Employees should have an expectation of a right to privacy in the Research Proposal

Employees should have an expectation of a right to privacy in the workplace, e.g. electronic monitoring of computer usage, phone calls, video surveillance should be eliminated or restricted - Research Proposal Example According to Findlaw.com, the employment law entails all rights and commitments within the relationship between the employer and employee. This covers all aspects of the employees whether current employees former employees or job applicants. The law is emphatic on safety of the employee at the workplace in terms of privacy (â€Å"Findlaw.com†). Many employers would argue that monitoring of their employees by camera surveillance, computer monitoring, restriction of phone calls and emails is one way of increasing productivity of a firm, but this is only relative. Too much monitoring and supervision may create a situation where fear is instilled among the employees that their performance is retarded. In addition, employees may not be able to think on their own and bring new ideas, as they would always feel that they are subject to being controlled by their employer (Weckert, 2005). According to Findlaw.com, all employees have essential rights at the workplace, which range from the right to privacy, fair treatment, and liberty from discrimination. Employers would argue that monitoring their employees is not a form of discrimination, but looked at from an ethical point of view it is. For instance, an employer who monitors the use of personal phones or emails by the employees denies them the right to communicate to people outside the workplace. A point to note is that some messages may need to be delivered urgently. If employees are not allowed, receive their calls or the calls are vetted by the employer, this denies the employees their fundamental right to freedom. The right to privacy at the workplace entails freedom of keeping one’s own personal possessions, including bags and brief cases, and lockers which are accessible only by employees (Howard, 2006). Employees also deserve a right to be the only people who access their private emails. If the employer keeps on monitoring an employee’s personal effects such as email, the employees may even