1.-Did Helen Barnett’s actions invade James Erskine’s right privacy?
In my point of view, Helen Barnet is not invading the worker’s privacy. It is true that is no regulation that prohibits navigation in others pages unrelated to work, each worker should be aware that within working hours should only be limited to perform and optimize their work time. New technologies are fully integrated into companies and it is usual to use the internet, especially email and the World Wide Web for the management of relations with customers and suppliers and even for those of the company with its employees. This access to technology for other uses than purely work – related ones tends to be a source of conflicts between companies and their workers.
2.-Was National
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An employer also should restrict an employee’s access to the internet or access to certain web sites, or prohibit the use of personal work computers. As a result, there is no right to claim privacy against your employer for monitoring or restricting your use of the internet. Having an internal regulation could avoid the personal use of a computer in the workplace, the employers are the owners of the computers, and they are also the owners of the data transmitted to and from the computers, regardless of the source. Another reason that justifies the employer's ability to control the use of the computer in the workplace is the security of their internal systems. Computer systems can be vulnerable to viruses and other types of technological problems if employees are downloading information and Internet programs, or other potentially harmful materials. Security can also be a problem in that employees can violate the company's confidentiality rules. By monitoring the use of the personal Internet, employers can prevent employees from being the means of disseminating confidential information about the company to the
The applicant Mr. Arthur Hutchinson was born in 1941. In October 1983, he broke into a house, murdered a man, his wife and their adult son. Then he repeatedly raped their 18-year old daughter, having first dragged her past her father’s body. After several weeks, he was arrested by the police and chargedwith the offences. During the trial he refused to accept the offence and pleaded for innocence. He denied accepting the killings and sex with the younger daughter.
A summary of the case details (provide the circumstances surrounding the case, who, what, when, how)
The court’s decision based on the treatment of young people in this case emphasizes on the concept of social justice, which means the fair allocation of wealth, resources and opportunity between members in a society. The appellant in this case, Louise Gosselin, was unemployed and under the age of 30. She challenged the Quebec Social Aid Act of 1984 on the basis that it violated section 7 of her security rights, section 15 of her equality rights in the Canadian Charter of Rights and Freedoms and section 45 of the Quebec Charter of Human Rights and Freedoms. For the purpose of this essay, we shall explore the jurisprudence analysis of section 7 and section 15 of the Canadian Charter of Rights and Freedoms. Section 7 states that everyone has the
In Fitbit for Bosses written by Lynn Stuart Parramore she talks about how bosses want to start monitoring their employees. Parramore shows her discomfort with this idea. She thinks that “big money seems poised to trump privacy”(Parramore). Which basically just means that for bosses is that money is over everything even privacy. Allowing bosses to monitor their employees is dishonest and manipulating.Some researchers have also found out that increasing surveillance has caused the decrease of productivity. Researchers warned them that the data can have big errors and people that look at the data that the fitbits can cherry-pick the information that supports their beliefs and ditch the rest of the information that leads to racial profiling. “Surveillance makes everyone seem suspicious, creating perceptions and expectations of dishonesty.” Workers will become dehumanized“(Parramore), it prevents them from experimenting and exercising the creativity on the job.” A woman from California filed a suit against her former employer because he forced her to to install a tracking app on her phone. She had to have it on her phone 24/7 or else she would
At least 130 people per year are exonerated. They spend time in jail for a crime they did not commit yet they still have to serve the punishment. The night of February 5, 1985, 68 year old Helen Wilson was sexually assaulted and killed in her apartment in Beatrice, Nebraska. Her body was found in the apartment the next morning by her sister, Wilson appeared to be sexually assaulted, stabbed, and suffocated to death. The years that followed the homicide were filled with turmoil over whom to convict with the crime and who actually commited the crime.
When becoming pregnant, one must obtain and practice the skills it takes to become a healthy mother. Yet, in some cases, some women fall short of this due to substance abuse, disorders and/or other external factors. The case of Melissa Rowland is a rather compelling, yet prime example of procreative responsibility. With a record of; felony larceny, two counts of child endangerment and murder. Melissa Rowland was a single mother who had been impregnated four different times and suffered from an arrange of issues. She was diagnosed with oppositional defiant disorder, which can be classified as a behavioral disorder. As for Melissa, ODD affected her significantly, “physicians define ODD as a pattern of disobedient, hostile, and defiant behavior
The Lynne Gobbell case demonstrates that many people are not in favor of the purest form of freedom of speech. In this case, Lynne had a ‘Kerry for President’ sticker on her bumper, and although no harm came from this, her boss erupted and demanded she remove the sticker. After denying such a ridiculous request, she was fired immediately. In my opinion, this is outrageous because she was not causing anyone harm, and it affected nothing. People should be able to stand up for what they believe in, and should be able to freely represent what they stand for. Decorating vehicles should never have a negative impact on another person. For example, as a die-hard Dallas Cowboys football fan, I do not start breaking windows when I see other vehicles representing the San Francisco Forty Niners. I may not agree with what they represent, but I will gladly respect their opinions and continue to think freely while cheering for what I believe in. Mills’ harm principle suggests that the actions of individuals should only be limited to prevent harm to other individuals. It is easy to recognize that Lynne is not harming anyone, but instead she is the one being harmed; thus Mill’s would side with Lynne in a heartbeat. Karl Marx’s views on this case do not differ too much on this case as his ideas and beliefs would favor Lynne. His critiques of alienated labor and bourgeois freedom show how badly workers can be treated, as he believes workers tend to be taken for granted and treated badly by the upper class. Marx believes there are many different types of alienated labor and all affect workers in a variety of different ways. Marx and Lynne would both have defended Lynne if they were given such an opportunity to do so.
The case of Heather Murray, the beleaguered principal of Hampton High School for Girls, is a perfect example of how we Jamaicans can get so easily distracted from the more important issues.
...anization cannot ensure who use telecommuter computers and what happen in remote location. It's also too difficult to ensure telecommuter follows the Non-Disclosure Agreement. There is a way that IT department can use to prevent this from happening. They can control the remote computer settings, and monitoring employee perform on the computer. The deep Freze program can be used to prevent telecommuter to change computer settings. Other than that, keystroke recorder can monitor activity telecommuter so that they engaged with the company work. The last categories of technical support is communication and logistical support. For the communication, IT department responsible to provide support for telecommuters by operating communication and groupware tools for business such as e-mail, instant messaging, and chat room that provide means of communication.
Chung has been operating under what he feels are the established norms for his culture. Ted's relationship with the Taiwanese client exhibits the Chinese management principles of paternalism, particularism, and insecurity. The patron-client relationship is based in a sense of mutual obligation, where the client is expected to defer to Ted's expertise and Ted is expected to trade the account responsibly. (Moorhouse, 2005) Ted also used social networking to establish himself in the community which is expected in the Chinese culture. By attending events Ted increases his “visibility and prestige” which contributes to the face that is needed to be considered a trustworthy business partner in the Chinese community. (Moorhouse, 2005) Karen had trouble understanding these differences in culture which is the root of the problem in this case. As stated in the case study Ted was in his early forties were stable and responsible. Karen admitted that she didn’t really know the whole person (referring to Ted) but wrote it off to the fact that he was Asian and she was not. Karen would not be described as someone with much “Cultural Intelligence” defined by the text as “the ability to accurately interpret ambiguous cross-cultural situations” (Robert Kreitner, 2008) Figure 4-2 in the text defines the differences between Low and High-Context cultures with China being a very High-Context culture and North American countries being Low-Context. Below list the traits of each type culture:
This firm has been retained by Jennifer Storms (“Storms”) in relation to her dispute with M & M Home Contractors, Inc. (“M&M Contractors”), we received your letter dated July 11, 2017, we have also spoken via phone about the issues in dispute. We are writing in hopes of identifying a fair and swift resolution for all parties involved. FACTS M&M Contractors hired Storms in 2012 as an employee for five and a half years her responsibilities included providing design, consultation to clients, project management and administrative assistance.
Terms and Laws have gradually change overtime dealing with different situations and economic troubles in the world in general. So then dealing with these issues the workplace has become more complex with little or no rights to privacy. Privacy briefly explained is a person’s right to choose whether or not to withhold information they feel is dear to them. If this something will not hurt the business, or its party members then it should be kept private. All employees always should have rights to privacy in the workplace. Five main points dealing with privacy in public/private structured businesses are background checks, respect of off duty activities/leisure, drug testing, workplace search, and monitoring of workplace activity. Coming to a conclusion on privacy, are there any limits to which employers have limitations to intrusion, dominance on the employee’s behavior, and properties.
Previously it took a lot of equipment to monitor a person's actions, but now with technology's development and advancement all it requires is a computer. And there are many mediums which can be monitored such as telephones, email, voice mail, and computers.4 People's rights are protected by many laws, but in private businesses there are few laws protecting an individual's rights. 5 As an employee of a company there is an understanding of the amount of monitoring the employer does. The employer has to decide how much monitoring is necessary to satisfy the company needs without damaging the company's employee morale.6 With all the monitoring done by private businesses they are free to violate employee privacy since the Constitution and the Bill of Rights a...
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.
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)