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Ethics in the business environment is crucial as it forms the foundation for a company's reputation and its relationships. The article will likely discuss important aspects such as Employee Privacy Protection, which includes safeguarding personal information and activities from unauthorized access and excessive surveillance. It will also analyze the balance between an employee's privacy and an employer's interests and property rights, considering how employers can protect their assets without infringing on privacy. Additionally, a connection to SDG8 may be explored, discussing how respecting privacy contributes to a sustainable work environment and how employers can balance growth with privacy protection to support the achievement of SDG8.

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The article “Employee privacy protection versus interests and property employer” was authored by Radka Vaníckova and Stanislav Bílek and published in the International Journal of Law and Management in 2021. It conducts a detailed analysis of the legal aspects regarding the balance between employee privacy and employer rights within labor-law relations. The current legislation, while generally providing protection for employee privacy, may not achieve an optimal balance with the rights of employers. In light of this, the authors put forward suggestions for legislative changes to better address this imbalance. Additionally, the article delves into various scenarios related to workplace privacy, such as the monitoring of work activities, the use of employer resources, and access to personal data. This research is relevant to SDG 8, which focuses on Decent Work and Economic Growth. A proper legal framework for privacy in the workplace, as explored in the article, can play a crucial role in promoting decent work. By ensuring that the rights of both employees and employers are appropriately balanced and protected, it creates a more favorable environment for workers. This, in turn, can contribute to economic growth. When the rights of both parties are respected, it has the potential to enhance productivity and lead to a more stable workforce, thereby supporting the objectives of SDG 8.

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Employee privacy protection is a complex and multi-faceted ethical issue that encompasses several important theories. Utilitarianism, for instance, places a strong emphasis on maximizing overall happiness and well-being. By respecting employee privacy, employees feel more secure and satisfied in their workplaces, which in turn can lead to increased productivity and better job performance. This is in line with the idea that “employees may not, without the consent of the employer to use it for their personal use, production and employment employer resources including computers nor its telecommunications equipment. Compliance with the ban in the first sentence, the employer is entitled to adequate controls.” (Vaníckova & Bílek, 2021) This alignment with the principles of SDG 8, which aims to promote economic growth that is sustainable, inclusive, and decent for all, is significant. When decisions regarding employee privacy are made, a utilitarian approach would consider the potential consequences on the happiness and productivity of employees, as well as the overall benefits for the organization and society. Kantian ethics, on the other hand, takes a different perspective. It insists on treating individuals as ends in themselves and not as means to an end. This means that employee privacy is an inherent right that should be respected without exception, regardless of any potential benefits that the employer might expect to gain. As stated in the paper, “The right to protection of own privacy an employee cannot waive in advance, even within the agreed terms of the contract.” (Jouza, 2014) The rights and dignity of employees are paramount, and no action that violates their privacy can be justified, even if it is for the purported benefit of the organization. Rights theory also plays a crucial role in this context. It firmly asserts that employees have a fundamental right to control their personal information and to have that information protected from unauthorized access and use. Any attempt by the employer to violate these rights is unjust and unethical. This theory emphasizes the importance of safeguarding the autonomy and privacy of employees, ensuring that they have the ability to make decisions about their own lives without interference from the employer. In the context of the article, it is mentioned that “The employer shall not, except as noted below, interfere with the privacy of employees in workplaces and public areas of the employer that the employee undergoing open or covert surveillance, interception and recording of his telephone calls, checking e-mail or check the correspondence addressed to employees or making video and audiovisual recordings employee during his employment.” (Vaníckova & Bílek, 2021) When comparing these theories with the interests and property of the employer, it becomes evident that employee privacy protection should always take precedence. The interests of the employer, such as maximizing profits or protecting trade secrets, must be weighed against the rights and well-being of the employees. While the employer may have a legitimate interest in certain information for legitimate business purposes, this must be balanced with the employee's right to privacy. Employers should understand that respecting privacy is not only a moral obligation but also a crucial factor in building a positive work environment that promotes trust, respect, and productivity. By doing so, they can contribute to sustainable economic growth and social progress, as well as avoid potential legal and reputational risks.

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Promote inclusive and sustainable economic growth, employment and decent work for all

Employee privacy protection, along with its complex relationship with the interests and property of the employer, emerges as crucial factors that hold the potential to exert a substantial impact on the practical implementation of UN SDG 8. This impact is manifested through multiple dimensions. Firstly, in terms of promoting decent work, it influences job satisfaction as when employees' privacy is safeguarded, their dignity and autonomy are respected, leading to a more positive attitude towards work and higher productivity. It also ensures equal treatment and non-discrimination by preventing the misuse of personal information for discriminatory purposes and biases in decision-making. Secondly, for economic growth, it builds trust between employers and employees as privacy protection makes employees more engaged and committed, thus increasing productivity. It also helps avoid legal and reputational risks associated with data breaches. Moreover, it encourages skill development and innovation as employees feel secure and can focus on their growth, and it attracts and retains talent in a competitive market. Thirdly, in the context of sustainable development, it is integral to a long-term business strategy as it considers the interests of multiple stakeholders and balances short-term and long-term goals. It is also a key aspect of corporate social responsibility, meeting social expectations and enhancing the social license to operate, thereby receiving support from society and government for long-term development and building a positive reputation in the market.

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Progress towards achieving SDG8 has been challenging and the world is far from reaching most of the targets. The lingering effects of COVID-19, cost-of-living crises, trade tensions, uncertain monetary policy paths, rising debts in developing countries, and the war in Ukraine can each significantly set back global economic growth. Combined, these crises are placing the global economy under a serious threat. Global real GDP per capita is forecast to slow down in 2023, putting at risk not just employment and income but also advances in equitable pay for women and decent work for young people. Achieving SDG8 will require a wholesale reform of our morally bankrupt financial system in order to tackle rising debts, economic uncertainties and trade tensions, while promoting equitable pay and decent work for young people.

* Target 8.1: Following a sharp decline of 4.1% in 2020, global real GDP per capita increased by 5.0% in 2021. However, growth in global real GDP per capita is forecast to slow down to 2.1% in 2022 and further to 1.0% in 2023, before recovering somewhat to a growth rate of 1.8% in 2024. The growth in real GDP of LDCs slowed down from 5% in 2019 to just 0.2% in 2020 before recovering to 2.6% in 2021. It is expected that the growth in real GDP of LDCs would strengthen to 4.3% in 2022 and to 4.4% and 5.4% in 2023 and 2024, respectively.
* Target 8.2: After a sharp decline in 2020 due to the COVID-19 pandemic, labour productivity rebounded in 2021 by 2.4%. Productivity growth slowed in 2022, increasing by only 0.5%. However, even before the onset of the COVID-19 pandemic, productivity growth had been slowing around the world. The latest estimates extend the downward growth trend, from an average annual rate of 1.8% between 2000-14 to 1.4% between 2015-22.
* Target 8.3: Globally, 58.0% of those employed were in informal employment in 2022, amounting to around 2 billion workers in precarious jobs, most lacking any form of social protection. Prior to the onset of the pandemic, the incidence of informal employment had been slowly declining and stood at 57.8% in 2019. The pandemic resulted in a disproportionate job loss for informal workers, particularly for women, in 2020. The subsequent recovery from COVID-19 has been driven by informal employment, which has caused a slight increase in the incidence of informality.
* Target 8.5: Equal treatment in employment, including fair and equitable earnings, is fundamental for achieving decent work for all. The median gender pay gap across 102 countries is approximately 14%. However, this calculation is only based on average hourly earnings, thus not controlling for characteristics such as the sector or occupation, educational level or amount of work experience.
* Target 8.5: The global unemployment rate declined significantly in 2022, falling to 5.8% from a peak of 6.9% in 2020 as economies began recovering from the shock of the COVID-19 pandemic. Despite an uncertain global economic outlook, unemployment is projected to increase only moderately, as a large part of the shock is being absorbed by falling real wages in an environment of accelerating inflation. Global unemployment is projected to edge up slightly in 2023, by around 3 million, to reach 208 million, corresponding to an unemployment rate of 5.8%.
* Target 8.6: Globally, nearly one in four (23.5%) young people were not in education, employment, or training (NEET) in 2022. Although this is a slight decrease since 2020, when the NEET rate was at an all-time high, it remains above the 2015 baseline of 22.2% and a long way from the 2030 target.
* Target 8.7: The latest estimates indicate that the number of children in child labour rose to 160 million worldwide at the beginning of 2020 - an increase of 8.4 million children in the last four years. This translates to almost 1 in 10 of all children in child labour worldwide.
* Target 8.9: The share of tourism in global GDP nearly halved in 2020 as a result of the COVID-19 pandemic. The 2021 data shows a very modest 6% upturn, indicating that tourism's economic contribution is on the path to recovery.
* Target 8.10: Accelerated adoption of digital solutions is transforming access to finance. Globally, in 2021, 76% of adults had an account at a bank or regulated institution such as a credit union, microfinance institution, or a mobile money service provider, an increase from 62% in 2014.

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Goal 8 | Department of Economic and Social Affairs

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Promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all

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Employee privacy protection in the business environment is a crucial topic that has far-reaching implications. Here are some links to further information that can help in understanding this issue better: International Labour Organization (ILO)https://www.ilo.org/: The ILO provides extensive resources on labor rights and standards. Their guidelines and reports are relevant as they discuss the rights of workers in various aspects, including privacy. This links to the SDG8 as ensuring decent work conditions, which includes privacy protection, is a key aspect of achieving economic growth and sustainable development. In the context of ethics, it emphasizes the moral obligation of employers to respect the rights of employees.

Business for Social Responsibility (BSR)https://www.bsr.org/: BSR offers insights into how businesses can integrate social and environmental responsibilities into their operations. Their case studies and research on privacy in the workplace show how companies can balance their interests with employee privacy, which is in line with the ethical considerations of treating employees fairly. This also ties to SDG8 as it promotes sustainable business practices that contribute to economic growth and a better work environment for employees.

The European Union's General Data Protection Regulation (GDPR)https://eur-lex.europa.eu/legal-content/EN/TXT/?uri=CELEX%3A32016R0679: Although it has a broader scope, GDPR provides a framework for data protection, including aspects related to employee data. This is relevant as it sets a standard for privacy protection and shows how legal regulations can enforce ethical behavior. In relation to SDG8, it helps in creating a more stable and trustworthy business environment, which is conducive to economic growth and decent work. These resources help in understanding the complexity of employee privacy protection and its connection to SDG8, ethics, and the conclusion that it is essential for businesses to respect employee privacy for the overall well-being of the workforce, the company's reputation, and the achievement of sustainable economic growth.

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Employee privacy protection is a crucial aspect of the business environment with far-reaching implications globally, including in Australia and local communities. As analyzed in the article by Vaníckova and Bílek (2021), current legislation may not perfectly balance employee privacy and employer rights, but suggestions for legislative changes have been made. Ethical theories like utilitarianism, Kantian ethics, and rights theory emphasize its importance. In the local community, respecting privacy builds a positive work environment, attracts talent, and prevents disputes. In Australia, it is vital for a fair labor market and businesses' reputation and competitiveness. Globally, it is significant as businesses expand, data privacy is crucial, and it is essential for SDG 8. It impacts decent work by enhancing job satisfaction and preventing discrimination, and for economic growth, it builds trust and increases productivity. Resources like the ILO, BSR, and GDPR help understand the complexity. Overall, businesses must respect privacy for a positive work environment, reputation, and sustainable economic growth.

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Reference List:

Vaníckova, R., & Bílek, S. (2021). Employee privacy protection versus interests and property employer. International Journal of Law and Management, 63(6), 537-552. DOI: 10.1108/IJLMA-06-2016-0055

Jouza, L. (2014). Protection of Personality Employee in Labour Relations. Czech bar Association, Prague. Bulletin advocacy, Forensics Magazine CR 6/2014, ISSN 1210-6348, pp. 26-30.

United Nations. (n.d.). Goals - Goal 8. https://sdgs.un.org/goals/goal8

Shaw, W. H., & Barry, V. (2016). Moral Issues in Business (13th ed.). Cengage Learning.

International Labour Organization. (n.d.). Retrieved from https://www.ilo.org/

Business for Social Responsibility. (n.d.). Retrieved from https://www.bsr.org/

European Union. (n.d.). Retrieved from https://eur-lex.europa.eu/legal-content/EN/TXT/?uri=CELEX%3A32016R0679