1. Ethical Decision Making: Technology and Privacy in the Workplace Prepared by: ANNALYN G. PEÑA

2. Psychological testing at Dayton Hudson Answer each of the following questions True or False: I feel sure there is only one true religion. My soul sometimes leaves my body. I believe in the second coming of Christ. I wish I were not bothered by thoughts about sex. I am very strongly attracted by members of my own sex. I have never indulged in any unusual sex practices

3. Definitions of Privacy Right to be “let alone”-the right to make decisions for oneself Much too broad to be recognized as a moral right Right to control information about oneself Clearest case of an invasion of privacy occurs when others come to know personal information about us Informational sense of privacy involves relationship between two parties

4. Importance of Privacy Privacy establishes the boundary between individuals and thereby defines one’s individuality The right to control certain extremely personal decisions and information helps determine the kind of person we are and the person we become

5. Ethical sources of Privacy Universal right to Autonomy-everyindividual has a right to make decisions about his/her personal existence without restriction Reciprocal obligation–for an individual to expect respect for his/her autonomy, that individual has a reciprocal obligation to respect the autonomy of others

6. Ethical sources of Privacy (Con’t) Hypernorms and moral free space (Donaldson & Dunfee) Examples of hypernorms-freedom of speech, right to personal freedom, right to physical movement and informed consent Property Rights- Involves determination of who controls the tangibles and intangibles Property-is an individual’s life and all nonprocreative derivatives of her/his life Derivatives-includes thoughts and ideas, and personal info (intangibles)

7. Linking Privacy to Ethical Implications of Technology Technological challenge to privacy: Technology makes our jobs easier but allows employers to ask more of each employee New technology provides new ways to gather information on which to base our value judgment Firms often experience unanticipated challenges stemming from new technology

8. Linking Privacy to Ethical Implications of Technology (Con’t) INFORMATION AND PRIVACY Consumer Privacy- focused on gathering and use of information in database marketing Facilitated by computer technology Issues on consumer privacy- access to information and potential misuse Benefits outweigh the challenges

9. EMPLOYEE PRIVACY AND MONITORING Employee Privacy Psychological testing-not 100% accurate Employee Privacy is violated whenever: Employers infringe upon personal decisions that are irrelevant to the employment contract Whenever personal information that is irrelevant to that contract is collected, stored, or used without the informed consent of the employee

10. EMPLOYEE PRIVACY AND MONITORING (Con’t) Workplace Monitoring-new technologies enable employers to watch more closely than ever before. Subjects for monitoring: Internet monitoring, e-mail monitoring and videotaping Companies are forced to increase monitoring of employees (for more complex and dangerous manufacturing process)

11. EMPLOYEE PRIVACY AND MONITORING (Con’t) Employee Monitoring through drug testing Wellness programs and medical benefits-results in the collection of medical data The issue: Employers “threaten” employees to dissuade them from pressing a suit

12. Risks involved in a failure to understand the implication of technology and its use When we don’t completely understand the technology, we are not able to effectively protect our own information Knowledge gap exists between people whodo understand and others who do not understand

13. Additional Ethical Challenges Information is now freely available from a variety of sources Continuous accessibility blurs the lines between our personal and professional lives “Facelessness results from the use of the new technology accessible in the workplace We become more careless with our communications

14. REASONS WHY EMPLOYERS MONITOR EMPLOYEES’ WORK Employers need to manage their workplace Monitoring allows the manager to ensure effective, productive performance Monitoring helps protect employer’s other resources

15. BUSINESS REASONS TO LIMIT MONITORING Monitoring may create a suspicious and hostile workplace. Monitoring may constrain effective performance Employees claim that monitoring is an inherent invasion of privacy

16. Balancing Interests Consider whether monitoring could be made ethical or humane Hawthorne Effect Strive towards a balance that respects individual dignity while also holding individuals accountable for their particular roles in the organization

17. Elements of a Monitoring Program No monitoring in public areas (e.g. restrooms) Monitoring limited to within the workplace Employees should have access to information gathered through monitoring No secret monitoring – advance notice required

18. Elements of a Monitoring Program (Con’t) Monitoring should only result in attaining some business interest Employer may only collect job-related information Agreement regarding disclosure of information gained through monitoring Prohibition of discrimination by employers based on off-work activities

19. OTHER FORMS OF MONITORING Polygraph testing (lie-detector), physical and electronic surveillance, third party background checks, and psychological testing Electronic monitoring and surveillance—more recent Genetic testing and screening—provide new questions about privacy—another technology that will offer businesses a wealth of information about potential employee and customers

20. Conclusion: Without question, the technologies that threaten privacy have brought us many benefits. Finding the right means is a great challenge to business firms which must meet many business ethics problems, protecting privacy requires a coordinated solution involving many parties. Until a solution is found, though, the focus of businesses will remain on developing and implementing privacy policies.

21. Computer Privacy

22. The End!