Unit 3 Prohibitions

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:

We have to consider the data protection act when dealing with information at work as it is usually sensitive information about individuals or companies finances. We also be bound by non-disclosure agreements. We also have to follow the seven years rule for keeping information as we are a financial services company.

damages or orders to do or not to do something. Criminal actions have jail time as potential

The requirements for Security and confidentiality in the organisation are that if you have any work with clients/colleagues personal information then you shouldn’t leave them in view for other people to see as this could lead to fraudulent activity or discrimination against that person. The organisation must remain professional at all times and must never disclose too much information. If annual income sheets are disclosed within the office

Depending on the offender’s ability to pay they may be fined to a maximum of $1000

The legal requirement in relation to security and confidentiality are described by in the Data Protection Act 1998 and says that anyone who records information about individuals is classed as a data processor under the Act and is required by law to process the data fairly and lawfully. The Act prevents the unauthorised use of data and so protects the privacy of individuals. The Act also says never to disclose information that my organisation holds about individuals.

* In today’s world of fast-developing technology, in which the click of mouse can dispense a plethora of information, privacy for job seekers and employees is a significant issue. One type of privacy issue in the workplace occurs when a company gathers or circulates private or personal information about employees or candidates for employment.

employers need to be aware of certain legal issues. One is that an employer has the right to

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

Decisions: The ones convicted were given sentences of $ 10 fine up to five days in jail or $100 fine up to thirty days in jail.

 An employee must be provided the same level of medical benefits, disability insurance and leave as are offered for other medical conditions or disabilities.

The penalties consist of civil and criminal for civil violations it can cost up to 100.00 each violation, and 25,000 a year. Criminal penalties range up to 50,000 and one year in prison for some offences. So there are some penalties the Office for Civil Rights can impose. Numbers show that many

ii) Accessing information held - Organisations are obligated to allow people access to the personal data held about them. This is to allow them to:

Generally, employers are concerned about the various issues that could transpire in the workplace such as poor performance, viewing of inappropriate and derogatory things on the organization's equipment, lower productivity, and injuries on the job (“Managing Workplace Monitoring”, 2016). Therefore, “employers also have a duty to their employees to protect the privacy and confidentiality of the personal information gathered and maintained in the course of employment (“Managing Workplace Monitoring”, 2016, para. 1). Moreover, the main reason for monitoring employees is solely tied into limiting the amount of litigation the organization can potentially be subjected to. Therefore, to minimize exposure and risk to

There are minimum rights and entitlements set out in law, which apply to ALL employees, whether it is written in your employment agreement or not.  Your employment agreement cannot trade off or provide for less than these minimums.