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Employee Monitoring

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Employee Monitoring
Employee monitoring has been a topic of great debate for some time. Many employees feel that their rights have been infringed upon and as technology expands, employers have a lot more ways of monitoring their employees as well as a bigger responsibility to make sure employees are not leaking information electronically or just slacking off while they are at work. Employers now will begin monitoring an employee from the time they are screened for the job; social networking sites have made it a lot easier for an employer to look at the lives of the prospective employee to see if they feel that the person is a good fit for their company. Also many employers now will go and put monitoring software on their networks and computers so that they are able to see any information transmitted through their networks, such as e-mails, browsing history and chat sessions. Also an employer will take the time to monitor phone calls made from company phones as well as placing their employees on video surveillance.
In order to sustain abiding by the law and working ethically, employers have to take many precautions when monitoring employees so that they do so legally. One method that most people are aware of are the terms and conditions that you usually either sign off on in an employee handbook to send into corporate or are part of the application process in some cases. These terms and conditions essentially say that you are aware that your employer may monitor you without warning and are okay with this because you are given written consent at the time of applying or your orientation. Another method few employers incorporate that many more should take note of is actually verbally telling the employees that they are being monitored whether in a company memo, or verbally in a meeting, and explain the necessary reasons for this. These reasons could be

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