Workplace privacy can be a challenging topic for both employees and employers. Much of the discussion, legislation, and litigation has focused on trying to define the boundaries of privacy between an employer and its employees. Most employees are aware that their employers may monitor their communications inside and outside the company and that, when they use companyprovided electronic equipment and systems, what they do and say is subject to recording and review by the company. But how many employees think about the fact that their own colleagues may have access to their communications or other personal information?
Recently, a Wal-Mart systems technician was fired from Wal-Mart for allegedly recording telephone conversations between the corporation's public relations employees and a New York Times reporter using company-provided equipment. He also allegedly intercepted text messages, without authorization, involving persons who were not Wal-Mart employees. The situation raises some intriguing questions for human resources professionals about an employee's obligation to protect the privacy rights of coworkers. Most employees are aware of their general obligation not to reveal private information about coworkers. However, most employees are not aware of when they cross a line and expose themselves to possible liability for disclosure of that information.
WHAT ARE EMPLOYER RESPONSIBILITIES IN PROTECTING EMPLOYEE INFORMATION?
Employers must comply with a variety of laws intended to protect the confidentiality of certain types of employee information.
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