It is also reasonable from an employer’s perspective to keep track of their employees if there is lack in quality of work. This research paper focuses on the current issues related to off-duty conduct and its effects on the privacy of employees.
Employers have the technological means to find out, what workers do in their own time. However, the right to monitor employees’ personal conduct is limited based on the employees’ rights under law and specific rules. Under the National Labor Relations Act (NLRA), an employer is not supposed to conduct any kind of surveillance on employees during any gatherings off-duty1. If employees discuss about their workspace and their job related issues in union activities, it should not be made public by employers. Instead employers should keep away from social activities of employees if it is out of their interest. According to law, if an employer sends a supervisor to overhear on group discussions or private meetings then he is violating the rules set up by the NLRA. Similarly, the guidelines set by NLRA also states that Drug Testing should only be performed if any suspicious activity is recorded during working hours. NLRA states that drug testing has the potential to reveal an employee’s use of drug outside the office so it has been subjected to private litigation. The employers may face challenges on this stand because there are many employees who do-not perform their work properly. There may be several reasons behind it, including consumption of drugs before working hours. The employees may not react or let employers know that they are biased by drugs and employers many have to accept the low quality performance of employees. The Drug Testing in most of the organizations is conducted before joining of an employee or during any suspicious cases. For Example, if an applicant failed to pass the drug test in