Employee Privacy Rights in the Workplace Essay

Employee Privacy Rights in the oeuvre - Essay ExampleThe employees, caught in the middle, depend on references to find gainful employment, but may hazard their eligibility if a reference portrays them in a negative light. The wider community (consumers, families, friends and acquaintances of employers and employees) may be equ eithery bear on when full disclosure does, and does not, occur.It is contended in this paper that it is vital that regularized national laws should be developed to hold dear past and future employers, the employees themselves, as well as the communities they work within. Firstly, the growing trend of litigation against source employers will be presented. Secondly, the laws across the states will be outlined in regards to former employers disclosure of ex-employee breeding. Thirdly, reasons to standardize the laws will be provided. Finally, a conclusion shall synthesize the main points of the paper, and provide support for the adoption of a standardized n ational employment and labor policy in regards to termination disclosure.It is becoming more normal for employees to ask their former employers for a written reason for their termination of employment, as well as a copy of their personnel record (Boisvert, 1999). It has been suggested that for previous employers, such a request is a cause for concern, as it is often a clear indication of discontent on behalf of the employee, and likely that the employee has consulted with a lawyer and is considering a lawsuit. As such, it is recommended to employers to assume they may be as risk of existence sued, and to seek advice from their attorney at once (Boisvert, 1999). When an employer terminates an employee they must be aware of the risk of being presented with a lawsuit, and have risk way policies in place to minimize such an event from occurring. The process of providing a reference for the employee will play a large part in determining if the employee can make a legal claim (Boisver t, 1999). For this reason, in that respect has been an increasing tendency for employers not to provide comprehensive details of a former employees work practices. some(prenominal) employers are heeding their lawyers advice to tailor references to provide a neutral profile of the employee. In general, this involves confirming the employees position, dates of employment and recompense (Boisvert, 1999).There are numerous areas of potential liability for the former employer when providing a reference (Lovett & Potter, 2004). Most notably, is the risk of being sued for defamation or invasion of privacy. There is also the risk of liability for retaliation, such as when management takes revenge on an employee for a past non-compliance within the organization. Another liability risk is that of compelled self-publication which occurs when an employee must recall what they perceive to be false allegations as their reason from termination, so that the future employer does not hear it sen d-off from a previous employer (Lovett & Potter, 2004). In general, employers should implement policy for the response to requests of a written reference, or for requests of information from future employers (Boisvert, 1999). It is recommended that such a policy prohibit employees from disseminating information about their co-workers, and that the policy direct all inquiries for information