The theme around an employer the right to freedom of information and right to privacy to be an employee seems to be an irresistible range of complexity and controversy. The text that follows will not delve into a discussion about the laws of the topic, but my opinion based on personal experience and what I think after a reasonable approach.
During my career I have had the good fortune to both employers and employees, as well as a professional, both serveand no matter what role I played in my opinion, never wavered in relation to the object in his hand. It is this author believes that employment is a privilege and not a right. A job is something that is working to secure the competitiveness, as well as keeping to carry up to a certain expectation. It is effort expended on behalf of the employee's remuneration and the privilege of the employees left. A job is not something to be regarded as a right to the right.
Sowhy employers need as much access to the personal data of employees? The answer is really quite simple ... An employee is (a direct representative of the company and his actions), either on or in some cases outside of work are a direct reflection on the employer brand, reputation and image in the marketplace. Companies are judged in reality most of the quality, integrity and character of their employees.
If the employer does not cross a clear statutoryProtection of the corporate boundary is all fair in the pursuit of the employer. In my book, drug testing, recording phone conversations, e-mail monitoring, Web-browsing habits, and information stored on company computers, perfectly acceptable for an employer to take measures to safeguard the reputation and the safety of the company.
All reputable companies have handbooks, job descriptions and / or employment agreements, which called on the workers to read and sign before the startWork for the employer. These documents clearly outline company policies, procedures and processes. All employees should have a very clear vision in relation to the expectations of firms before them always show up to the first day of work. Moreover, there are usually human host interviews and training periods that go beyond corporate policy closer. The employees are informed of the rule on business practices and have the ability to make an informed decisionRespect to whether or not they meet, "said desire is policy for the compensation offered in return.
The bottom line is my opinion, is that if an employee is not correct then runs with the reference to fear, should be carefully monitored. Indeed, close scrutiny by the employer may well be the invisible barrier that keeps an employee of something wrong in an unusual moment of chaos or weakness.
The foregoingon its own merit, people are only human and from time to time fall victim to human nature. I believe that good employers weigh all sides of issues before rendering decisions. An employee is full disclosure of past negative history or immediate acceptance of the current wrong do not always guarantee a favorable outcome, but it will prove, in fact, regret and understanding of the need for accountability at the same time ensure that the employer had the opportunityknowing all the relevant facts.
Simply put, if a potential employee, you are not willing to play by the rules of the employer, then you do not take the job.
Thanks To : ทำบุญวันเกิด katiehgrenz.blogspot.com
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