Not only is the salary amount of concern, but also are the possible payroll deductions. For example, employees who have their wages garnished for such payments as child support have an implicit right to have this information kept secure. However, those people who payroll deduct for retirement plans, credit union loans, and Pre-Tax Reimbursement Accounts have the same implicit right. All information surrounding one's payroll check should be held highly confidential and stringent monitoring efforts must be in place to prevent unauthorized and inappropriate usage of this data. HRIS's are only one piece of the puzzle when privacy concerns are at hand.
Many privacy issues revolve around the availability and accessibility of employee medical records.
First and foremost would be those self-insured companies who obtain employee medical records from outside sources. Imagine that a person who suffers from diabetes applies for a position at a self-insured firm. To prevent such injustice and possible legal violations, it is imperative that employers keep medical and personnel records separate when selecting a job applicant. E-mail, voicemail, and the Internet can also cause privacy advocates to cringe. Until a consensus is reached, employees are simply at the mercy of their employers and must watch what they say, what they type, and where they go in cyberspace.