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Employees have the right to keep private facts about themselves confidential and the right to some degree of personal space. An employer that discloses private facts or lies about an employee may be held accountable in a civil action for invasion of privacy or defamation.
In case your employer publishes any of your information revealed in confidence, it is an invasion of privacy in the workplace. For example, it is likely an encroachment if somebody publicizes information about your health, sexual conduct, or financial situation.
An employer can limit an employee's reasonable expectation of privacy by maintaining appropriate policies. In Minnesota, employers must notify employees, either in an employee handbook or by posting a policy, if lockers, desks and offices are subject to being searched.
Employee privacy laws limit how far employers can go when it comes to: Looking into employees' personal lives, especially while they're on the job. Monitoring their speech, actions, email and other correspondence. Searching their person or possessions.
Sup. Ct. 1998), the Minnesota Supreme Court recognized a right to privacy in Minnesota, and adopted the Restatement definitions for three of the Restatement torts - intrusion upon seclusion, appropriation, and publication of private facts.