The right to privacy is defined as “the absence of unauthorized and irrational interference in the personal affairs of individuals”. Privacy has been defined as a fundamental right in Article 14 of our Constitution, which is applied below;the right to privacy is defined as
“The absence of unauthorized and irrational interference in the personal affairs of individuals”.
Privacy has been defined as a fundamental right in Article 14 of our Constitution, which is applied below;
“The dignity of the man and, subject to the law, the privacy of the house will be inviolable.”
The increasing use of office technology makes it difficult to balance the employer’s safety concerns with the privacy of employees. Although new technology, including computers, telephones, CCTV Cameras and other Technology, has increased employee productivity and efficiency, it has also raised concerns about the privacy rights of employees.
Every employer wants to make sure their employees do a good job, and new technology has made it much easier to monitor an employee’s work by computer, phone, e-mail, web browsing, CCTV, testing psychological, use of biometric data (to control presence and maintain security).
According to a survey conducted by the Private Pay Care, about 67% of employers monitor their employees’ visits to the website to avoid inappropriate use of the website. Similarly, some employers block website connections with sexual content, social networks, games and blogging websites.
To understand the problem from an appropriate perspective, some practices in public sector offices / business concerns will explain what, according to the employers, does not violate the right to privacy. Your employer can monitor your calls, especially calls with customers and customers, for quality control reasons. However, your employer can still control your personal call to avoid excessive or incorrect use of the desk phone. Your employer can get a record of your phone calls that can be used to estimate the time spent in a day on the phone. If your job does not involve too many contacts outside your organization, your phone recording may be a good indicator of the personal phone’s personal use and the total time spent on the phone in one business day.
In the same way, your employer can monitor the use of your computer, as well as the use of the Internet, such as browsing the web and email. Your employer can control your computer, basically provided for official use. If you put your personal data on a desktop computer, your data is no longer private and your employer does not guarantee the security of this data.
On the other hand, your employer can control your browsing on the Web, as well as your e-mails. When using e-mail in your organization, keep in mind that it can be monitored and should not be considered a private matter. Employees who use the company’s computers generally do not have the right to privacy. Mail systems often keep messages after they are deleted by a user. They often have a permanent backup and can be recovered from multiple locations, including network, local hard drives and backups. As more and more employees are using web browsing and email for personal use, the main concern these days is the misuse of the Internet at the expense of the business. Likewise, even if your employer has not specifically informed you, the mobile phone provided by your employer is not private and your employer can ask the service provider to give you access to all the calls and messages you make.
Their views on social networking sites such as Facebook are also monitored and employers generally follow activities.Their current and particularly potential employees on these websites.
Similarly, your employer may also use CCTV (to monitor performance and avoid theft) and the biometric system to ensure employee safety and punctuality. For example, your bank may use video surveillance to avoid and collect information about bank robberies. Similarly, an organization can use video surveillance to monitor the movement of employees during the day.
Your employer has several reasons to gather information about their employees. Here, the commercial reason comes first. Employers claim they monitor employees to protect their trade secrets. Employers also say that monitoring an employee’s computer, including email and using the web, is a more reliable way of measuring performance rather than relying on external sources. As explained above, your electronic data will provide sufficient information to your employer about your daily activities while you are in office. The second reason concerns measures by which employers avoid responsibility for employee action. Employers are held responsible for the actions of supervisory officers in cases of harassment and discrimination. For example, if an employee transmits pornographic material in print or electronic form, or transmits offensive sexual written messages, this would also amount to sexual harassment. To avoid liability under the Sexual Harassment Act, your employer may use e-mail, phone calls and even your physical movements.
You must understand that your office is not the place privacy anymore. Storing personal data on a desktop computer, using social media websites during office hours, sending personal e-mails, attending personal phone calls and surfing the Internet excessively are activities that you would do best outside the office.
But this all explanation given above affect the working of an employee, if you an employee from 8 to 2 or for more hours than what to do? As you are spending your quality day time in your office and some matter are so important to do in some specific hours, than you have left with no other option except to left that Spy Job. The relation of employer & employee should be based on trust if you don’t trust anybody than don’t appoint them otherwise you will lose the trust of your employee which defiantly affect his/her working. Please give space to your employee to get his/her best efficiency.