The Electronic Communications Privacy Act of 1986 (ECPA) is the primary federal statute, commonly known as the "wiretap law," governing video surveillance by employers, according to the Electronic Privacy Information Center. Most cases brought under this law involve wiretaps and monitoring of telephone and email communications. Silent video is not covered by the act. However, the ECPA covers the sound portion of videotape recordings. 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.
Personal E-Mail Accounts Prohibit Corporate Tech employees and contractors from transmitting sensitive information using any personal e-mail accounts (e.g., Hotmail, Yahoo, MSN). Testing & Vulnerability Assessment Ensure that all Corporate Techs systems and networks containing sensitive or mission critical information undergo vulnerability scanning and/or penetration testing to identify security threats at least annually or when significant changes are made to the system or network. Cryptography Ensure that all information requiring protection from unauthorized disclosure is encrypted during transmission using current NIST encryption standards and Department-approved encryption products. Corporate Tech employees and contractors shall not transmit such information without using cryptographic protections. Malicious Code Protection Implement and enforce a malicious code protection program designed to minimize the risk of introducing malicious code (e.g., viruses, worms, Trojan horses) into all systems and networks.
The Do Not Call Implementation Act established a nationwide “do not call list”. This act allows consumers to register their information with a national database prohibiting telemarketers from contacting them within 31 days of registering on the site. Once you are on the list, you are there for life and cannot be contacted by telemarketers. Some exceptions to the Do Not Call Act are political organizations, debt collectors and some charitable organizations. The ethical issue of personal privacy has led to the creation of laws to protect consumers against new advances in Information Technology.
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
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.
| Electronic Surveillance of Employees | | | [Type the author name] | LEG 500 | | 1. Explain where an employee can reasonably expect to have privacy in the workplace. Just like most spaces used by people, a workplace is divided into two sides, a private one and a public one. The workplaces are also different from one another depending on the industry they specialized in. Some are more customer service oriented where employees deal directly with customers that are present most of the time.
Another challenge is that there are many restrictions on the employer related to employment law. In addition, there are penalties for employers who violate provisions in the employment law. Employers must abide and pay strict attention to the following: Title VII of the Civil Rights Act of 1964, Age Discrimination in Employment Act, The Uniformed Services Employment and Reemployment Rights Act, The American Disabilities Act, and The Employee Polygraph Protection Act. These are just a few of the legal mandates that employers must be concerned
A Code of Practice or sometimes known as Code of Conduct, is one which has been set by an employer, to ensure the correct behaviour of employees and that company procedures are followed. This will usually list numerous items of do’s and don’ts within your working environment. Within my previous training role, I was involved with employee risk assessments, manual handling, as well as data protection. Data Protection Act 1998 – is an act of Parliament which defines UK law on the processing of data on identifiable living people. This is the main piece of legislation which governs the protection of personal data.
P5 Data Protection Act 1998 This law makes sure that businesses do not wield peoples information in a way deemed unfair to the customer or underhand it protects the customer and the details they have given in confidentiality, organisations cannot pass on information to third part organisations without the persons written permission however this is normally put down in small print so people agree normally without even knowing what they have done however it makes it illegal to do things like give home adresses to companies wanting to go door to door and pester people unless authorisation is granted by the person themselves this law could apply to an organisation such as cheadle and marple sixth form college in the way that it would be very
Some policies should include the inability to process family/friends’ transactions and disabling cell phone and personal email use during work hours (except for emergencies). I would also enable supervisory programs that can track employee work history and set web portal controls through organizational databases. Video surveillance would be an important addition to the physical security plan in order to conduct investigations in the event of an actual incident. Hard drives and USB sticks should be banned unless they are considered company property and used appropriately. Since email monitoring tends to be controversial, it might be beneficial to look into software programs that can trace anything communicated through company technology that would be considered a threat instead of monitoring every