The implied duty of fidelity protects business interests and imposes a obligation employee must not disclose any information or trade secrets of their employers business. Throughout the course of employment, an employer will obtain information, which may possibly be confidential information. If an employee’s position is highly ranked then there will be possibilities that the employer has acquired potential confidential business information that may be disclosed this type of situation will need to be addressed and employers will need protection. In Thomas v Farr plc. , the categories of information was sectioned out to address what type of information is not to be disclosed when the employment contract has ended.
* The General Social Care Council (GSCC) ‘Codes of Practice’ – 1.2 Summarise the main points of legal requirements and codes of practice for handling information in health and social care. The 8 priciples of Data Protection Act 1998 states the personal must be: Fairly and lawfully processed Processed for limited purposes Adequate, relevant and not excessive for the purpose Accurate and kept up to date Not kept for longer than necessary Processed in accordance with the data subjects rights Kept secure Not transferred to countries without adequate protection 2. Be able to implement good practice in handling
The storing of such data calls for necessary security that would protect the employees’ privacy on their information from any litigation or theft. For Huffman Trucking to ensure the protection of employees’ information, it must address the risks related to the safeguarding of confidential information. That is, the company will ensure that no harm would come to the business. However, irresponsive of the procedure of handling the crucial information, the company must implement security measures to effectively safeguard the data, and the assets of the business, as well, from inherent threats such as litigation and
Unless the customer, whom Joe criticized, by using a company computer, came back and filed a complaint against John or the company, I strongly believe that Joe can be dealt with internally before our company takes any further action. Through the contract, the company has the right to monitor its employees’ usage of company computers and systems. Therefore, Joe can technically be disciplined for threatens to sue the company for invasion of privacy. I would review our company policies once again to explain the rights, privileges, and commitment of individuals involved as a means of governing working relationship. If Joe fails to improve, the best decision would be the termination of his employment under a mutual understanding to avoid going to
Legal requirements and codes of practice inform practice in handling information by legislature which sets frame works and guide lines of how information should be recorded, stored, used/accessed and disposed of to protect /safe guard the welfare of individuals. 1 2 Understand good practice in handling information in social care settings. 2.1 Explain how to maintain records that are up to date, complete, accurate and legible. It is important to record information immediately it is acquired so that no detail is left out which is possible if left to a later time. At the time of recording the information all clarifications can be made for accuracy.The records should be signed, dated and legible for other users to access easily.
6.1 meeting relevant standards of practice and working in a lawful. Safe and effective way. 6.2 maintain clear and accurate records as required by procedures established for your work. Anyone processing data (personal). Must comply with the eight enforceable principles of good practice laid down in the data protection act 1998.
The reports should be only about the person concerned and should be signed and dated. Every care should be made to ensure that client records are stored securely and remain confidential. The Data Protection Act of 1998 has set a code of practice that all Social Care establishments must comply with. Within a client’s home environment records should ideally be kept in a secure, locked cupboard, out of sight from casual visitors. Establishments that have a number of clients should ensure that records are up-to-date and are kept in a locked filing cabinet, preferably in a secure office.
This should not be connected to the main location but its own entity. If something goes wrong you are secure because you have a back-up copy of the data. • Virus Protection software- Trying to avoid getting a virus and training employees to watch out for signs of virus can be very important, especially through email. Try to avoid opening an email that does not look familiar or looks strange. In Conclusion It is important for an organization to be aware of the risk of technology.
4. Be able to use systems for effective information management. 4.1 If an organisation needs to keep records on a resident/service user that they support, they must be registered with the Data Protection Register 1998. In this Register, it means that the information should only be used for the purposes explained when it is collected as well as being relevant, accurate and up to date, The information collected should not be disclosed to anyone who has no right to see it and the individual can have access to the data held about them. The Public Interest Disclosure Act (1999) which is sometimes called the 'Whistle Blowing Act', is in place for considering other perspectives of confidentiality.
Business ethics is the guiding principles on what is the “right” or appropriate way to behave in a situation (Jones & George, 2008). Many companies have code of ethics in their employee hand book that guide the employees about the ethical behavior and inform them about the ethical misconducts in the workplace. Even some organizations have ethical program training to train the employees to how to address and handle ethical issues in their daily tasks. But not all the employees have high commitment in ethical standards of the company, especially when they want to