The best way to balance an employer's interest in keeping tabs on the workers, and an employee's interest in privacy is for the employer to tell the employees what is subject to monitoring. Some companies have policies on privacy issues that they publish in employee handbooks, memos, union contracts or other ways. These stated policies are legally binding on the employer. Therefore, if an employer promised to notify employees when their telephone calls are being monitored, it must honor that promise. Some businesses have started using email policies .
Background checks are another issue.
Employers are becoming increasingly diligent about checking up on prospective hires before offering them jobs, doing checks to fill in gaps or correct inaccuracies in the data provided by job applicants. Information sought includes driving records, vehicle registration, credit records, criminal convictions, court and education records and workers' compensation information. Most of this information is in public records created by government agencies. While some companies use outside services to investigate new hires, more and more of them do the job in-house. Don't forget that the government might be monitoring your email, too.