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Should conduct screening  be “rights based” or “risk based”? Can a company address both and adequately address...

Should conduct screening  be “rights based” or “risk based”? Can a company address both and adequately address insider threats?

Social-Sciences   psychology   
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In my opinion, people should have their rights to live their personal life while following the rules and regulations of the company while they are in the company. Unfortunately, knowingly or unknowingly company rules and regulations are applied to the people even while they are spending their personal time. So, whatever happens outside one’s workplace affect one’s prospect of employment. Although companies have the rights to screen candidates for risky attitudes and behaviors that are not compatible with their organization, they do not have any rights to influence the employees to lead their personal lives in a way the organizations dictate. So, the conduct screening should consider both risky and rights factors.

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