Job Case Study

Employers are discovering that employee emails and telephone uses are starting to have an impact on its business. Therefore, employers are trying to protect the company's investment, by monitoring employees email without being invasive. Employers can use, computer software, which gives the employer the ability to record how much time the employees' spend on his or, her email account, without having to read the employees email

The company 's policy should contain specific terms to inform the employee that information on the company computers are confidential and this acknowledges the company the right to access any information from his computer at any time. They are at liberty to review and monitor any computers content. However, employers should limit their own access to employee e-mail and computer content only for legitimate business purposes, such as when there 's a reasonable suspicion of work-related wrongdoing by the employee, rather than something non-specific or just

There are many problems with the Electronic Communication Privacy Act of 1986, including issues with the workplace. The United State Constitution and its corresponding Fourth Amendment privacy protection provide little guidance in email monitoring situations. At the very least,

With the advancement of technology employers are now able to store access and monitor employees’ actions on company computing systems. In 1986, The Electronic Communication Privacy Act (ECPA) was introduced which disallow the intentional interception of “any wire, oral or electronic communication”, it provides an exemption that permits right to monitor employees in the course of business (Beesley, 2012). According to the act, if the employee is using equipment owned by the employer then employer is allowed to monitor an employee’s use of computer or phone for a valid reason. Also, if employer has obtained prior written consent from employee to monitor employee computer usage then they are legally authorized to do so.

As an example I would like to describe my experience working at a relatively small fruit import company. The management of this firm gets information, makes orders, and carries almost all negotiations via the e-mail. "To minimize the risk of any disclosure or loss of confidential data, it is important to understand where the risks are, and implement office management practices and appropriate technology to ensure all of your data remains confidential and secure," advises article IDS: Classification (2002, December4). The potential loss or disclosure of information could occur through various ways: vulnerabilities of operation systems (mostly Microsoft products), vulnerabilities of e-mail software, viruses and malicious software, and weak passwords. It is relatively easy to protect electronic information in this case, but it does take some time and effort, which could be difficult for managers, who do not have an expertise in computers.

If the employee was behind the data loss then security privileges for employees must be updated. The company can increase remote access security by employing VPN services with validation through RSA tokens or biometric data. In addition, the employee should not have been able to access technical information and employee data. The companies User Access Controls need to be updated to comply with security standards. A clear demarcation needs to be established between difference divisions of the companies. The password requirements need to be updated to prevent simple password creation for access to company

“Employee privacy has become a greater concern as more and more employees have turned to the Internet and other electronic media to communicate both on and off the job. ... Employers can generally search through anything that happens on company computers” (Employee

An employee’s privacy rights in the workplace come down to the word ‘Reasonable’. The employee’s rights in the workplace are very different than it is in their personal lives. An employee cannot expect the workplace to be private, nor their electronic communications to be private as well. Within the workplace, employers have the right to reduce liabilities within the scope of the law to which they must adhere. For example, employers have the right to ensure that email communication is being used for work-related purposes (Gidin, 1999). Federal laws provide employers the right to monitor communications, retain records, and conduct surveillance given that they provide proper notification

Privacy has remained a concern in the world but there have been numerous cases regarding privacy in the workforce. Privacy among the work environment brings ethical dilemma of whether companies have the rights to monitor their employees email, computer and internet usage. When we think about workforce privacy, one worries about the email and internet information that is gathered from being monitored being used for good or bad with current issues regarding known companies’ employees and customer’s personal information being hacked.

On 9/14/16 I met Ms. Alexander at the office of Dr. Raymond. Ms. Alexander arrived with an oxygen tank and using her amigo. She reports her pain is at a 5 from the thoracic spine. She still has pain in her right knee. She is able to walk in her home about 10 to 12 feet and cannot use her stairs. Activities cause increased shortness of breath and fatigue. Ms. Alexander feels the lung COPD is from her auto accident. She reports she cannot dress or bath independently. She also needs help with meal preparations and feels that is also personal care. She continues to receive physical therapy 3 times per week and an RN that visits every week to evaluate her.

Slide two introduces the audience to the “whys” behind the behavior of some companies. In other words, slide two provides a good outline detailing reasons why organizations feel the need to monitor employee email and internet usage. Some of the information provided in this slide are: firms can investigate complaints

Hibbett Sports, Inc. is a holding company for Hibbett Sporting Goods, traded in public. HSG is a full line retailer of sporting goods with headquarters in Birmingham, Alabama. In the South, Southwest, Mid-Atlantic and the Midwest areas of the United States, Hibbett Sports, Inc. runs sporty line outlets in small and mid-sized shops.

Policies governing privacy in the workplace continue to evolve everyday. However, is the monitoring of an employee surfing the Internet and using email ethical and to what extent is it authorized? Is a simple initial notification adequate to account for consent? These are a few questions examined in this document while applying George Reynolds seven-step ethical decision-making approach. The ability to balance the amount of monitoring to prevent misuse while still providing an adequate level of privacy is the ultimate goal of this examination. This current IT-related ethical issue is analyzed using this framework and the applicable ethical theory is discussed.

The current business is a family run farm. The farm has a capacity of 20 stalls; 10 of those stall are filled with boarders while the other 10 hold Megan’s horses, her father’s horses, or horses that belong to the barn. The barn is breaking even while using the money from boarders to cover the family owned horses.

All employees will be required to take a social engineering course and the HR department will document the entire employee training regardless of their position in the company. The company will also provide email training on how to determine if someone is trying to use social engineering on the employee to gain information they should not have. During the training the company procedures and policy will address what can happen when these policies are violated. The company could consider using honey spot server, which would have a fake email server and other application server, in which a hacker will think they are on the live systems, but will really be on a fake systems and have alarms setup to inform the IT staff of any intrusion. To prevent spoofing, the IT staff can set up email authentication using signed and secure email message format. This encryption method will allow the sender encrypt the message with the receiver public key. The receiver will use the sender public key to verify the message and use his or her own private key to decrypt the