Suggestions as to how employee e-mail privacy can beimproved must not only protect the remarkable benefits of e-mail use in theworkplace, but must also consider a futurewhere e-mail may become the primary means for worldwide communication. As such,Part I of this Comment analyzes the various sources of the right to privacy asapplied in the workplace environment, including the United States Constitution,state constitutions, federal legislation, state legislation, and state commonlaw. Part II reviews several proposalsoffered by legislators and legal scholars to strengthen employees' right toprivacy over e-mail. Expanding on these existingsuggestions, Part II also presents a statutory presumption, whereby an employeewould be presumed to have reserved her right to e-mail privacy unless expresslywaived, as a possible means for strengthening the right to e-mail privacy inthe private sector workplace. Finally, to help those urgently inneed of e-mail privacy protection, Part III offers two self-help solutions nowavailable to interested employees: anonymous remailers and encryption software.I. Sources of theRight to Privacy
圖片標題： … right to privacy in the workplace it s
Employees have clear and specific rights to privacy in the workplace, but these rights are balanced against their employers' privileges to monitor their business operations. If you are an employee who believes that your employer may have overstepped legal boundaries in connection with your privacy rights, or if you just have questions about your right to privacy in the workplace, contact an experienced to discuss your situation.
Camers: Understand employee rights to privacy in the workplace
Whenever a question arises about an employee’s right to privacy in the workplace, it’s best to start the analysis with the following question: What’s the context? The answer is critical to identifying the rights that may be at stake as well as isolating the kind of technology being used. Public employees may have different rights than private employees. An employer’s policies may eliminate an objective expectation of privacy. An employee may have a subjective expectation of privacy, based on the use of passwords, the segregation of information, or the equivalent of an electronic lockbox. Different forms of technology may simply not be treated as private.
PROTECTING THE RIGHT TO PRIVACY IN THE WORKPLACE