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60. Determining whether employers should have access to personal information about employees requires that the interests of businesses in ensuring productivity and stability be weighed against concerns about equity1 and privacy interests. On balance, my view is that employers should not have the right to obtain personal information about current employees without their consent. A business' interest in maintaining a stable, productive workforce2 clearly justifies3 right of access to certain personal information about prospective4 employees. Job applicants5 can easily conceal6 personal information that might adversely7 affect job performance, thereby8 damaging the employer in terms of low productivity and high turnover9. During employment, however, the employee's interests are far more compelling than those of the employer, for three reasons. First, the employer has every opportunity to monitor ongoing10 job performance and to replace workers who fail to meet standards, regardless of the reason for that failure. Second, allowing free access to personal information about employees might open the floodgates to discriminatory promotions11 and salary adjustments. Current federal laws-- which protect employees from unfair treatment based on gender12, race, and marital13 status, may not adequately guard against an employer's searching for an excuse to treat certain employees unfairly. Third, access to personal information without consent raises serious privacy concerns, especially where multiple individuals have access to the information. Heightening this concern is the ease of access to information which our burgeoning14 electronic intranets make possible. In sum, ready access to certain personal information about prospective employees is necessary to protect businesses; however, once hired, an employee's interest in equitable15 treatment and privacy far outweighs16 the employer's interest in ensuring a productive and stable workforce. 点击 ![]()
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