Confidentiality - Workplace confidentiality is a framework of workplace procedures and policies designed to maintain the integrity of confidential or potentially compromising information handled in the workplace. For certain types of information, there are laws about how the information should be handled, designed to maintain privacy for people trusting companies with confidential information. For others, no specific laws dictate information handling practices, but the workplace develops best practices on the grounds that the information should be
You would not share information about your personal life as you would with your friends. This is important as it keeps the work place professional. As with working relationships with service users the employee must ensure they stick within the boundaries set out in the employers policies. The employee must never let a relationship with a service user turn into a personal one as this would clearly infringe on the employer policies and could lead to either service user or the employee been left in a vulnerable position. 2.
Some of the requirements would include strict control enforced via one-time password authentication or public keys with strong pass-phrases. Also, anyone trying to gain access must not be connected to any other network at the same time, aside from personal home networks under the user's complete control. Further, employees with access must not use email accounts other than the company's standards, so that personal use won't be confused with business. Users must have approved virus control and spyware protection in place on all devices accessing the company network. Remote access will be limited in certain areas, while at least Applications will be approved for access (Shared application data is an important part of Richman’s network).
Employee Privacy Rights in the Workplace Employees must have the right to phone security, application confidentiality, the right to no sexual harassment, and the right to not have any personal questions asked that do not pertain to work. Employee privacy laws are limited, which makes it easy for employers to invade the privacy of its employees. Some things are personal and should remain that way. In today’s working environment, employers need to reevaluate their techniques, approach this ongoing situation, and find alternative solutions to this problem. There are limits to everything in life, and there needs to be limits set on employee privacy laws.
Having to understand laws and how they can affect other companies that we do business with or employees. Having employee’s understand the risk situation when filing a claim in work related issues. Having the organization is aware of the risk that can become lawsuits from other companies we do business with. Workers Compensation is normally given to employee’s when are they hurt at work, to avoid these claims, we must make sure that our organization stands by regulations and guidelines provided to a company. (OSHA) Occupational Safety and Health Act of 1970 gives you the right to have a safe work place.
As a life style police they are able to thell their employees where they cannot go outside of work. Life style police regulate life. Sometimes they require rules that employees ok with and some that they are not. I feel that this type of life style police has a positive affect on a persons' life because it only requests the best from a person. An employer can tell a person how to dress, speak, and where to go definitely qualifies them to be consider a life style
Possible Legal, Ethical, and Information Security Concerns Related to Developing Kudler’s Frequent Shopper Program Legal Concerns It is a company’s legal responsibility to take steps to correctly secure or dispose of consumer and employee data. Financial, children’s personal data, and credit report derived data may raise additional concerns with compliance. If any of Kudler’s customers and or employees become victims of identity theft, Kudler may have legal responsibilities to them. The FTC (Federal Trade Commission) does regulate and oversee business privacy laws and policies that have an impact on customers. While it is not required by law, a company’s online and offline privacy policies are pledges to their customers about how data will be collected, used, shared, and protected and the FTC prohibits deceptive practices.
If you treat one person less favourable then another due to some personal characteristics, that is discrimination. Under current legalisation, it is illegal for an enterprise to discriminate against customers or staff on the basis of sex, marital status, pregnancy, sexual preference, race and nationality and physical and mental impairment. All staff should be a aware of this legislation, and what it means for day-to-day work practices. There is anti-discrimination legislation at both State and Federal Levels. 2.
Employers may use video with sound to monitor employees under this act only if: 1) the monitoring occurs in the normal course of business or 2) the monitoring occurs with the employee's consent. (Cynthia Gomez) The second question is in the office workplace there are typically two types of workspaces, an open area, in which there are several desk and where conversation can be overheard, or an enclosed office, in which-when the door is closed-conversations cannot be heard and where one would expect virtually total privacy. Explain whether it makes a difference if an employee is in an open area or
The court found that the facts were as represented, and ruled that it was, indeed, illegal disparate impact discrimination. Because Duke Power Company defended that it was appropriately using the requirements to assure a qualified workforce, and not as a means to intentionally discriminate, the court ruled that to do so would be appropriate if it could be demonstrated that the requirements were necessary for all jobs for which they were used as a criteria, or if they did not result in a different impact upon a protected class. In the subject case, it could not be demonstrated that such was the case, inasmuch as Duke could not respond affirmatively on either test. Blacks were impacted significantly more than whites, and the requirements were being applied to all, and not specifically to justified employment