Case Analysis : Employee Handbook

Employees may not use the company’s systems (such as email, instant messaging, and the internet) to participate in activities that are illegal, violate company policies and/or result in the company’s liability or embarrassment. Examples of prohibited activities include but are not limited to the following:

This document will serve as a guideline on the use of electronic communications and addresses major issues such as; email and cell phone usage, best practices, how we define appropriate use of email and cell phones in the workplace, the effective use of email as a business tool for internal and

The purpose of this policy is to outline the acceptable use of computer equipment at XYZ Inc. These rules are in place to protect the employee and XYZ Inc. Inappropriate use exposes XYZ Inc. to risks including virus attacks, compromise of network systems and services, and legal issues.

Privacy Rights Clearinghouse went over computer and workstation monitoring, email monitoring, telephone monitoring, mobile device monitoring, audio and video monitoring, GPS tracking, postal mail and social media monitoring. Employers are able to see what is on your screen, how much time you spend away from your computer and how many keystrokes per hour each employer does. Employers are able to discretely monitor employees with certain computer equipment. Employees may not know they are being monitored. Employers can review email content. Even though the message may have an option for marking an email as private, the company may still have access to the email. You should assume that your work emails are not private. Even though you may delete your emails, the company still has access to them also.

High Availability – Redundant servers to support HA. Use HA to speed up restart process. Deployment pattern to reduce/eliminate planned outages from RBAC upgrades.

“Employees are required to secure their personal workstations when not in use. Confidential health information must not be displayed on computer screens unless the employee is performing work functions on the computer and using the information. Employees may not access another employee’s computer while it is in use nor may employees use another’s password for any reason. Violation of this policy will result in disciplinary action, and depending upon nature of violation, termination may result.”

This case highlights the care that employers should take with the design of employee handbooks. Even where a handbook contains a prominent disclaimer stating that it does not establish any contract rights, an employer must be careful with all of the handbook’s

The Company maintains a strict policy on any type of unlawful discrimination and harassment. The Company prohibits harassment on the basis of race, color, religion, creed, sex, national origin, age, disability, marital status, pregnancy, ancestry, citizenship, veteran status or any other status protected by state or local laws.

Employers have the right and responsibility to monitor their place of business to protect themselves and their employees from invasion . The irony is that this can only be possible if an employer is able to monitor communications and exchanges . Therefore , for a company to be able to afford the protection that employees need , they must surrender in trust their privacy to the company

SUBJECT: Information Paper 1. Purpose: To provide facts and overview of the HR Information Systems 2. Facts: a. The Enlisted Distribution and Assignment System (EDAS) is used to manage enlisted assignments, promotions, and personnel information. This system is also used to assist managers when conducting strength accounting, Unit Status Reporting (USR), and personnel readiness management. The EDAS system is used to provide interactive updates capability to post information directly to the Total Army Personnel Data Base (TAPDB) to those authorized users including field users to delete or defer Soldiers.

In this scenario, imagine yourself as a salesman whose coworker tries to undermine by stealing sales regularly. The first thing that comes to my mine is just taking the money and let the coworker face the consequences. Granted it would be easy but it comes down to what is morally right. If everyone got rid of there annoying or detest coworkers everyone would be out of a job. The idea of categorical imperative which evaluates “what would happen if everybody else in the same situation or category acted the same way” (42). Imagining yourself in the incident would you want someone to step up when you made a mistake? In this case, Carl wasn’t trying to steal the money it simply was a common error that caused the deposit not to be completed. The

In comparing the above cost of conservation to the one in Queensland, Australia, and considering the future expansion of protected area in Queensland. The total area and the total expected cost was selected, and the potential unexpected cost for the area was calculated. The government committed to add approximately 12 million ha to 8 million ha protected area bringing the total area protected to 20 million ha by 2020. Maxan was used to estimate the cost with data on actual land value, market value, transaction costs and land tenure. The minimum area that was added was 18 million and maximum was 29 million ha. Approximately 2.3 million ha was selected by Maxan due to its low costs compared to other tenures. This brings the total cost to range from $214 million to $2.9 billion with a large cost associated with larger percentage acquisition assumptions (Adams et al. 2011). The area needing acquisition ranged from about 6 million ha to 10 million ha with an addition of 33% that is, 4 million ha to the national park estate. The total expected cost with the additional 4 million ha ranges from $250 million to $1.6 billion. The $250 million minimum cost was estimated based on 10%/1000 ha objectives and assumption on property subdivision which is 30% freehold and 0% leasehold acquisition. On average,

This handbook was designed to answer questions that may come up during your employment with us. This handbook will go over each of our policies and procedures, and additional information. Please do not hesitate to ask if you have any additional questions regarding any information in our handbook or need more clarification as we want your experience with us to be a good one.

The main purpose of this report is to distinguish and provide evidence to the fact that Anne Parish, a former employee at Ace Accident Insurance in Cairns was treated unfair by her former employer. In employment relations all employees should be treated and remunerated fairly, irrespective of them being an independent contractor or an employee (Fair Work Act, 2009).

The use of company computers, electronic media, and company services is for business purpose only, personal use is not permitted. Employees of Computer Inc. are expected to use these electronic services responsibly and productively.