Only information as personal as genetic and medical data, or credit checks, are considered truly private by the human resources managers. But the vast majority of HR pros had no problem about poking into employees' space via testing for drugs or monitoring workplace e-mail, Internet use and phone calls. Stephen Keating, executive director of the Privacy Foundation, says employers may be rightly concerned about security and productivity issues, or about legal liability arising from e-mailed sexual banter. Those excesses will influence morale and labor law, as well as employee recruitment and retention practices, he said. That may work in Silicon Valley, where workplace cultures are easygoing.
Somebody pass the toast.
Top 10 privacy issues of 2000 1. Workplace surveillance 2. Patient privacy rules 3. DoubleClick's profiling of Net surfers 5. Rise of chief privacy officers 6.