Discretion still has its place, but that's different from privacy and compliance.
Most admins aren't going to spend all day reading other people's conversations, and good companies have explicit policies as to when they will do so. The thing we're discussing here isn't whether companies should spy on everything their employees do- it's about what happens when an issue does occur where they do need to look into things.
I would not work for a company where I thought my managers were looking over my shoulder at every single thing I was doing, but at the same time I would not refuse to work for a company just because they could look into my conversations if I was accused of wrongdoing.
People are also ignoring another aspect of this- if a company does get sued by an outside party they have to make internal data available through discovery. These laws about corporate compliance also exist to make it so corporations can be held accountable.
> Discretion still has its place, but that's different from privacy and compliance.
It should be, but often digital tools obliterate discretion in the service of compliance or even just monitoring employee work habits.
> I would not refuse to work for a company just because they could look into my conversations if I was accused of wrongdoing.
A healthy workplace needs to solve the underlying issue, here. But there are simple ways (i.e., asking or ordering the employee to send you conversation transcripts) to get the information needed. Managers and compliance officers are reluctant to let the investigated employees know they're being investigated, which I understand, but I don't think throwing out discretion-oriented communication is worth the benefits there.
> But there are simple ways (i.e., asking or ordering the employee to send you conversation transcripts) to get the information needed.
Are you serious? So, someone accuses an employee of abuse and you casually stroll by and ask them to send relevant conversations your way? And you expect them to comply without cheating? Why don't we try this approach with other misdeeds, for example, when someone complains about theft, we just ask thieves to come by the police station with the stuff they stole. Do you think that would work?
Most admins aren't going to spend all day reading other people's conversations, and good companies have explicit policies as to when they will do so. The thing we're discussing here isn't whether companies should spy on everything their employees do- it's about what happens when an issue does occur where they do need to look into things.
I would not work for a company where I thought my managers were looking over my shoulder at every single thing I was doing, but at the same time I would not refuse to work for a company just because they could look into my conversations if I was accused of wrongdoing.
People are also ignoring another aspect of this- if a company does get sued by an outside party they have to make internal data available through discovery. These laws about corporate compliance also exist to make it so corporations can be held accountable.