Employment Privacy Concerns
There will be one paper assigned each week. Each paper is worth 40 points, for a total of 160 points. You may choose any topic from the week’s readings. Gather information from the textbook and outside sources.
In regards to formatting, please use DRM style as follows: YOU MUST use Times New Roman 11-point font, 1.5 spacing and 1 inch margins. Please do not use extra spacing between paragraphs or subheadings and refrain from overuse of subheadings and short paragraphs just to make the paper seem longer. The paper length below refers to textual content. Title pages, abstracts, long quotes, long bulleted lists, charts, graphs, pictures, references sections etc. will not be considered as part of your page length. These are extras added to enhance the paper. Please cite all of your sources with in-text citations and a references section at the end of the paper. You may format your references section as you please. This paper is due Sunday night. Please pay close attention to the grading rubric below.
Quality of Weekly Papers
Topic is relevant to readings and covers information from the textbook. The textbook is cited as the source as well as at least one outside source.
Level 1 plus – Paper uses personal examples and applies theories to the author’s current position and circumstances. Paper thoroughly covers topic using at least three outside sources.
Level 2 plus – Going above and beyond in providing cutting edge trends and changes in the topic. Paper includes data from current sources and a chart or graph in appendices representing the data. Paper brings in information from current year sources and cites five sources outside the text. Cite sources in text and include full source at the end of the paper. Appendix includes visual representations of data and any examples referenced in the paper.
Employment Privacy Concerns
Here is a quote from the text about employement privacy concerns
“The organization must observe legal requirements governing employees’ and others’ access to information in personnel files, as well as guard against unwarranted disclosure of the information to third-party requesters (e.g., other employers). Information access and disclosure matters raise privacy concerns under both constitutional and statutory law. 30 Several states have laws guaranteeing employees reasonable access to their personnel files. The laws generally allow the employee to review and copy pertinent documents; some documents such as letters of reference or promotion plans for the person may be excluded from access. The employee may also have a right to seek to correct erroneous information in the file. Where there is no state law permitting access, employees are usually allowed access to their personnel file only if the organization has a policy permitting it. Disclosure of information in personnel files to third parties is often regulated as well, requiring such procedures as employees’ written consent for disclosure. At the federal level, numerous laws and regulations restrict access to and disclosure of employee personnel information. An example is the Americans With Disabilities Act (ADA) and its provisions regarding the confidentiality of medical information. There is, however, no general federal privacy law covering private employees. Public employees’ privacy rights are protected by the Privacy Act of 1974.”
Heneman III, H. G., Judge T. A. & Kammeyer-Mueller, J. (2014). Staffing Organizations (8th ed.). McGraw-Hill Higher Education.