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reading 17, when conducting a search employors must not invade privacy of the employee, employer decides to search employees they should be able to combat discrimination claims by having nondiscriminatory reasons for searching , employees don't resent or get angry at their employer , employee reject the 3rd party option be sure to document this fact, is included in the wiretap act , searching for answers, never make physical contact with an employee , if do find personal information during the process must keep it confidential, an employer should only search an employee when the reason is legitimate and is needed for a business reason, they are done employer asks them 1 question is the suspected item present or any other prohibited item present? , thrid party would either answer yes or no without disclosing any personal information about the employee to the employor, can violate common law, can create a cibil harassment claim or criminal assult charge , employee refuses to cooperate never detain them agianst their will, is an outside party who comes to search employees things, intrusion upon seclusion , employors should not take into consideration race, ethnicity, religion or membership to any group (of the employee), postal mail, e-mail, voice mail, and internet activity, sean nally's cmap this forum, employer can act accordingly, employee monitoring is necessary at times for the good of an employer in order for them to know that their employees are doing appropriate things in the workplace., prohibits the interception, recording or disclosure of wire, electronic and aural communications through any electronic, mechanical or other device , should document this reason, do not violate federal law when open mail addressed to employees, or a jury may rule that employorunreasonably invaded theirprivacy, employers should search when they believe something can be found., always have a 3rd party present when conducting a search, if go to court have someone that can testify as to what occurred, is subject to federal wiretap act, are subject to electronic communications privacy act , in order to not invade privacy of amployee employer can offer option of a 3rd party, telephone calls, limit searching to only legitimate information which is not of a personal nature to the employee