Employee Privacy Case Study

In this case, the employee had the right to assume that he would have privacy because he had an office that needed a key to access it and an employee created password to have access to his computer. This assume privacy was extended to the employee’s personal items held within his office also. Moreover, the company’s computer which the employee created a personal password to access, held privacy documents etc. within it. Furthermore, the employee had the right to assume that he would have privacy but that privacy does not extend to the right to violate the employer’s policy, rules and/or regulations nor violating the laws that protect children from harm.
The privacy of all personnel information held within an employer’s database are protected and controlled by a number of federal statutes. The employee has the basic rights that protect each employee privacy so that their information is not shared without their prior knowledge or with any outside company. Moreover, employees may not like that their computer, email and/or internet use is monitored and stored with the company’s database, but the employer has the rights to know how its equipment

The employer was right to protect itself from liability of an employee who’s not conducting him or herself according to the company’s policy, rules and regulations. Moreover, in this case, Mr. Ziegler has stated that his expected privacy as an employee was violated because his office was entered and information obtained without his consent. When his behavior within the employer’s space, upon the employer’s equipment and use of the employer’s internet services was in violation of the employer’s policy, rules and regulations. Furthermore, non-compliance on the employer’s part when the FBI agent requested more information, would have place the employer in position to be investigated by the FBI and possibly receive charges for noncompliance to a federal