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More handpicked essays just for you.
The effects of social media in today's workplace
The effects of social media in today's workplace
The effects of social media in today's workplace
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Vitruvius Sportswear: Email Privacy Companies are responsible for keep their trade secrets private, while protecting employee rights. This balance is not always easy to accomplish, and must be handled with a firm and clear intentions. Vitruvius Sportswear uses technology that allows the system administrator view all incoming and outgoing emails (O’Rourke, 2010). This is a common practice to make sure that information being shared is appropriate for business transactions. Vitruvius also has employees sign a waiver during orientation that shows their understanding that information being transmitted through email can be viewed at any time. The person also instructing on email has said using email for personal use is ok within certain guidelines. So, when a company decides to narrow in on one specific employee and the emails between them and their doctor it would appear they are in their right. But, the company has to view the situation form a different perspective, and determine if this is ethical. Information shared from a doctor to a patient, in any form, is probably protected under other regulations. When a company decides to use information to make determinations of an employee for any type of status change they need to make sure the information they have has been appropriately obtained. If an employee has been told they are able to use email for personal use under certain rules, there should not be a reason to pull certain emails for viewing. Sarbanes-Oxley requires the storage of emails in regard to financial information (U.S. Securities and Eschange Commission, 2005). But a company could cross boundaries if they are storing and using other email information. For Vitruvius to solve the situation they are currently ... ... middle of paper ... ...ut can be achieved if the company chooses to respect employees while maintaining the nature of business. Works Cited Firoz, N. M., Taghi, R., & Souckova, J. (2006). E-Mails in the Workplace: The Electronic Equivalent of 'DNA' Evidence. Journal of American Academy of Business, Cambridge, 8(2), 71-78. Retrieved from EBSCOhost. O’Rourke, J. S., IV (2010). Management communication: A case-analysis approach (4th ed.). Upper Saddle River, NJ: Prentice Hall. ISBN-13: 9780136079767 Smith, W. P., & Tabak, F. (2009). Monitoring Employee E-mails: Is There Any Room for Privacy?. Academy of Management Perspectives, 23(4), 33-48. doi:10.5465/AMP.2009.45590139 U.S. Securities and Eschange Commission. (2005, September 16). Sarbanes-Oxley Rulemaking and Reports. Retrieved from U.S. Securities and Exchange Commission: http://www.sec.gov/spotlight/sarbanes-oxley.htm
A Guide to the Sarbanes-Oxley Act of 2002 (2006). Retrieved December 16, 2009 from www.soxlaw.com
Though the Securities and Exchange Commission rules governing selective disclosure and insider trading contain no provisions relating specifically to the health of executives, publicly traded companies must nonetheless manage the potential implications of their key executives’ health on perceptions of the company’s future success as well as their propriety in disclosing information material to investors. This can be a difficult task, as an employer disclosing particulars about an employee’s health seems to run contrary to the special privacy protections given health information in the U.S., yet such information can undeniably affect investors’ decisions. Recently, the Securities and Exchange Commission launched a probe to evaluate statements made by Apple, Inc. regarding the health of CEO Steve Jobs. While not yet a formal investigation, this unprecedented evaluation of health-related disclosures raises significant issues about how such information should be treated and how the rights of investors are to be weighed against the rights of executives. Additionally, if this practice becomes regular, it could lead to unfair and burdensome erosions of executives’ rights to privacy and medical autonomy.
Mary Ellen Guffey, Kathleen Rhodes, Patricia Rogin. Business Communication: Process and Product, Sixth Canadian Edition. Ed. Anne Williams. Sixth Canadian Edition. Toronto: Nelson Education, 2011. EBook. 11 April 2014.
With all discrimination aside, what’s important is to show some honest respect, ethics, value, and loyalty to every employee.
Social media is a new phenomenon for most companies; it has also greatly affected the workplace. The influxes of technology combine with the availability of mobile devices have changed private moments and thoughts shared in the workplace. “Employees' workplace privacy is being invaded by increased use of social media, according to a survey published today by security software firm AVG technologies” Newcombe, T...
Communication is the process of transmitting information or messages from one person to another. It’s a process by which individuals or groups or organizational units undertake transactions in a variety of ways and within different areas with the aim of carrying out organizational goals (Griffin,
Print Lazar, Wendi S. “Limitations to Workplace Privacy: Electronic Investigations and Monitoring” Computer and Internet Lawyer (2012): SIRS. Web. The Web. The Web.
Sarbanes-Oxley Act of 2002 (SOX), Pub. L. No. 107-204, 116 Stat. 745 (codified as amended in scattered sections of 15 U.S.C.)
30 Privacy Rights Clearinghouse (2002) Employee Monitoring: Is There Privacy in the Workplace? . (6/3/2004)
Sometimes there is no middle ground. Monitoring of employees at the workplace, either you side with the employees or you believe management owns the network and should call the shots. The purpose of this paper is to tackle whether monitoring an employee is an invasion of privacy. How new technology has made monitoring of employees by employers possible. The unfairness of computerized monitoring software used to watch employees. The employers desire to ensure that the times they are paying for to be spent in their service is indeed being spent that way. Why not to monitor employees, as well as tips on balancing privacy rights of employees at the job.
The computer is considered one of the most important technological advances of the twentieth century. Security and privacy issues have been in existence long before the computer became a vital component of organizations' operations. Nevertheless, the operating features of a computer make it a double-edged sword. Computer technologies with reliable error detection and recording capabilities, permit the invasion of a supposedly secure environment to occur on a grand scale and go undetected. Furthermore, computer and communications technology permit the invasion of a persons' privacy and likewise go undetected. Two forces threaten privacy: one, the growth of information technology with its enhanced capacity for surveillance, communication, computation, storage and retrieval and two, the more insidious threat, the increased value of information in decision making. Information has become more vital in the competitive environment, thus, decision makers covet it even if it viol!
One type of surveillance is employee monitoring. Many employers monitor their workers’ activities for one reason or another. Companies monitor employees using many methods. They may use access panels that requires employees to identify themselves to control entry to various area in the building, allowing them to create a log of employee movements. They may also use software to monitor attendance and work hours. Additionally, many programs allows companies to monitor activities performed on work computers, inspect employee emails, log keystrokes, etc. An emerging methods of employee monitor also include social network and search engine monitoring. Employers can find out who their employees are associated with, as well as other potentially incriminating information. (Ciocchetti)
The privacy of all personnel information held within an employer’s database are protected and controlled by a number of federal statutes. The employee has the basic rights that protect each employee privacy so that their information is not shared without their prior knowledge or with any outside company. Moreover, employees may not like that their computer, email and/or internet use is monitored and stored with the company’s database, but the employer has the rights to know how its equipment
In Australia, Employers should implement best practice on how to maintain privacy in the workplace in accordance with the privacy standards set out in the Australian Privacy Principles (APPs) (Welcome to the Fair Work Ombudsman website. n.d.). Privacy is able to keep our own personal information private and also able to do things without any electronic monitoring in the workplace. Nowadays, many company increased the usage of technology such as internet and email in the workplace. This can create issues in privacy. When employees’ access to web browsing activities during working hours, the employer can be scrutinized it. Employers take this action due to fear lawsuit if employees act in inappropriate ways. Therefore, the best policy is to explain clearly how is appropriate to use email and internet at work and outline what type of use is prohibited in the workplace. Besides that, employer also needs to ensure the employee didn’t disclose or disseminate any important information to the competitors or
Internet technology is accelerating the rate of globalization. Email, in particular, is now one of the fastest ways for us to communicate with each other, and to do business, making our world much smaller and more immediate. This same technology that can enhance our lives and accelerates the pace of global change can also destroy our personal privacy at the same rate.