Internet and the Workplace

Assume this case happened at a place you have worked in the past, or where you work now (or want to work.) Give an example of how the decision in the case above could lead to better or worse employee relations in your company. (5 points)

• Web/Email Risk: A clerical specialist for a childcare office sent an email to all representatives rather than her proposed single beneficiary. The email contained a humiliating improper joke. The inside's chief educated the worker to send an ensuing expression of remorse email to everybody. Only 2 months after the fact, a worker that was laid off because of organization scaling back, sued as a result of an antagonistic workplace and refered to the improper email as evidence of an air that did not regard her

In a tort civil suit, compensatory and punitive damage amounts are awarded in favor of the plaintiff; some conditions need to exist for a tort to be ruled in favor of a plaintiff. Contrary to a criminal trial, if the defendant is found guilty, he/she only needs to pay the ordered compensatory damages to the plaintiff, without the need to spend time incarcerated. There are intentional torts, and torts cause by negligence. The intention here is to enlighten you and your employees of the possible consequences of certain internet usage. There are a number of situations that can bring down a tort civil suit on an employer; among them is sexual harassment, which has become a common phenomenon of the internet as read in this excerpt, "Sexual Harassment is the use of sexualized intimidation, insult, and threat to exert control over women. On the Internet, such behavior is more common and more outrageous than in the physical world because of the anonymity of the communications medium and the disproportionate number of men using it (Waerner, 2016)." Another cause for torts is dissemination of confidential information; an employee(s) disclosing confidential information pertaining clients through the use of technology, can put an employer a risk for a tort suit. An important thing to remember is that nowadays, most files can be sent electronically, and downloads are enabled with just a click of couple of keys, special care need s to be taken to avoid malware or toher risk associated with viistng at risks sites. Another tort can be for intentional infliction of emotional distress on someone by a person who exhibited severe and outrageous behavior intentionally (Legal Information Institute, 2016). This can be done through the internet in the form of harassment and cyberspace bullying, a common issue in social media. Trespass can bring up a

While she was online, she checked out the company website. She couldn't do her research at work, obviously she'd be monitored, and it was grounds for dismissal. The site was clean and sterile looking, like the rest of the company. Jenn read with

In general, the first question should be scrutinized on factors like whether the content was related to the workplace, politics or personal information relating to a person in the workplace. Loosing protection is easy if the information was distributed during the working hours or on off-duty or whether the employee was using a personal device or an employer’s equipment. The other issue is whether the employer’s policy was following the law. The policy requires an analysis on whether the restrictions have protected the employee from speeches, and association under the

This slide provides a definition of what is considered internet abuse in the workplace. Also, the slide also goes on further to outline a list of specific acts of abuse. Violations include inappropriate jokes, downloading music, and frequenting social networking sites. My first slide provided pertinent information on the topic but I decide to take off all of the detailed information and highlight the most visited places the associates visit during business hours.

Gone are the days of working in one location from nine to five. This generation, which is the most connected generation in history—to technology, to their peers, to information—will need to be managed differently.

OverviewRecently at lunch, Eric Wohlschlegel announced, “I have to take a BlackBerry pause.”Plenty of people interrupt social and business meetings to check messages on their mobile devices. There was a time just a few years ago, Wohlschlegel recalls, when his employer didn't require him to have a BlackBerry. Now, as a spokesman for the influential American Petroleum Institute, Wohlschlegel is expected to be in constant contact with the world at large, fielding some 200 work e-mails a day.He doesn't have the option of tuning them out. But when circumstances forced him to, he had a hard time

Many employees are unaware that their employers can monitor what they do online and fire or discipline them based on the information. According to a recent report by the American Management Association, more than a quarter of employers have fired workers for misusing e-mail, and about a third have fired workers for misusing the Internet (Snell & Bohlander,

Many organizations experience employee abuse of the internet. This abuse of the internet can be defined as any use of the internet for personal purposes during work hours. This behavior can include accessing personal social media sites, blogging sites, news sites, shopping and accessing inappropriate content such as pornographic sites. Employees need to be aware that there are consequences for this type of abuse. In order for organizations to protect their business interests, policies should be created and enforced in order to protect the business and other employees from any violations or repercussions.

For example, in the case of Lois Robinson co-workers would post pornographic pictures and make suggestive comments when they noticed her pass by. Although, this did not affect her pay or the terms and conditions of her job she was subjected to a hostile work environment. Lois Robinson filed a suit against Jacksonville Shipyards Inc., for sexual harassment. However, the challenge for the court is to determine what is considered discomfort. The judge ruled that the display of pornographic pictures and pinup calendars was a visual assault on the emotional response of female workers due to the conditions sexual harassment under the “hostile working environment” provision. (Boatright 2007) Keep in mind that the court decision did not state that the display of pictures always constituted sexual harassment. The problem was the scarcity of women workers in a shipyard, and the lack of women in authority and the occurrence of verbal harassment including explicit sexual remarks. Jacksonville Shipyards Inc. (JSI) were federally contracted to repair U.S. Navy ships, therefore, they are required to have an affirmative action plan. In the company policy it stated that any violation should be reported to the Equal Employment Opportunity Coordinator in the facility. Unfortunately, supervisors at the shipyard were unaware that such policy existed and it was not included in the standard JSI

The use of the internet for personal pursuits in the workplace has seen phenomenal growth over the last quarter century. Along with this growth, employers and employees alike have used the internet as a tool to increase profit, manage time and facilitate communications. However, such technological advancement has its issues. The problem investigated is how the growth of electronic monitoring has changed employee expectations of privacy in the workplace.

ABSTRACT: The Internet is an integral way of conducting daily business from government agencies to entertainers.

“In countless offices, employers can monitor telephone calls, peruse email messages, and even retrieve supposedly ‘deleted’ files without an employee’s knowledge” (Brin 56). There is nothing the employees can do about this if they never know it is even happening.

Managers believe that there must be a solution to minimize this issue to increase productivity on the job. Many managers suggest monitoring employees’ online activity to determine to ensure that they doing what is required of their job. There is strong reasons why companies need to monitor their employees’