In the case study of The Reluctant Security Guard, it states a security guard who has been working for Blue Mountain Company, which provides services to a shopping mall. David Tuff, the security guard, has a history of great performance and has been recognized for his integrity and service. After 14 months of working with the company, they decided to change their policies involving intoxicated people who are in the property of the mall. The new policy stated that guards are obligated to remove the person from the parking lots of the mall and on to public roads. The issue Tuff had with the new policy was that it did not state that those intoxicated should be arrested or the policy should be contacted. He felt the new policy was not right and felt as a security guard it was his duty to seek the safety of those around him. From the beginning, he expressed his discomfort for this policy but had no active response from upper management. Tuff then decided to contact the media and tell them everything that was happening. There were news articles illustrating the company’s policy and the public was not happy about what they were …show more content…
Privacy in the workplace can be very tricky because we are all different and our definition of privacy may not be the same. For this reason, there are privacy laws for example the Employee Polygraph Protection Act which prohibits private employers for the use of lie detector test on their employees or for those in the process of being employed by the company. Laws like these are meant to protect the privacy of the employee, but the employer is also able to protect their private information by having their employees sign a contract stating they will not give private company information to others. Blue Mountain Company had Tuff sign one of this contract stating their privacy rules regarding the company’s information and
Confidentiality has several different levels that include employee, management, and business information. Employee data includes personal identifying information, disability and medical information, etc. Keeping this material confidential is important because the information could lead to criminal activity to include fraud or discrimination; this can result in decreased productivity and affect employee morale. Management information covers impending layoffs, terminations, workplace investigation of employee misconduct, etc. It should go without saying that sensitive data should only be available to management. Lastly, the business portion includes business plans, company forecasts, and special ingredients/recipes, information that would not be readily available to competitors. Employees and managers should receive training on how to properly handle confidential information (Jules Halpern Associates, LLC,
Officer Ryan’s perception of the situation at hand was one that led to an escalation. He pulled over Mr. and Mrs. Thayer though his partner warned him they did nothing wrong. His response was simply, “they were doing something.” Officer Ryan’s initial perception of Mrs. Thayer was incorrect, as he perceived her to be a white woman that was engaging in fellatio with a black man. Once Officer Ryan engaged in a conversation with Mr. Thayer and noticed how lightly he and his wife were taking the current situation, he became aggravated and asked Mr. Thayer to step out of the vehicle to perform a sobriety test. Once this incident occurred, Mrs. Thayer’s perception of Officer Ryan changed. She viewed him as a crooked and nefarious officer. As a result, the communication between Officer Ryan and Mrs. Thayer escalated as she became argumentative. Mrs. Thayer’s perception of Officer Ryan changed once again as he manipulated his “pat down.” Officer Ryan manipulated his “right” as an officer and as a result the communication between Mrs. Thayer and himself escalated. Furthermore, the communication between Officer Ryan and Mrs. Thayer escalated further when he stated that Mrs. Thayer had a “dirty mouth” and that Mr. Thayer would
Brian Turner's "The Hurt Locker" captures his personal and painful experiences during his time spent in war and furthermore, express the tragic events he witnessed. Brian Turner's poem is miraculously able to gather multiple first hand accounts of tragic, gory, and devastating moments inside a war zone and project them on to a piece of paper for all to read. He allows the audience of his work to partially understand what hell he himself and all combat veterans have endured. Although heartbreaking, it is a privilege to be taken inside "The Hurt Locker" of a man who saw too many things that should not ever be witnessed by anybody. Turner's words bring to life what many have buried deep inside them which subsequently is one of the major underlying problems facing combat veterans today. Reading this poem, I could not help but wonder what the long term effects of war are on a human being, if it is worth the pain, and how does a combat veteran function properly in a society that is unfamiliar with their experiences?
The important question every officer should ask themselves is if the method used to resolve a problem or the outcome more important to them. This is an ethical dilemma that tests every officer because of their influence on society — both the legal and anarchic. How an officer deals with a predicament says whic...
As police officers own right to carry out an investigation on the suspect, public arise concerning on negligent investigation. In the Hill v. Hamiton-Wentworth case, Mr. Hill was accused robbery and then was proved innocent. Mr. Hill filled a lawsuit against police officers on the tort of negligent investigation, and the Supreme Court of Canada dismissed Hill’s appeal. Moreover, a majority of the court recognizes there is a tort of negligent investigation in Canada, but Mr. Hill was investigated under code of care and no tort of negligent investigation during his investigation. While the argument of minority believes the tort of negligent investigation should be recognized in Canada, and the police had been negligent, the argument of minority is more compelling than majority.
In reality, employees do have to pass on certain information which is why the Health and Social Care Information Centre published guidelines that staff can follow regarding confidentiality (The Open University, 2015, p. 59). There are five rules within these guidelines, firstly, it states that any information about a person is to be
Consequences of Secrecy. If something is done in private to keep away from any negative attention then more than likely it shouldn’t be done. In this case there doesn’t seem to be any secrecy consequences, a statement was made when certain employees were let go for not complying with policies.
The government must prove that the records are relevant and helpful in capturing a target first, but essentially the government can make a company give them private information.
Prompt: B. Discuss the different characters in My Ántonia and how they work both with and against each other to bring the narrative's intrigue full circle by its end. The narratives appeal is carried out by the way that the characters in my Antonia work together and against each other. My Antonia has a nostalgic tone that is displayed through Jim Burdens point of view, looking back at his life and relationships. That being said my antonia is also a bildungsroman novel; including the way that Jim has changed and shaped his life throughout his social encounters and environment.
However, this definition covers privacy and protection from government. To work productively, especially when the work may be physical, it is nearly impossible to keep one’s privacy. The relationship between employer and employee is based on a contract. The employee provides work for the employer and in return he is paid. If the employee cannot provide services because of problems such as drug abuse, then he is violating the contract.
Privacy in the Workplace Introduction Technology has developed in leaps and bounds over the past few decades. The case is that the law always has difficulty keeping pace with new issues and technology and the few laws that are enacted are usually very general and obscure. The main topic of this paper is to address the effect of technology on privacy in the workplace. We have to have an understanding of privacy before trying to protect it. Based on the Gift of Fire, privacy has three pieces: freedom from intrusion, control of information about one's self, and freedom from surveillance.1 People's rights have always been protected by the constitution, such as the Fourth Amendment, which protects people from "unreasonable searches and seizures".
Do we really have our privacy rights in the workplace? In today’s society we are so caught up with our rights that we often forget about work rules. If someone goes into my office or someone reads my email I feel violated and deprived of my rights. But the real question is, are these things my own to do with? In all reality if it is a private organization the person who owns the business is the owner of all offices and computers, so in that case you’re just using his stuff.
Privacy and Rights In The Work Place. Houston: University of Houston, College of Business Administration, 1998.
Companies always know there is a possibility that the whistle will be blown, in this case the obstacle is created by knowledge that their employees stand to gain an advantage from uncovering corporate misbehaviour and thus they may be proactively looking for other people outside the organization to inform the
An example of the pros and cons of privacy in the work place while during the hiring process is in 2012, a company in Maryland decided to ask job seekers to log into personal profiles and search through wall posts. As this is becoming more of trend many creative ways to monitor the posts. Another example within this sector is the athletic program at the University of North Carolina, “Each team must identify at least one coach or administrator who is responsible for having access to and regularly monitoring the content of team member social networking sites and postings”