While there is virtually no legal protection for employee privacy in the workplace, privacy advocates argue that the ability to monitor employees electronically without their knowledge - especially as more and more of their work entails using the computer - raises new questions that must be addressed.

EXCEPT for the shouting, it is becoming clear that the debate over employee privacy is over.

Are organizational counter measures not necessary because it invades employee privacy?

To the Editor: Re "Intercepting E-Mail" (editorial, July 2): For years, we've seen employee privacy in the workplace disappear as new monitoring technologies have proliferated.

Several other large companies are well known for a strong policy on employee privacy; among them are Aetna Life and Casualty, American Telephone & Telegraph, Control Data Corporation, CPC International, DuPont, Prudential Insurance, and several others.

But the next decision a company has to make is an extremely sensitive one: how to collect the specimens without invading employee privacy and yet still maintaining the accuracy of the sample.

Opponents of the Employee Free Choice Act also claim that the measure would not protect employee privacy.

Still, Richard Eaton, president of Win What Where, said his company had struggled with whether to produce software that could be used to invade employee privacy.

In February, the Energy Department, raising the issue of employee privacy, denied the request.

Opponents of the Employee Free Choice Act also claim, referring to perceived lack of access to a secret ballot, that the measure would not protect employee privacy.