Western Governors University (WGU) HRM3100 C233 Employment Law Practice Exam

Monitoring of company computers is not considered a tort under invasion of privacy because, in the context of an employment relationship, employees often have reduced expectations of privacy regarding the use of company resources such as computers. Employers typically have policies in place that inform employees about monitoring practices, which can include logging computer usage or reviewing emails. As long as an employer provides notice and the monitoring is for legitimate business purposes, such actions are usually deemed acceptable and do not constitute an invasion of privacy under tort law.

In contrast, the other options involve actions that directly infringe upon an individual's privacy rights. Placement in false light misrepresents an individual in a manner that is misleading and can cause harm to their reputation. Public disclosure of private facts involves revealing private information about someone without consent, which can lead to embarrassment or harm. Intrusion upon seclusion occurs when someone invades another person's private space or affairs in a way that would be objectionable to a reasonable person. Each of these actions represents a clear violation of privacy rights similarly addressed in tort law, distinguishing them from the monitoring of company computers.