Employees should not give management additional opportunities to impose discipline for personal use of company property by leaving telltale personal materials accessible to management. Employees who need to use company resources for personal purposes should seek authorization from management, preferably in writing, before doing so. Gather evidence to support legal claims. Litigation should be the last resort in dealing with privacy-related issues. Added protection for unions.
Unionized employees have greater rights than others in protecting personal privacy.
If the workplace is unionized, management may not be able to implement new policies that intrude upon privacy without collective bargaining negotiations. Union members who are aggrieved by management practices may be able to pursue remedies through an arbitration procedure under the labor agreement, which is usually more efficient and less costly than litigation. Public sector employees. Employees in the public sector should familiarize themselves with the Minnesota Government Data Practices Act, which imposes significant limitations on the dissemination of information about them by governmental units. On the other hand, the act does require public sector employers to disclose certain information about the employees, including job titles, job duties, salaries, and disciplinary actions.