2, 同时,员工的私人状况,如果会危害到其他员工,那么应该有权得这知。比如,健康状况,犯罪的历史等等重大事件。健康,会infect other employee/ 暴力 history of crimes violence 很可能会对其他的员工造成伤害。这些都是必须要知道的。
3, 但有一些其他的私人生活,与工作效率无关,而且不是threat to others。employer 没有权力获取。比如,婚姻状况marital status, religion, race这些都应该是员工自愿提供的with permission,而不能强制获得force。
View1: as human resources is one of the most important fortunes to a company, companies should know the health conditions of their employees. Decide whether a worker is competent for a job, decide cost on medical cares, ensure productivity
View2: other aspects of employees personal life, if not directly related to work performance, are not need to expose to employers.
Determining whether employers should have access to personal information about employees requires that the interests of businesses in ensuring productivity and stability be weighed against concerns about equity and privacy interests. On balance , my view is that employers should not have the right to obtain personal information about current employees without their consent.
A business interest in maintaining a stable, productive workforce clearly justifies right of access to certain personal information about prospective employees. Job applicants can easily conceal personal information that might adversely affect job performance, thereby damaging the employer in terms of low productivity and high turnover. During employment, however, the employees interests are far more compelling than those of the employer, for three reasons.
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