How Invasion of Privacy and Intrusion could Impact the Monitoring and Surveillance of Employees

How Invasion of Privacy and Intrusion Could Impact the Monitoring and Surveillance of Employees

The Koeppel v. Speirs Case Study

Question One: The Determining Factors That Led to the Court’s Conclusion

One of the determining factors that led to the court’s conclusion was the evidence that there was an invasion of privacy. The parties accepted that placing cameras in the bathroom was an invasion of privacy because the bathroom is a private place where people need to be alone (Walsh, 2019). The second determining factor was the sufficiency of the evidence presented to prove an invasion of privacy. The court relied on the evidence proving that the equipment could display the plaintiff’s activities in the bathroom because it could work as long as a fresh battery was used (Walsh, 2019). One invasion of privacy law referenced during the ruling is evidence that the information gained through invasion of privacy had been shared with third parties or was not needed. The second law is the classification of the invasion of privacy as publicity that unreasonably a person in a false light in public, unreasonable intrusion upon secluding another party, appropriation of another party’s licenses or name, and unreasonable publicity to another party’s private life. The third law is whether the intrusion act was highly offensive to a reasonable individual.

Question Two: The Impact of Invasion of Privacy and Intrusion Laws on My Practice as a Human Resources Manager

According to Liu (2017), organizations have embraced the concept of employee monitoring to improve organizational performance by ensuring that employees are at their assigned positions during working hours. Employee surveillance is vital in enhancing employee safety within the work environment and the safety of an organization’s resources (Woźniak, 2022). Invasion of privacy and intrusion laws impact my practice as a Human Resource Manager by setting boundaries in implementing employee surveillance. According to Payne et al. (2016), employers should set policies on employee surveillance based on the legally acceptable areas where surveillance should be installed. Also, I have to ensure that employees have a right to privacy in sensitive areas such as the bathroom and implement intrusion laws in defining intrusion and what should be considered in determining whether a claim on the intrusion of privacy is valid.

References

Liu, Y. (2017). Employee Monitoring: Workplace as a Panopticon? https://doi.org/10.31237/osf.io/y7m6c

Payne, T. P., Proops, A., & Salter, M. (2016). Employee Surveillance. Jordans Pub.

Walsh, D. J. (2019). Employment Law For Human Resource Practice (6th Ed.). Cengage Learning.

Woźniak, J. (2022). Workplace Monitoring and Technology. Taylor & Francis.

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Unit 7 Assignment ForumUnit 7 Assignment Forum
This week’s assignment forum examines how invasion of privacy and intrusion could impact the monitoring and surveillance of employees. This is the seventh assignment forum related to your course project.

How Invasion of Privacy and Intrusion could Impact the Monitoring and Surveillance of Employees

Your unit 7 assignment forum is based on the Koeppel v. Speirs case study found in Chapter 15 of your textbook. The case involved a private-sector employer’s installation of a concealed video surveillance camera that was challenged in an intrusion upon seclusion privacy tort claim. At issue was the legality of whether surveillance equipment secretly installed in a bathroom can support a claim for invasion of privacy when the equipment could not be operated after it was discovered to produce identifiable images. The court ultimately concluded that an intrusion upon seclusion claim does not require evidence that the offending party actually succeeded in viewing or otherwise intruding on the plaintiff. You will explore the facts leading up to a decision in this case and evaluate the importance of this ruling to human resources practice and your role as a human resources practitioner.