The article states about the economic factor in America. It sensitizes on the justice the workers in America should be given. The article talks about how the workers in America are treated with injustice. This is shown well when the article starts by, "If the laws of economics were enforced as strictly as the laws of physics, America would be a workers' paradise." Visit the article in this link: http://barbaraehrenreich.com/workersrights.htm.
Employee Rights in the Workplace
The idea of employee rights involves many complex issues. An employee’s right to a workplace free of discrimination and harmful environmental factors is obvious. Yet, other issues surrounding privacy, personal expression, and communication monitoring are not as clear-cut. While employees may feel that they have the right to express their opinions and use business communications while working, not only may they be fooling themselves but they are acting in a way that is unethical. While businesses do not have the right to control employee behaviors outside of the workplace, they do have the right to monitor and control communications and employee actions during paid time. As such, employees have the right to reasonable expectations in terms of communication, yet cannot (within limits) ethically demand a right to privacy, private communication, or personal expression while they are utilizing business property or on business time. Workplace privacy has been a hot issue in the last decade, as more and more workplaces incorporate email and Internet-use into the office environment. Many employees now use email and the Internet daily, not to mention the telephone (Nord, McCubbins, & Nord, 2006). With high volumes of communicatio
employee privacy rights in the workplace
Often the issues regarding privacy rights in the workplace focuses on employee rights to privacy in the workplace . Most advocacies support employee rights and criticize the efforts of companies to...
...Warning: This Is a Rights-FreeWorkplace
The New York Times, March 5, 2000. If the laws of economics were enforced as strictly as the laws of physics, America would be a workers’ paradise. The supply of most kinds of labor is low, relative to the demand, so each worker should be treated as a cherished asset, right? But there have been [...]
The New York Times, March 5, 2000.
If the laws of economics were enforced as strictly as the laws of physics, America would be a workers’ paradise. The supply of most kinds of labor is low, relative to the demand, so each worker should be treated as a cherished asset, right? But there have been only grudging gains in wages over the last few years, and in the realm of dignity and autonomy, a palpable decline.
In the latest phase of America’s one-sided class war, employers have taken to monitoring employees’ workplace behavior right down to a single computer keystroke or bathroom break, even probing into their personal concerns and leisure activities. Sure, there’s a job out there for anyone who can get to an interview sober and standing upright. The price, though, may be one’s basic civil rights and — what boils down to the same thing — self-respect.
Not that the Bill of Rights ever extended to the American workplace. In 1996, I was surprised to read about a grocery...
...should be treated as a cherished asset, right? But there have been only grudging gains in wages over the last few years, and in the realm of dignity and autonomy, a palpable decline.
In the latest phase of America's one-sided class war, employers have taken to monitoring employees' workplace behavior right down to a single computer keystroke or bathroom break, even probing into their personal concerns and leisure activities. Sure, there's a job out there for anyone who can get to an interview sober and standing upright. The price, though, may be one's basic civil rights and -- what boils down to the same thing -- self-respect.
Not that the Bill of Rights ever extended to the American workplace. In 1996, I was surprised to read about a grocery store worker in Dallas who was fired for wearing a Green Bay Packers T-shirt to work on the day before a Cowboys-Packers game. All right, this was insensitive of him, but it certainly couldn't have influenced his ability to keep the shelves stocked with Doritos. A few phone calls though, revealed that his firing was entirely legal. Employees have the right to express their religious preferences at work, by wearing a cross or a Star of David, for example. But most other forms of "self-expression" are not protected, and strangely enough, Green Bay Packer fandom has not yet been recognized as a legitimate...
...during the early 2nd century AD, possibly as early as the year 105 A.D., by the Han court eunuch Cai Lun, although the earliest archaeological fragments of paper derive from the 2nd century BC in China.
The modern pulp and paper industry is global, with China leading production and the United States behind it.To make pulp from wood, a chemical pulping process separates lignin from cellulose fibers. This is accomplished by dissolving lignin in a cooking liquor, so that it may be washed from the cellulose fibers. This preserves the length of the cellulose fibers. Paper made from chemical pulps are also known as wood-free papers–not to be confused with tree-free paper. This is because they do not contain lignin, which deteriorates over time. The pulp can also be bleached to produce white paper, but this consumes 5% of the fibers. Chemical pulping processes are not used to make paper made from cotton, which is already 90% cellulose.
The microscopic structure of paper: Micrograph of paper autofluorescing under ultraviolet illumination. The individual fibres in this sample are around 10 µm in diameter.
There are three main chemical pulping processes. The sulfite process dates back to the 1840s, and it was the dominant process before the second world war. The kraft process, invented in the 1870s and first used in the 1890s, is now the most commonly practiced strategy....
...Privacy Rights in the Workplace
Employee privacy rights have been the topic of great debate in recent years. This essay will examine: the definition of privacy, employers rights to access activities done in the workplace, to whom the resources such as time and equipment belong, and employee monitoring as an invasion of privacy or a performance evaluation tool. These are the core issues of the employee privacy rights controversy. Employee privacy rights should only be applicable to the personal activities that must take place during working hours. Activities occurring on company time are the property of the employer, and therefore, are not the private property of the employee. Employee privacy rights in the workplace should be minimal.
The common law of the United States of America does not speak directly on employee privacy rights, rather to a tort based on the invasion of privacy. A tort is defined as a type of law that doesn't subject the transgressor to criminal penalty but allows the infringed party to seek compensation (MontanÞa, May/June 2005). The invasion of privacy tort is defined as:
One who intentionally intrudes, physically or otherwise, upon the solitude or seclusion of another or his private affairs or concerns, is subject to liability to the other for invasion of privacy, if the intrusion be highly...
Our world of technological advances is growing day by day. So much so, in fact, that new laws are created to help determine the legal responsibilities and actions to be taken if an incident occurs. The advantages and disadvantages of monitoring and being monitored will be discussed. Some of the laws that represent the employer and employee as well as why an employer would want to monitor an employee will also are discussed. Although employee monitoring is beneficial to an employer for a variety of reasons, it is better for an employer to leave an employees’ private life away from the workplace private.
Employee Privacy Rights in the Workplace
The Eye That Is Watching
Employee monitoring is becoming more widespread throughout the United States. There are various methods of employee monitoring being used. A few of the monitoring methods are video cameras, Internet wiretapping, global positioning system (GPS), electronic eavesdropping, and biometric identifiers. With the use of video cameras, W.T. “Ted” Sandlin states, “surveillance means only extension of the eye” (Frankel, 1996, 2).
Employers can use video cameras for different reasons. They use cameras for watching people who shop in case a shopper takes something without paying. Cameras can also be used above cash registers in case employees steal money. Video cameras have been used for so many years and by so many...
...The issue of privacy is a big concern in the workplace. With the expanding of new technology, many employees are concern about his or, her privacy in the workplace. Employees have the right to go to work knowing that his or, her employer will not invade their privacy. The rights to privacy in the workplace only provide limited protection for workers against monitoring and breach of confidentiality. The National WorkRights Institute states, under the federal law, "the limited protection the Electronic Communication Privacy Act of 1986 provides to employees' has been reduced because the statue has been outdated."
Electronic monitoring has seen a tremendous growth in the workplace, in the past 10 years. The National Work Rights Institute states, "Prior to 1980, electronic monitoring was virtually unknown. Electronic monitoring was introduced into the workplace in the twentieth century for the use of bathroom breaks and measuring hand eye movements." Employers now use monitoring to listening to telephone calls and computer monitoring, such as email and internet use. While this monitoring is now important in the workplace, it is very invading to the employees, because an employer can monitor an employee activity in the workplace without his or, her knowledge. The National Work Rights Institute,...
...Reagan signed the Drug-FreeWorkplace Act of 1988 on November 18, 1988. The intent of the bill was to establish the foundation of a drug-freeworkplace in the areas that the federal government could affect outside the federal government; i.e., the workplaces of federal grantees and contractors. The Drug-FreeWorkplace Act of 1988 does not mention drug testing at all. However, many companies have made drug testing a requirement. The Drug-FreeWorkplace Act of 1988 has 7 compliance requirements. (Miller, 1991)
Mechanical MD is the name of the company that I do accounting for. Mechanical MD was started at the end of 2006. As of right now, there are no company polices in place because there are no employees, only the owner and myself. However, we would like to put a drug-freeworkplace policy into place.
The first compliance requirement of the Drug-FreeWorkplace Act of 1988 states the following: to publish a statement notifying the employees that the unlawful manufactured distribution, dispensing, possession, or use of a controlled substance is prohibited in the workplace and specifying what actions will be taken against employees for violations of the prohibition (Miller, 1991). Our first statement of our new drug-freeworkplace policy...
...A SUBSTANCE ABUSE FREEWORKPLACE
1. Describe the effect of illegal or prescription drug and alcohol use in the workplace. How does this affect productivity?
Today in the United States, 73% of drug users are employed, costing American businesses billions of dollars annually in lost productivity and health care costs. Studies reveal that employees who abuse drugs have a tremendously harmful effect on theworkplace—they are more likely to have extended absences from work, show up late, be involved in workplace accidents, and file workers’ compensation claims.
2. Describe the key steps to developing a workplace substance abuse program.
A comprehensive program generally includes five components: (1) Develop a drug-freeworkplace policy (2) Supervisor training (3) An employee education program (4) An employee assistance program (5) Drug testing. Although employers may choose not to include all five components, it is recommended that all be explored and considered when developing a drug-freeworkplace program. Research does show a positive relationship between the number of components included and a program’s overall effectiveness.
3. Explain the importance of having a written substance abuse policy. Identify some of the information that could be included in a written policy.