4 ms·
> Even if the company has a rule that you're not allowed to use it for personal things, the law supersedes that and you still can't do it willy nilly. Companie
by josefx 3y ago
> Even if the company has a rule that you're not allowed to use it for personal things, the law supersedes that and you still can't do it willy nilly.
Companies are not homogeneous blocks of matter and there is always information some people at the company may need to know that others have no business dealing with. Tax, banking and health related information are some of the things that I can think of that would be shared on a need to know basis with people at work and have no business to be seen by people outside of the intended audience.
- krageon 3y agoHealth related information may absolutely not be shared, and doesn't need to be.
- hef19898 3y agoEmployer don't even get diagnosis behind sick leave. Not sure how work accidents are treated in that regard so.
- josefx 3y agoHonestly I wasn't sure how much that point applied. However with people that suffer chronic illnesses or disabilities that require special consideration I would be surprised if it was always possible to adequately communicate those needs without also mentioning information that the employee might not want to share publicly.
- krageon 3y agoYou can communicate special needs (e.g. "do not put this person in a loud room"), but not health information (e.g. "this person has epilepsy"). I struggle to think a special consideration a person could need that you could not just articulate instead of whatever medical issue they have (at least it has never come up for me).
- hbs18 3y ago> Tax, banking and health related information are some of the things that I can think of that would be shared on a need to know basis with people at work and have no business to be seen by people outside of the intended audience. I am against workplace surveillance, but why would people receive this information to their work email address?