Final answer:
As the HR manager advising on the installation of a surveillance system, the primary concern should be to ensure that the monitoring policy is narrowly tailored to address theft without violating employee privacy. All impacted employees need to be informed about the new policy and trained on its operation. Such a system should also provide both security against theft and protection for employees against wrongful accusations.
Step-by-step explanation:
When advising the CEO on the implementation of a new surveillance system to address theft at Brisbane Women's Clothing store, as the HR manager, the greatest concern should be whether the monitoring policy is narrowly tailored.
A narrowly tailored monitoring policy ensures that the surveillance measures are specific and limited to addressing the theft issues without unnecessarily infringing on employee privacy.
Other factors such as ensuring that the surveillance system is visible to employees, employees are aware of the new policy, and managers are trained on operating the new system are also important.
For example, in a scenario where a cashier at a retail store is being accused of theft due to their cash drawer being short, the employee must navigate the label of being a thief.
If they are innocent, it's crucial for them to communicate openly with management, request a review of surveillance footage, and possibly involve employee representation if available.
The situation highlights the need to have a monitoring system that not only helps in identifying actual theft but also in protecting employees from wrongful accusations.
It's essential for the HR manager to ensure that the entire process of implementing the surveillance system is transparent, and that employees understand how it will operate. This includes making sure that the policy regarding monitoring is clear, that there are protocols to protect employee rights, and there is a system in place to handle any disputes that arise from such monitoring.