Employee Handbook

Privacy Rights to be addressThe majority of employees expect to tolerate a trustworthy amount of privacy in the workplace. Nevertheless, there are propagation where the employer may have a justifiable reason to varan or investigate the employees within its cheek. The following provides some affair practices that may be imposed to assure the honesty of the organization and the employees within the organization.

One privacy right that should be addressed is drug testing. ?In a recent government study, 1 in 12 full-time Ameri butt joint workers admitted to using misappropriated drugs within the last 30 days of participating in the survey? (Klein, 2007, p. 14). While controversial, legalized drug testing began on folk 15, 1986, after President Regan signed into law Executive rove (EO) 12564. EO 12564, made it illegal for Federal employees to use illicit drugs dismantle off duty (About.com, 2001). Employers have a right to find that the work environment is free from illicit drug use. ?Employers have the right to expect their employees not to be high, stoned, drunk, or unaware? (American Civil Liberties Union, n.d.). The bottom line is job performance, if you cannot do the job, employers can fire you for drug use (n.d.).

Another issue to be addressed is background checks on potential new hires.



The exquisite Credit Reporting Act (FCRA) has set guidelines and standards for organizations to follow when implementing a background check. The FCRA defines a background check as a consumer report. Before an employer can get a consumer report for avocation purposes; they must notify you in writing and get your compose authorization (Doyle, n.d.). Even if an employer is just running a staple check for inquiry purposes they must still get permission from the employee. The purpose of the background check is to ensure that information that was provided from the...

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