The Workplace Surveillance Act 2005 ( Nsw )

once again brought to light the various concerns and complaints that this contentious area inevitably generates.  The idea of monitoring employees’ conversations has a certain Orwellian darkness that encourages accusations of privacy invasion and corporate spying.  Indeed, some companies have taken this too far – some reportedly even requesting their employee’s Facebook login details.  However, by and large the concept of employee monitoring – when done appropriately – seems to me to be relatively

Did you know that 58% of employers have fired workers for Internet and email misuse? And 48% justify employee video monitoring as an effort to “counter theft and violence?” According to the “2007 Electronic Monitoring & Surveillance Survey” of which 304 U.S. companies participated in, computer-monitoring results have led to the highest cause of employee termination. These companies used several tactics to eavesdrop on employees while claiming to be managing productivity or for security purposes. Some argue that surveillance is absolutely necessary to help protect and grow a business; others argue that employee and customer rights come first. However, companies that use such tactics often violate the privacy of individuals, exploit their private information and even punish those that do not conform to their standards.

2 The Privacy Act 1988 (Commonwealth) is the law that explains the professional, ethical obligations related to privacy and confidentiality,

•Every citizen is under constant surveillance. Everything they do is tracked and monitored by various types of Councils and Judges.

It applies to anyone who handles or has access to information about individuals. The Act also gives rights to the people the information is about. By law, everyone in the workplace must follow the rules set out in the Act and help protect individuals’ rights.

Information Commissioner’s Office (2012) Introduction to The Data Protection Act 1998. [Online] Available from: http://www.ico.org.uk/~/media/documents/library/Corporate/Research_and_reports/ico_presentation_EVOC_20120528.ashx [Accessed: 11th October 2013]

1. Use of on premise security cameras to spy on the activities of fellow employees

‘It is an employer's duty to protect the health, safety and welfare of their employees and other people who might be affected by their business. Employers must do whatever is reasonably practicable to achieve this.’

Privacy Act 1988’s purpose is to standardize how personal information is collected, stored, used, disclosed and how this information is accessed. There’s 13 Australian Privacy Principals that relate to Government and Private sectors handling information. Stipulations for credit reporting, and health and medical research professions accessing and managing information when unable to seek consent.

According to the Electronic Communication Privacy Act of 1986, "an employer can monitor their employee to ensure adequate job performance and supervise customer contacts."

This is the Legislation that relates to this, Data protection Act, protects personal privacy and upholds all individual’s rights. Health and Social Care Act 2008- Essential standards and the Freedom of Information Act, GSCC (The General Social Care Council) ICO (Information Commissioner’s Office) also my employers Policies and Procedures.

' responsibility to ensure that it is never abused and is not to the determent of the company ( Privacy in the Workplace , 2005

Specific Purpose: My purpose of this presentation is to inform listeners about the dangers of government surveillance and why it should be stopped.

The Data Protection Act 1998 is a piece of legislation that controls how an individual’s personal information is used by organisations, businesses and the government. This Act ensures that HR departments only collect data from individuals is covered by what we are allowed to collect under the Act, relevant and not excessive, we must also be sure that data is not stored for longer than necessary. We must ensure that data is stored securely and confidentially; and that we are open about the reasons why we are collecting and storing the data.

There are five major areas which trigger privacy matters in the area of public sector employment: background