rights Clearinghouse (2014), there have been 932,729,111 reported consumer data records intentionally breached by employees since 2005.

One of the most interesting, yet controversial areas concerning employment is that of privacy. Employers and employees alike are trying to discern what limits should a company have over intrusions into, and claims over employees’ behaviors and personal properties. The advent of the

It is argued by some that installing surveillance system in the workplace is advantageous to the company because the companies need to protect their company assets and trade secrets. This is because electronic surveillance prevents any intrusion, hacking or negative attempts to their computer systems. Indeed, Ball (2010) contends that “they want to protect corporate interests and trade secrets. Email, Internet monitoring and information access control are all deployed against risks of defamation,

It's another one of those days. You need is to cry and call your best friend to move on with your work day. But you won't because you're too embarrassed when your employer is listening and tracking your every move. You wish for just one moment of privacy but you're never alone even at your desk. Welcome to the future workplace of America.

In the private sector employees don’t really have much privacy rights as far as company tools to communicate go. Most employees conduct some kind of big brother surveillance through cameras, computer log information or badges swipe log. The employers spy because they have the right to protect their building and office equipment. Essentially security trumps employee privacy in the workplace. Most states do not have employee privacy rights. It 's also a good idea for employees to learn their employer policies so they can avoid getting fired for misusage. While employees may feel that this monitoring is a violation of their privacy rights, it is usually allowed under the law. Emails are considered to be company property if they are sent using the company 's computer system. Employers also have the right to track the websites visited by their employees and to block employees from visiting specific Internet sites. Employers can monitor telephone calls to and from their locations, but there are legal limits. All big and small corporations have some kind of security to oversee all online and telephone activity. It is a norm especially with the terror attacks and company sabotage that occurs.

The fact that the internet is becoming one of the major business components, it has become critical for firms to monitor how employees use it. Research indicates that a larger percentage of employers monitor how their employees use the internet while at work. Over the last one decade, the percentages of employers who have restricted their employees’ access to the company website have increased significantly. They prefer computer based monitoring arguing that computers can handle a large volume of data. Cangemi (2012) adds “CM systems use automated advanced analytics to sift through the large volumes of structured data, such as financial transactions, that comprise a large part of their big data” (p. 35). According to them, computer monitoring has become critical to reduce cases of critical information from the company leaking to unwanted third parties (Lyon, 2008). The rise of the internet has brought a chain of