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“I’m moving to Texas to be with my fiancée. I can either move and work for somebody else; or I can move and continue working for you remotely.”After she graduated from college, my fiancée moved to Texas to start work with NASA. We had lived apart for almost a year.I was determined to be with her. So, I planned my move to Texas. After three months of planning, I had some money saved up and a couple of job prospects in mind.I walked into my boss’s office fully expecting to walk out without a job or my notice given. But, I decided to try something I thought of the night before, instead.After some small talk, I said “I’m moving to Texas to be with my fiancée. I can either move and work for somebody else; or I can move and continue working for you remotely.”He sat there quietly for almost a full minute. I’m normally not one to get uncomfortable with silence; but this was unexpected. He was actually thinking about it!I hid my excitement and let him think.Finally, he asked “What part of Texas?”I answered.He went on to explain that there would have to be a change in my status. Payroll would have to do things so I was taxed for the proper locale, etc.I was the first person in our group to be a full time telecommuter. This was in 2001.I’ve gone through six bosses since then and I’m still working from home! Today, most of my team works from home too!

According to the law,Legally private information includes date of birth, Social Security Number, medical conditions, and specific physical and mental disabilities. Your height, build, race, color of hair, age, home address, kind of car you drive, exercise classes you take are not private. (1)Based on HR standards, sensitive employee information that must be kept confidential by HR is: (4)Personal (social security number, address, date of birth, marital status)Hiring (job application, resume, interview notes, employment history, employment assessments, background checks, reference checks, I-9 forms)New-hire paperwork (offer letters, employment contracts, handbook and policy acknowledgements)Performance (performance reviews, performance documentation, documented recognition, warnings and disciplinary notices, job descriptions, documented job changes/promotions)Compensation and benefits (salary or hourly pay rates, merit increases and bonuses, other forms of pay, pay changes, benefits information)Payroll (time cards/sheets, work schedules, pay stubs, direct deposit forms, authorization for deducting or withholding pay, tax forms, status change forms)Termination (termination or layoff records, resignation letter, unemployment insurance claims)Attendance (dates and reasons for absence, time off, and leaves)3. When answering this question: ”How can I stop my employer from putting my name and picture online?”. Rita M. Risser Chai, the founder of Fair Measures and an attorney in California for 20 years and now an attorney in Hawaii said “Traditionally, your name, photo and even your home address are not considered private……” (2)4. It is probably not even an invasion of privacy to disclose an employee’s birthday although you should not give out your birthday to others. In a Massachusetts case from 1995, a federal judge ruled that disclosing an employee’s age on a birthday card was not illegal, reasoning that “age is not such an intimate or personal fact that it can be the basis of a privacy claim.” Galdauckas v. Interstate Hotel Corp.,901 F. Supp. 454 (D. Mass. 1995) (3)5. There are court cases that say neither home address nor telephone numbers are “private” except some special cases. (5)6. Based on the Personal Information Protection and Electronic Documents Act (PIPA), collection, use, or disclosure of personal information should normally be done only with an employee's knowledge and consent. (6)Back to the question. Are employees required to give out their real name when requested by a customer or can they keep it confidential?Based on what I have found, strictly speaking, an employee’s name does not belong to the sensitive confidential personal information. When requested by a customer, an employee should give out their real name since their this asking is not against the law.Honestly speaking, I am not sure whether the employee is “required” to give out their name. By my understanding, if they don’t want, it is also not against the law and they should not be forced to do so. It is not an obligation although it is an honest behavior in customer service.I would tell them my real name if asked. Why not?Thanks for reading.Sources:Can my employer publish personal information about me?How can I stop my employer from putting my name and picture online?Are birthdays private information?What HR Needs to Keep ConfidentialCan we distribute employee home addresses and phone numbers to all staff?Privacy in the WorkplaceWhen can employers share workers' personal information?

I’ll take a slightly different approach than some of the answers I’ve seen (too many, I can’t read them all!).Because nationalized health care is good for business, especially small business!As a small business owner, I am forced to choose which benefits I can provide, how much I’m willing to pay for these benefits, and how much this affects my bottom line. If I don’t provide good benefits, attracting the best employees is difficult to impossible. If my benefits are too generous, I’m priced out of competition.The cost of healthcare benefits changes annually. So every year, I’m paying more than this year. What will I be paying next year? 2 years from now? 5 years from now? I don’t know, but because I’m writing proposals on contracts that can extend out to 5 years, I have to take an undereducated guess.So let’s say healthcare expenses go from the wild(ish) west it is now to a nationalized payroll tax of something like 3–8% of earnings with an employer match, that’s similar to unemployment and Medicaid (6.2% each).That’s predictable. I can plan for that every year, and I know it will be the same, and if it changes, I’ll get plenty of notice and I can move things around.That’s fair. Every company, from Lockheed Martin to SAIC to my little company, we’re all paying the same. I’m immediately more competitive with these companies because I can now take the money I was spending on health insurance, and spend it on something else like 401k matching, higher salaries, or more profit to grow my business.See where this goes? If Wal Mart was forced to pay an extra 6.2% tax on every employee, yes, their prices would go up. Guess what, the local small business that was struggling to provide benefits to its employees is now relieved of that burden. They’re paying the same as Wal Mart, now they are more competitive.Would prices go up? For convenience services, dependent on low wage employees like fast food, restaurants, and grocery stores, yes.However, since people are now paying less for healthcare, they have a little extra money in their pockets to spend on these things. My, admittedly amateur economist, opinion is that it ends up a wash, or slightly on the side of being a net gain.The other thing to ask is, who benefits from the status quo? If things are the way they are, who’s making money off of it? Why are they resistant to change? I think that once you look at that, the real answer to the public option resistance becomes apparent.Edit: Spelling