3. Employees who
process data related
to:
1- patients ‘ or
employees’ health
2- client’s financial
matters
3-corporate secrets
e.g. new product
under development
4- another email’s
message & etc.
Employees &
employers need to
identify appropriate
boundaries with
another.
BUT
How to measure
“appropriateness”?!
4. For example in hospitals:
Report, notice & prevent situation where
carelessness with computers or paper
makes that privacy of patients’ data was
compromised.
5. Only the minimum amount of personal
information required to assess the need for a
benefit :
Name
Date of birth
Identification number
Other personal information that might be
collected includes:
Diagnosis, treatment, care and health
information directly related to the benefit
request.
7. Begins at employee
orientation by case
studies of actual
situations involving
customers’ privacy.
Real world privacy
examples in ongoing
communications with
the bank’s employees
in New Hampshire
bank.
Every year, Claremont’s
board of directors
reviews & approves the
bank’s privacy policy.
8. A 1 a - The skills and abilities an employee needs for
making ethical decisions about privacy in the
workplace include management and interpersonal
skills, as well as teamwork and leadership abilities.
An employee needs to be able to correctly evaluate
many different situations and decide the
appropriate response. These situations can range
from simple to highly complex, involving anyone in
the business, from clients to coworkers.
9. A1 b - You will always have varying degrees of
these abilities in every employee. For example, if
you had a nurse who was not familiar with patient
confidentiality laws, situations could arise that may
potentially result in legal issues for the hospital.
This makes it imperative that employers properly
assess and evaluate who has a lack of the specific
skills, knowledge, and abilities required of the
employees in their respective positions.
10. a) On-the-job-training would be our
primary method.
b) I would also implement simulations after
OJT was completed to reinforce and
highlight special areas of concern, such as
privacy. I believe these training programs
would be very effective because OJT ensures
that the person doing the training already
has the necessary experience and skills
11. suppose you work in a company’s & HR Dept. & a
rumor has reached you that one of the
employees during her lunch hour sent out an
email to a few friends, describing an
embarrassing but not illegal situation she had
been in over the weekend.
Someone from the company’s IT Dept. came to
you with the news.
What should be your response to this situation?
Where in the company are ethical (or legal)
issues that should be addressed?
How will you address them?
12. Internet privacy ,Internet time curbs.
according to HR researchers. “The biggest
problem is the lost time.” Web-access
software that only blocks offensive sites
does not address this problem.
employees understand that there are
legitimate business reasons for an employer
to read their e-mail.
13. “They are not upset about e-mail reading,” HR
researchers say "unless they find out that the IT
employees are reading their personal e-mails for
their personal amusement.
