CRIM DISCUSSION POST 1

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School

St. Clair College *

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2619

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Information Systems

Date

Feb 20, 2024

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docx

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Uploaded by aehunt1030

CRIM DISCUSSION POST 1 Social engineering could be a company violation that easily turns into a criminal offence. If an employee were to abuse their access to a user-trusted company program or interface for the purpose of acquiring sensitive user information, this could lead to criminal charges. For example, an employee uses their company computer/program to access sensitive user information outside of regular business hours, permissions, or for personal use. This could fall under a corporate violation in some instances, however if the personnel were able to use that information to say access a bank account and reroute money into their own account, this would bring their offence to a criminal level. One way to try hiding this offence would be by changing metadata and time stamps to trick the investigator into believing this information was accessed at appropriate times by an employee for company reasons. Secondly, employee misconduct could be a company violation turned criminal offence in a multitude of ways. Most companies have a code of conduct policy with disciplinary measures for should those policies be violated. Furthermore, Canadian federally regulated workplaces require employers to have a workplace harassment and violence prevention policy. While this may help to prevent violence or harassment in those workplaces, there are still non-federally regulated workplaces to think of. First let’s focus on those workplaces that require an anti-harassment policy. Although the definition for what harassment and violence means is outlined by the Canadian Labour Code, with examples of those actions, not everything that may result in harm is covered. So, what might start out as a violation of company conduct could easily snowball into a criminal offence. Whether that be because the offended party proves those comments, gestures, actions, etc. have resulted in harm, or simply because over time those actions, emails, or other interactions went unchecked and progressed into more aggressive interactions resulting in harm. Outside of federally regulated workplace, it’s still possible that an employer’s policy could be violated by these same actions, even if the policy has nothing to do with anti0harassment in the workplace. Say for instance the harassment was done using a personal email or on personal time by way of using a company computer. If the policy was simply that no personal emails were allowed or that the company computer was not allowed to leave the work place or be used outside of working hours, the violation could be completely separate from what the criminal offence might be. While it may not be the company who determines whether the email is to the level of a criminal offence, it can begin as a violation of company policy to have sent those messages using their computer resources in the first place. One was in which they may try to hide their offence would be to utilize tunneling through a VPN (Virtual Private Network), which encrypts data. They could possibly also change metadata and timestamps as mentioned previously. Computer forensics: Anti-forensic tools & techniques [updated 2019] . Infosec. (2019, July 5). https://resources.infosecinstitute.com/topics/digital-forensics/computer-forensics-anti- forensic-tools-techniques Canada, E. and S. D. (2023, January 27). Government of Canada . Canada.ca. https://www.canada.ca/en/employment-social-development/programs/workplace-health- safety/harassment-violence-prevention.html

Branch, L. S. (2023, December 18). Consolidated federal laws of Canada, Canada labour code . Canada Labour Code. https://laws-lois.justice.gc.ca/eng/acts/L-2/page-15.html#h-341258 Oettinger, W. (2022). Learn computer forensics: A beginner's guide to searching, analyzing, and securing digital evidence . Packt Publishing Limited. https://read.amazon.ca/? asin=B086WBP289&_encoding=UTF8&ref=dbs_p_ebk_r00_pbcb_rnvc00

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