Dichotomies in the Workplace Privacy Issues Essay

at that place is a genuine divergence of ideas from both the management and employees view on seclusion issues. Companies often times say and act differently with regards to workplace policies, and employees too founder opposing perspective on secretiveness expectations and their own actions. Employees should have a reasonable expectation of privacy, and the management should be clear and kind of those expectations. In context with privacy concerns, there is the difference in stating the indemnity and acting out the policy, and the expectations of employees privacy and how they act.The Thin Line There is no such specification of having no expectation of privacy in the workplace. (Rasch, 2006) If a company intends to provide the technology and services to its employees granting that it should be of and for corporeal transactions only, then employees must abide to it. But if there ar no policies articulated as such, personal transaction or communications must also be respect ed by companies. The termination of pass judgment privacy differs in purpose.For example, if personal transaction of an employee involves any suspicion on violation of laws, then the management can not protect the privacy of the employee because it can not resist any mandate of the law to act investigation on the employee. It is also related by the US independent Court that employers have the obligation to enter offices and desks of employees for legitimate work-related reasons wholly misrelated to illegal conduct.Lessons on Workplace Privacy Issues It all concludes to straightlaced address of the corporate rules and policies and the implementation of such. Both management and employees must state their expectation on privacy and defy the line on privacy issues as much as possible to avoid the great argument on workplace issues. If policies are made and implemented, then actions should reflect the extent the understanding of the situation.