Employment Law An employer should monitor technology usage because it will cut down on waste, in particular of employees wasting time when they should be working.

Employers should also monitor technology to reduce their liability risk as well. There is the risk that employees will do things online that are illegal (such as downloading) or could otherwise perform tasks that create liability when company resources are used in the act. If the company monitors usage, then it can argue that it has done its best in terms of trying to reduce this risk.

One reason that employers should not monitor technology use is because it could represent an invasion of privacy of the worker. The worker could need to use that technology for things like answering emails or doing banking online, and if this is being monitored the company could record things like passwords and codes.

Another reason why employers should not monitor an employee's technology usage is that not doing so creates an atmosphere of trust. Trusting...

Constant monitoring of activities simply makes employees paranoid and it breaks the bound of trust that otherwise could exist between the employer and the employee.
32-34. The most important thing that I learned in this course is that I am coming away with a basic understanding of employment law. Knowing the issues is important, because it helps you to identify those situations when an issue may arise. It is a good idea to know something, because there is a lot of legal risk in being completely ignorant.

The other most important thing I learned is that employment law can be quite complex. There are the basic laws, like Title VII, that are fairly straightforward, but in many cases employment law is a patchwork of federal and state regulations, most of which have been altered and interpreted through judicial rulings. The system of employment law is actually quite complex, so it is important to know when you might need the help of…