Ethics Of Monitoring Employees

Employee monitoring can be a useful tool for employers who have employees that may be violating their user access agreement. According to the Electronic Communications Privacy Act, the computer system that the employer provides is owned by the employer and therefore the employer is free to monitor almost everything that computer system is used for. This can include the employee’s internet searches, emails[,] and even keystrokes being monitored. Some employees may feel violated that they can be monitored to such an extent, however, if an employee is using their employer’s equipment, they should expect limited privacy. Employees should always familiarize themselves with all user access agreements and employee code of conducts that they are

Employers may choose to monitor employees to protect the company for the following reasons. “Monitoring advocates provide three basic justifications: (a) protecting the firm from liability risks, (b) protecting company assets, and (c) ensuring job performance.” (Smith, W. P., & Tabak, F. 2009). If an employee engages in illegal activity on the computer system assigned to them, this could create liability risks for the employer. This is why it is necessary for employers to have employees sign user access agreements and at times, to also monitor employee’s activities. A company also wants to prevent assets being made public knowledge without their permission. This could be pertinent for a company that deals with sensitive information. Ensuring job performance can be handled many ways. There are such practices such as extensive job training, performance improvement plans[,] and micro-managing, to help assist with ensuring job performance. Employee monitoring is another way for an employer to ensure job performance. If a supervisor or manager suspects that an employee is not spending their time on their computer system, productively working, then monitoring that employee’s use of the computer system is a useful tool, to ensure job

There are many ways that employees can be monitored by their employer. This can include drug testing, personality testing [,] and control over the employee’s email, phone calls[,] and internet usage (Mateja, G. 2017). If an employee is believed to be using drugs, they can be referred to a doctor for drug testing and if found to be using, this could be grounds for termination. Email and computers can be monitored for all user activity and the employer can discover what their employee is doing throughout the workday. Telephones may be monitored for outgoing/incoming calls, times[,] and dates of calls made and/or received and the duration of the conversation. Employees can also be routinely monitored on their work performance. This can include the manager discussing the employee’s work with them in the employee’s presence or the manager may choose to view the employee’s work, when the employee is not present. Another way of monitoring an employee’s work is using checklists or requesting written reports by other employees in the office such as other managers or supervisors. (Amsler, G. M., Findley, H. M., & Ingram, E. 2015). Since there are many ways an employee can be monitored in the workplace, an employee should be sure to adhere to all policies and procedures of the company they work for, to be sure that all rules and regulations are being