William Smith And Fiiliz Tabak

Did you know that 58% of employers have fired workers for Internet and email misuse? And 48% justify employee video monitoring as an effort to “counter theft and violence?” According to the “2007 Electronic Monitoring & Surveillance Survey” of which 304 U.S. companies participated in, computer-monitoring results have led to the highest cause of employee termination. These companies used several tactics to eavesdrop on employees while claiming to be managing productivity or for security purposes. Some argue that surveillance is absolutely necessary to help protect and grow a business; others argue that employee and customer rights come first. However, companies that use such tactics often violate the privacy of individuals, exploit their private information and even punish those that do not conform to their standards.

There are times where you want to have a fresh start in a new place for many different reasons. John Smith and William Bradford were originally from England and came to settle in America and were very successful in their own ways but also had challenges. They both came to the new world for opportunities. William Bradford and his people were trying to look for religious freedom away from England and, they believed in God and predestination. Smith came to Jamestown in Virginia and was looking for land and many riches to make more money and to take back to his home land and, at the time tobacco was a big thing.

Reading William Cronon and Neil Smith, I came to understand that each of the two authors introduces us to a different approach of human conceptual relationship with nature. In The Trouble with Wilderness, William Cronon speaks about how we reject our responsibility toward nature and the potential danger existing in our conception of wilderness (or nature).  On the other hand, Neil Smith in The Production of Nature introduces us to how humanity transforms the nature in the process of producing commodities.

The purpose of this literary review is to enlighten my viewers of the importance of the ethical idea of companies crossing the lines of business with your personal life, when involving social media accounts. Most of my research has operated from the ATU library using the find it tool. Furthermost, the researched information use was from peer-reviewed research journal. I will discuss includes social media cons in the work environment, if it is ethical to get fired over a post, and laws that protect both parties. Social media includes an assortment of electronic communications—most commonly networking sites such as Facebook, LinkedIn, Myspace, Pinterest, Instagram, and the likes thereof. Social media also covers all forms of blogs, including Twitter (a micro-blog), wikis, online journals, diaries, personal newsletters, and World of Warfare and YouTube also are included under the umbrella term of social media (Lieber 2011).

Also to surf on to gain knowledge about new technology or business processes. Some of the employees may misuse this by using the internet to have their social networking websites- wasting their working time and hence the organizations time. This is why certain policies are made to avoid the abuse of company resources. Some companies avoid this by giving limited access to their employees like 100MB of data per day. If at all the person exceeds the limit he/she has to be ready to answer for what purpose he has done so. Some companies block the sites and given limited network access to their employees. Downloading the content or any resource of the organization in the PC or Laptop is prohibited as they are copyrighted with the organization. Any act of defaming the organization or its employees or its customers should not be posted on the internet. Using of any pirated software or downloading the pirated content by using office internet is also prohibited as it is against the laws made by the government and this leads to face legal issues for both organization and the

A policy on employee and computer monitoring will also help reduce the potential for legal liability that might arise out of the actions of the employee for electronic communications that can be found to be in violations of the laws related to workplace discrimination, harassment, and obscenity as well as those involving intellectual and trade secrets property rights. (Stephen D. Lichtenstein, p.2) Federal and state laws impose upon the employers the obligation to provide policy that will protect employees against sexual harassment or workplace discrimination. It is not sufficient that the company proves that it acted on the complaint of an employee against another employee. The conduct of an investigation will also not

With the advancement of technology employers are now able to store access and monitor employees’ actions on company computing systems. In 1986, The Electronic Communication Privacy Act (ECPA) was introduced which disallow the intentional interception of “any wire, oral or electronic communication”, it provides an exemption that permits right to monitor employees in the course of business (Beesley, 2012). According to the act, if the employee is using equipment owned by the employer then employer is allowed to monitor an employee’s use of computer or phone for a valid reason. Also, if employer has obtained prior written consent from employee to monitor employee computer usage then they are legally authorized to do so.

Employer monitoring is often seen as an intrusion of privacy for many employees. Companies observe their people in various ways from online usage, social media and emails. Furthermore, organizations now have policies and procedures in place that outline how much accessibility they have to what their staff view and write on company time. The top reasons employers say they monitor is to keep the personnel safe, determine how work is being done and to deter disgruntled employees from giving away company secrets (Mello, 2012).

“Employee privacy has become a greater concern as more and more employees have turned to the Internet and other electronic media to communicate both on and off the job. ... Employers can generally search through anything that happens on company computers” (Employee

The age of “technology” has changed communication in both our personal and professional lives with the advent of social media. Facebook, Linkedin, Twitter, and others have global connections to the external world. The readiness of I-pads, laptops and smart phones has provided both the individual and organizations alike to have instantaneous engagement to a broad and large audience over one or all of the social media networks. The relationship between the employee and the organization can be tested if company social media policies are to broad or restrict the employee’s rights under the labor laws protected by the National Labor Relation Act (NLRA) under Section 7 and Section 8. On the other hand, the organization is seeking

The Internet creates an interesting predicament, with many employees utilizing it at work on a daily. The main concern is whether communication and information by way of the Internet should be monitored; this concerns both business and personal communications at work. This issue of employees and the Internet at work is a concern of many employers and managers, because in most cases it affects productivity. These days some employees have taken the use of Internet at work to an even more unethical level of viewing explicit content on work computers and this raises even more red flags for work computers to be monitored and have restrictions.

Employee monitoring has been on the rise since the boost for technology in the business world. Different Organizations engage in monitoring of employee’s to track performance and to avoid legal liability, protect business secrets and to address other concerns such as security. Certain monitoring practices are not upheld by employees because of the downfall it has on their satisfaction of privacy. Employers typically must not show some of their private monitoring duties while in the workplace, but how much monitoring they can do can become a huge issue when it’s invading natural privacy rights. There is a debate raging on whether it is moral, ethical and legal for employers to monitor the actions of their employees. Employer’s believe that monitoring is a sure thing because it encourages positive behavior and discourage illicit activity and to limit liability. Although, with this problem of monitoring of employees, many are experiencing a negative effect on emotional and physical stress including fatigue and lack of motivation within the workplace. Employers might choose to monitor employee’s activities using surveillance cameras, or may wish to record employee’s activities while using company owned computers or telephones. Courts are finding that disputes between workplace privacy and freedom are being complicated with the forward move in advance technology as traditional rules that govern areas of

Human Resource managers always attempt to trend lightly when it comes to employee privacy rights because there is always a potential for litigation when employees have been disciplined or any terminated because of remarks posted on social media websites. According to a report by the American Management Association, more than a quarter of employees have fired workers for misusing email, and about a third has fired workers for misusing the internet. This happened because employers were allowed to monitor any and all email communications that employees sent from work computers. However, recent court rulings have limited employer’s rights somewhat to the employers own emailing or electronic communication system not email send via outside email systems such as your private email accounts with yahoo, Gmail or even AOL.

In today’s working world, there are almost no boundaries anymore between the technologies employees used for business and the ones used for pleasure. In fact, 64% of employees say they use the Internet for personal interest during working hours (Office Slacker Stats, 2015). Not to mention, advances in technology have helped employers utilize new forms of employee monitoring. Employee monitoring has emerged as a necessity to every workplace environment and yet it is still a very controversial issue due to the widespread use of technology. Lim (2002) mentions that,

This research examines the risk associated with employees accessing social networking sites from the workplace. It explores employer concerns over what employees say on these sites and what malware employees bring into corporate networks. It also looks at problems with unwanted attention brought to companies by employees posting derogative information about the company and coworkers. The biggest problems with posting on social networking sites is terrorist use them to select targets. Coupled with military members loosely posting vital information on these sites national and corporate security are at risk.