Ensuring compliance with safety regulations by confirming that employees are not speeding or otherwise violating traffic laws.

When it comes to ethics and employers tracking their employees, I do think that it is ethical – to a certain level. Because I work within the insurance industry, I side with the employer and see the liability risk at hand. If employees are trustworthy and honest, which is what you hope all employees will be, then you should not have to track them. However, if they are disloyal and dishonest, tracking is acceptable. Because you cannot determine who is or is not these characteristics by how they look, because then you will have a lawsuit for discrimination, I can see the benefit of the company for tracking all employees. In my specific job, all of my job activities throughout the day can be tracked. This is how the company determines raises and bonuses. I am for them tracking because it allows me to better understand the areas in which I excel and still need work. Acceptable actions in which companies would take by tracking are to use them to better train their employees. They may use this information to let their employees know what areas of their job skills that they like and which they feel they can improve upon. Unacceptable actions in which a company could take is tracking the employees outside of the work place. For example, I think there is a limit on what the employer needs to know and see about their employees personal lives. Just like the company and the figureheads, they depend on privacy and I think the same respect should be given to the employee as well. According to Austermuehle, “Tracking employees’ locations and activity through GPS can have many benefits for a business, including: Fostering increased efficiency through streamlined travel for delivery or other mobile employees. Monitoring overtime and compliance with labor laws.

Ensuring compliance with safety regulations by confirming that employees are not speeding or otherwise violating traffic laws. Verifying that time records are accurate, company policies are followed and employees are engaging in safe behavior. Moreover, if an employee is suspected of wrongdoing, an employer can use GPS tracking as part of its internal investigation of the employee.” (pp. 2)

Austermuehle, Elizabeth. February 18,2016. Greensfelder. Monitoring your employees through GPS: What is legal, and what are best practices? Retrieved from: https://www.greensfelder.com/business-risk-management-blog/monitoring-your-employees-through-gps-what-is-legal-and-what-are-best-practices

Robbins, S. P. & Judge, T. A. (2017). Organizational behavior (17th ed.). Pearson Publishing

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