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Edward; w5; employee privacy report; 08.16.11. Copyright 2013 Edward F. T. Charfauros. Reference,


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Edward F. T. Charfauros, inspiring author, assists fellow students with their presentation for a successful grade. He also blogs upon his own inspiring blog, where you'll discover life changing stuff. …

Edward F. T. Charfauros, inspiring author, assists fellow students with their presentation for a successful grade. He also blogs upon his own inspiring blog, where you'll discover life changing stuff. Sign up for his blog by sending him an email~

Copyright 2013 Edward F. T. Charfauros. Reference,

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  • 1. Running head: EMPLOYEE PRIVACY REPORT Employee Privacy Report Edward Charfauros Business Communications COM/285 August 16, 2011 Joyce Harada 1
  • 2. Running head: EMPLOYEE PRIVACY REPORT Employee Privacy Report Lawsuits have spawned from employees because the Internet became available in the workplace. E-mail in many cases play a prominent role in sexual harassment and racial conflict. Employers possessing Internet policies can still defend against claims, but Internet laws and email policies remain confusing. Effective policies can help both employers and employees maintain system integrity against viruses, protect Internet and e-mail use. While preventing virtually every type of lawsuits from anti-spam laws, intellectual property violations, privacy invasion, racial conflict, sexual harassment, wrongful termination, etc. In this report the subject to address is e-mail, Internet use, and privacy policies among organizations. Internet policies differ between organizations. However, frequently asked questions remain the same among the organization concerning Internet policies. Frequently ask questions (FAQ) assist organizations on avoiding unnecessary questions about the organization’s Internet policy, which is why FAQ has been implemented to lessen problems and issues. Navy’s Privacy Policies and Internet Usage The Web remains as a beneficial public information resource providing global accessibility to society. In December 1998 the Navy implemented the department of defense policy memorandum, “Web Site Administration” with updates. The purpose is to govern the content the department of the Navy publicly accesses within the World Wide Web (WWW) sites through policies and procedures. Additionally the department of the Navy implemented these following programs: SECNAVINST 5211.5E, “Department of the Navy Privacy Act (PA) Program” to protect personnel; SECNAVINST 5510.36, “Department of the Navy (DON) Information Security Program (ISP) Regulation” to protect the organization and affiliates; and 2
  • 3. Running head: EMPLOYEE PRIVACY REPORT 3 SECNAVINST 5239.3A, “Department of the Navy Information Assurance (IA) Policy” to protect ships and land base stations. The Internet enhances Navy’s internal and external productivity, but also enhances potential risk with assets, operations, and most important personnel upon inappropriate information publishing. The security and safety of Navy and Marine Corps operations, personnel, and their families continue to be threatened on computer systems. Moreover, physical terrorist attacks and identity theft occur upon personnel regardless of their location. According to the secnav instruction 5720.47B department of the Navy policy for content of publicly accessible world wide websites memorandum by under secretary of the Navy Dionel M. Aviles (2005), the need to provide public information to the Navy’s and Marine Corps’ various audiences must be balance with the need to protect operational security, privacy of information, information security, and personal safety (Background section, para. c, p. 2). The first policy within the secnav instruction 5720.47B states it is a command prerogative to authorize public communication when a command website is established for public access. Websites with a history of security problems, distracting to personnel, and has no relevance in accordance with Navy operations is access restricted within the Navy workplace. Official Navy websites require passwords, encryption codes, and innovative security programs when operating within the Internet. Access to these official websites limit attempts before receiving temporary access restriction when wrong information is input. Moreover, the department of defense monitors, records, and investigates (if necessary) Internet traffic to and from 24 hours daily. Employee E-Mail Regulation and Internet Privacy Laws currently allow employers to review employee e-mail message content because the systems belong to the employer. Hence employers can monitor e-mail traffic internally and
  • 4. Running head: EMPLOYEE PRIVACY REPORT 4 externally to and from organization computers. Instant chat message traffic and web base e-mail accounts have limitations when conducted on organization computers. A majority of companies as of the present time have employees append his or her signature upon acknowledging official policies that regulate the organization’s network and computer usage within the workplace. This is an explicit policy used only for work-related endeavors giving employers reasonable rights for monitoring employee’s computer activities and email usage. Organization E-Mail and Internet Use Policy Organizations implement e-mail and Internet use policies for many reasons. Protecting organization resources and security enhancement are just two reasons. Another sensible reason is to safeguard the organization Internet technology (IT) network infrastructure and enhance email security within the workplace. The policies assist in preventing employees from unintentionally downloading spy-ware and computer viruses on company computers from pornographic websites. Additionally employee e-mail can affect the company adversely when communicating externally. A leak of secret organization information can quickly impact a company negatively and potentially cost the organization thousands perhaps millions of dollars. Monitoring employee e-mail activities and Internet usage has merit favoring the company. Social websites have grown in popularity throughout the Internet spanning worldwide. Organizations expect employees to use company resources and the majority of his or her work time engaging on social websites such as FaceBook, YouTube, and twitter. To counteract employee misuse of company time and resources companies implement these email and Internet use policies. These policies are to ensure employees do as they are paid to do. Employee Assumptions E-mail is not private as many employees assume. As employees assume privacy they
  • 5. Running head: EMPLOYEE PRIVACY REPORT 5 tempt to use e-mail for private benefit aside from using e-mail for organization tasks. Similarly some private tasks such as phone calling, text messaging, and web accessing on cell phones employees conduct while working remains under scrutiny. Employers gain access to e-mails sent and received through various forms of electronic data transmission when employees are using company computers. However, as oppose to e-mail and Internet monitoring organizations seek permission from courts of law for any phone call recording case. Employee Privacy Privacy policies profoundly affect employees within the workplace. For example, employees believe they are violated and infringed upon in the workplace because of company security video monitoring. Security video monitoring is a crime deterrent to lessen internal theft cases. Security video cameras have limits in the work environment, but are prohibit in areas such as washrooms. According to Cox, Goette, and Young in the Workplace surveillance and employee privacy: implementing an effective computer use policy report: Employees accept that some websites simply aren’t accessible and therefore don’t attempt to use them. System administrators use filtering software to monitor email and Internet traffic, to stem unapproved use of IT. Thirdparty email programs, Internet radio websites, and many e-commerce websites are not accessible on corporate computer networks (Implications section, para. 3, p. 7). Conclusion E-mail and Internet use policies implementation is reasonably important from the employer’s perspective and employees should not think confinement. Informing employees of organization’s monitoring techniques is not a requirement by law, but sharing the facts about monitoring the workplace is sensible for employers to discuss with employees to avert
  • 6. Running head: EMPLOYEE PRIVACY REPORT misunderstanding, mischief, and distrust. Employees expect to possess some privacy in the workplace until employees provoke employers to have legitimate reason to pry into personnel e-mail accounts. Organizations implement computer, e-mail, and Internet use policies to monitor resource usage because of historical events involving liability legalities, productivity losses, and bandwidth drainage. Necessary steps to minimize employees negative action externally influences managers and IT professionals to lessen problems. Workplaces typically using high surveillance technology are in cultural trouble because of lack trust. Misuse of data collected from monitoring subject organizations to liability. Without proper corporate governance, checks and balances employers may abuse monitoring. 6
  • 7. Running head: EMPLOYEE PRIVACY REPORT References Aviles, D. M. (2005). Department of the navy policy for content of publicly accessible world wide web sites. SECNAV INSTRUCTION 5720.47B. Department of the Navy, Office of the Secretary, 1000 Navy Pentagon, Washington, D. C. 20350-1000. Retrieve from Cox, S, Goette, T. & Young, D. (2000). Workplace surveillance and employee privacy: implementing an effective computer use policy. 7