The damage could be from internal or external. An employee could unintentional give out company information just because they are not trained as to how to handle some sensitive information. There are also the intentional internal threats that result from employees taking advantage of security flaws. There are also the skilled external criminals who aim at destroying or stealing data. With information system security, you are assured of quality measures to prevent all these kinds of situations by identifying
| “Duty of Care” means providing care and support for individuals within the law and also within the policies, procedures and agreed ways of working of your employer. It is about avoiding abuse and injury to individuals, their friends and family and their property | A negligent act could be unintentional but careless or intentional that results in abuse or injury. A negligent act is breaching the duty of care. If an individual has evidence that you have been negligent, you are likely to be disciplined. You could lose your job and you could have legal action taken against you.
These data holds the vital basic information on each employee, and in the wrong hands, it can become detrimental to both the business and the employees. It is the reason everyone in the business should be secure, and report any suspicion that someone has tampered with his or her information. The company should deal with such matters with the necessary urgency, as they can prove catastrophic. The data can be either an electronic file or a hardcopy paper file. The storing of such data calls for necessary security that would protect the employees’ privacy on their information from any litigation or theft.
Conclusion The EEOC provides employees with an opportunity to have an independent investigator review possible discriminatory employment practices within a private organization. This process alleviates unnecessary pressure on the judicial system with frivolous lawsuits against employers. By following the steps necessary to filing a complaint with the Equal Employment Opportunity Commission (EEOC), mediation, investigation, findings and judicial review, employees like John can make an informed decision on which route to take to resolve his discrimination
Along with this feeling of power he might have had a life style that needed a more luxuries accommodation. However, to the surprise of Gonzales himself, the secret service was on point with investigating him, as they might have suspected him of tipping off other criminals the secret service was investigating. Some companies opt not to prosecute white collar criminals simply because it might cost too much to go after a criminal, and it also might be difficult to prove the wrong doing. Some criminals might hide behind the misjudgment theory and battle their way out of court. The problem with not prosecuting white collar criminals is that they might continue to commit their crimes, thus continuously affecting society.
I recommend the company should respond to the former employee’s charge of constructive discharge by first apologizing. This former employee has had a negative impact on their life do to our company, and an apology would not hurt the situation. The government has various laws and statues pertaining to constructive discharge, management needs to avoid anything that could be misconstrued as discrimination in the work place. Alternative Dispute Resolution (ADR) refers to processes and techniques of resolving disputes that fall outside of the judicial process (Alernative Dispute Resolution Law & Legal Definintion, 2011). Legally, this could save the company bad publicity, a great amount of stress, and money that isn’t necessary to spend.
For example, if a woman secretly records an altercation between her and someone harassing her then I feel that it is justified. If a man is stalking her and it is her word against his then she may not have a chance of saving herself, but if she records this altercation then there is proof that this situation actually occurred. This recording may not hold up in court but at least she can prove to people and she can get protection from this person somehow. Surveillance is in place to help people and companies to manage their locations and see if and when people are around them. Surveillance helps store owners determine if their employees or customers are stealing from them, it helps homeowners manage their property and know if their family is in danger, and it helps corporate buildings manage the large number of people who walk in and out of the building.
The Public Interest Disclosure Act (1999) which is sometimes called the 'Whistle Blowing Act', is in place for considering other perspectives of confidentiality. It allows people at work to raise concerns about crime, negligence, miscarriages of justice, dangers to health and safety and applies whether the information is confidential or not. The act seeks to protect 'whistleblowers' from dismissal and victimisation and thus promotes the public interest and potential extra protection for vulnerable individuals in society. Confidential information should only be disclosed if it is * In the resident's best interests * For the protection of others * In the interest of public health * During an official or legal investigation * If there has been or there
It is about avoiding abuse and injury to individuals, their friends and family and their property. A negligent act could be unintentional but careless or intentional that results in abuse or injury. A negligent act is breaching the duty of care. If an individual has evidence that I have been negligent, I am likely to be disciplined. I could lose my job and I could have legal action taken against me 1.2.
• Both parties can be offered help and support if required and all information disclosed for both whistle blower and the accused will be kept confidential and is investigated discreetly (Data Protection Act) • Preparations for any ramifications that could follow whistle blowing. If employment is terminated or a person suffers as a result of whistle blowing they are then protected by law under the Public Interest Disclosure Act 1998, this law was brought in to protect whistle blowers from detrimental treatment by their employers. Although whistle blowing may be a daunting and frightening experience to act upon, the safety and wellbeing of a child may depend on another person’s actions, subsequently all aspects of whistle blowing are to be thought over with the best intentions of children or young people in