Best Practices in Privacy: Duties of the Employer

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According to the United States Equal Employment Opportunity Commission or EEOC, an employer must be at harmony with the established laws at all times. Drafted in 2007, these rules were issued for containing workplace discrimination that is based on race, disability, gender, and other specific characteristics like religion etc.

When your employees are happy and working in good conditions, workplace efficiency is increased with decreased risks of losses. As the employee’s are content with the services that are provided to them, they will work even harder. A certain kind of appreciation is created within the employees and they try to boost the output of a company because that company is providing care to them.

On a basic level, women are generally in more need of care giving facilities than men. They have to take care of the children and do house chores along with cooking dinner and other things. Men also have to look after their household expenses and provide healthcare for family individuals who are disabled and unable to work for themselves.

Therefore, employers need to create a workplace environment that’s sounder and more productive, especially when it comes to best practices in privacy. Following are the duties of an employer regarding best practices in privacy:

Transparent Employment Decisions and Documentation

In order to avoid any unwanted misunderstandings, the employer must be able to explain the exact purpose behind employment. This should also include the documentation of employment papers along with all the relevant information.

Also, all records that contain information about performance, hiring, benefits pay, awards, and leaves should be secured at a safe place. As declared in the statute, this record keeping should last until the employment term or even further if required.

Quarterly Evaluation and Data Protection

An employer is required to conduct a quarterly evaluation of his employees. This will enable employers to get information of the workplace. For example, if employees are not happy with the services being carried out within the company, they can submit an anonymous application. This application would contain the nature of the problem without putting the employee at risk of being despised as a troublemaker.

If an employee is suffering from a particular condition that he or she isn’t that keen on showing, then the data should be protected. Data regarding healthcare facilities and financial stats should remain hidden from other employees who are not in question.

Application software should be introduced within the company to ensure that none of the relevant data is being exposed to anyone on the outside or other workers from within the organization.

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