Jeffrey Brian Ziegler Case Study

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In the case of the employee Jeffrey Brian Ziegler the question remains to whether he should have had a reasonable expectation of privacy in the contents of his work computer? I think that as this case presents information which stated, “when the employee were hired, they were told that their computer use was subject to monitoring and that computers should not be used for personal business” this information should have been sufficient enough for Mr. Ziegler to only use his work computer for intended work purposes (Walsh, 2013, p. 619). He should have gained a great understanding for his workplace policy, while using the company’s computer to look up child pornography. The fact that he held a private office still did not make it acceptable for visiting websites that contain pornography. So Ziegler filed a motion to suppress evidence due to how the employer proceeded in gaining the information from his office. The motion to suppress got denied because the courts found evidence that pointed out that the defendant had been informed about the use of the …show more content…
23). I believe that the Ziegler was very aware of what choices that he made and he should have been punished for violating his company policy. It would have been totally different if he was not aware of the policy. From time to time employers should give refresher courses on their policy concerning their monitoring process for their computers. Penttila states that “given the potential liabilities, updating your sexual harassment policies to ban employees from bringing generic "technologies" to work that contain pornographic images is a wise call”. By businesses providing their employees with updates on their monitoring policies could benefit not just the employers but it could provide everyone with informative information to help keep all within the compliance with the workplace

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