Employers are generally allowed to monitor employee email and internet usage according to most laws. While employees may see email as private, courts have ruled that there is no reasonable expectation of privacy for communications sent over company systems. Employers have a responsibility to prevent illegal, discriminatory or offensive content from being transmitted or accessed at work. However, some argue this level of monitoring infringes on employee privacy in the age of work-from-home flexibility and blurring lines between personal and work life.
Employee Privacy from the point of view of the employer:
-What employers can and cannot monitor, review, and access in regards to their employees
-Workplace searches
-Electronic monitoring
Employee Privacy from the point of view of the employee:
-What employers should be doing to protect the privacy of their employees
-Proper recordkeeping
-Prevention of ID theft in the workplace
After the presentation, Brittany will take questions from webinar attendees during a Q&A session.
This webinar was posted on December 1, 2011 and presented by Brittany Cullison.
Dmytro talked on an OSAC quarterly meeting and explained legal background for monitoring of employees correspondence, phone calls, spy after employees. He compared Ukrainian legislation and rare Ukrainian enforcement experience with US laws and court practice.
Balancing an employer's right to know vs. privacy; wireless devices and employee's privacy violations; monitoring and creating policies regarding internet, email, tesxting and other electronic communications; wireless devices and employee's and employer's privacy violations; off the job behavior;
Employee Privacy from the point of view of the employer:
-What employers can and cannot monitor, review, and access in regards to their employees
-Workplace searches
-Electronic monitoring
Employee Privacy from the point of view of the employee:
-What employers should be doing to protect the privacy of their employees
-Proper recordkeeping
-Prevention of ID theft in the workplace
After the presentation, Brittany will take questions from webinar attendees during a Q&A session.
This webinar was posted on December 1, 2011 and presented by Brittany Cullison.
Dmytro talked on an OSAC quarterly meeting and explained legal background for monitoring of employees correspondence, phone calls, spy after employees. He compared Ukrainian legislation and rare Ukrainian enforcement experience with US laws and court practice.
Balancing an employer's right to know vs. privacy; wireless devices and employee's privacy violations; monitoring and creating policies regarding internet, email, tesxting and other electronic communications; wireless devices and employee's and employer's privacy violations; off the job behavior;
Pli workplace privacy in the year 2013 2013-6-13mkeane
Addresses privacy issues associated with hiring in a social media world, privacy issues associated with BYOD programs; employee privacy rights associated with off-duty activity including Facebook postings and activity protected by lifestyle laws.
An hour long presentation on "hot topics" for Canadian employers. Deals with business system monitoring, employee responsibility for "off duty" publication and background checks.
Freedom of expression in the modern workplace - James Tait and Rachel Billen ...Browne Jacobson LLP
James Tait and Rachel Billen take a look at the law relating to freedom of expression at work, and the limits of that freedom, before giving tips on making sure that your policies give you the protection you need.
PowerPoint slides from general session of the Grow Revenue: Get Online and Boost Sales Restaurant Education Series event hosted by the Ohio Restaurant Association for their members. Speakers included Jarrod Clabaugh of the Ohio Restaurant Association and Jaime Kolligian of Kastner Westman and Wilkins.
Workplace Privacy and Employee Monitoring: Laws and Methodscmilliken09
As a final business project we were instructed to develop a business document with research and documentation on a subject dealing with business law. I chose to create a document about workplace privacy because it was an interesting topic to me. Understanding these laws and methods after writing this paper allowed me to fully understand the rights and actions that an employee/employer is liable for.
This seminar takes an in-depth look at public employee privacy rights in the dynamic evolution of social media. The topics for the presentation cover the following issues:
• An overview of social media use and monitoring of employees
• Public vs. private employees privacy rights
• Public employees' right to privacy in the age of Facebook, Twitter and LinkedIn
• Equal Employment Opportunity Commission notes
• Potential employers' use of social media to make employment decisions
• Best practices of using social media to make employment decisions and minimize employer risk
Running head EMPLOYEE USE OF INTERNET AT WORK POLICY PROPOSALS.docxsusanschei
Running Head: Employee Use Of Internet At Work: Policy Proposals
1
Employee Use Of Internet At Work: Policy Proposals
10
INTRODUCTION
This paper talks more about the policy proposals about the use of internet at work. It surveys the possible torts that employees who use the internet could commit. It looks at the possible crimes that could be perpetrated by employees who use the internet at work. These crimes will be indicated as to whether they are white collar or blue collar. The liability of the corporation versus the responsibility of the individual employee through the commission of torts or crimes using the internet at work will be analyzed. Further analysis of whether violations of the duty of care or duty of loyalty could exist through the use of social media sites at work will be given. It explores the employee privacy rights that exist regarding the use of internet at work. The employment laws that protect the employee or employer on the utilization of the web at work will be discussed.
The possible torts that can be committed by employees through the utilization of the web include obstruction of justice. This happens where the government is investigating as an aspect of the company’s operations and staff decides out of motives of loyalty or self-preservation to cover things up. They can cover things up through hiding or destroying documents. This can amount to obstruction of justice and can multiply the consequences to the company of the original misconduct. Many materials are held electronically, and any obstacle will likely use the company’s technology.
Another tort that can be committed by employees is copyright violations. This happens when employees create and distribute multiple copies of protected material more than fair use using employer’s technology. This can lead to suits by the owner of the copyrighted material. Sabotage is another tort that can be committed by employees. This is mostly done by a disgruntled employee or former employees with technical expertise to create disruption which could last for some time and cause economic losses. Sabotage can happen through stealing information or maliciously publicizing it or deleting or overwriting company files. Another way of sabotage by deletion could be saving deliberately of documents that intend to be destroyed under a document retention program whether maliciously or otherwise.
Fraud is another common tort that may be committed by employees. Through the use of technology, employees can penetrate company operations and commit offenses like embezzlement, defrauding the company and corruption of business records. Misconduct due to fraud can be prematurely recognizing revenue, overvaluing goodwill, managing earnings and other accounting malpractices, self-dealing by the management and giving and accepting kickbacks for orders.
A significant tort that may be committed by employees is the misappropriation of trade secrets. This is possible because they a ...
Pli workplace privacy in the year 2013 2013-6-13mkeane
Addresses privacy issues associated with hiring in a social media world, privacy issues associated with BYOD programs; employee privacy rights associated with off-duty activity including Facebook postings and activity protected by lifestyle laws.
An hour long presentation on "hot topics" for Canadian employers. Deals with business system monitoring, employee responsibility for "off duty" publication and background checks.
Freedom of expression in the modern workplace - James Tait and Rachel Billen ...Browne Jacobson LLP
James Tait and Rachel Billen take a look at the law relating to freedom of expression at work, and the limits of that freedom, before giving tips on making sure that your policies give you the protection you need.
PowerPoint slides from general session of the Grow Revenue: Get Online and Boost Sales Restaurant Education Series event hosted by the Ohio Restaurant Association for their members. Speakers included Jarrod Clabaugh of the Ohio Restaurant Association and Jaime Kolligian of Kastner Westman and Wilkins.
Workplace Privacy and Employee Monitoring: Laws and Methodscmilliken09
As a final business project we were instructed to develop a business document with research and documentation on a subject dealing with business law. I chose to create a document about workplace privacy because it was an interesting topic to me. Understanding these laws and methods after writing this paper allowed me to fully understand the rights and actions that an employee/employer is liable for.
This seminar takes an in-depth look at public employee privacy rights in the dynamic evolution of social media. The topics for the presentation cover the following issues:
• An overview of social media use and monitoring of employees
• Public vs. private employees privacy rights
• Public employees' right to privacy in the age of Facebook, Twitter and LinkedIn
• Equal Employment Opportunity Commission notes
• Potential employers' use of social media to make employment decisions
• Best practices of using social media to make employment decisions and minimize employer risk
Running head EMPLOYEE USE OF INTERNET AT WORK POLICY PROPOSALS.docxsusanschei
Running Head: Employee Use Of Internet At Work: Policy Proposals
1
Employee Use Of Internet At Work: Policy Proposals
10
INTRODUCTION
This paper talks more about the policy proposals about the use of internet at work. It surveys the possible torts that employees who use the internet could commit. It looks at the possible crimes that could be perpetrated by employees who use the internet at work. These crimes will be indicated as to whether they are white collar or blue collar. The liability of the corporation versus the responsibility of the individual employee through the commission of torts or crimes using the internet at work will be analyzed. Further analysis of whether violations of the duty of care or duty of loyalty could exist through the use of social media sites at work will be given. It explores the employee privacy rights that exist regarding the use of internet at work. The employment laws that protect the employee or employer on the utilization of the web at work will be discussed.
The possible torts that can be committed by employees through the utilization of the web include obstruction of justice. This happens where the government is investigating as an aspect of the company’s operations and staff decides out of motives of loyalty or self-preservation to cover things up. They can cover things up through hiding or destroying documents. This can amount to obstruction of justice and can multiply the consequences to the company of the original misconduct. Many materials are held electronically, and any obstacle will likely use the company’s technology.
Another tort that can be committed by employees is copyright violations. This happens when employees create and distribute multiple copies of protected material more than fair use using employer’s technology. This can lead to suits by the owner of the copyrighted material. Sabotage is another tort that can be committed by employees. This is mostly done by a disgruntled employee or former employees with technical expertise to create disruption which could last for some time and cause economic losses. Sabotage can happen through stealing information or maliciously publicizing it or deleting or overwriting company files. Another way of sabotage by deletion could be saving deliberately of documents that intend to be destroyed under a document retention program whether maliciously or otherwise.
Fraud is another common tort that may be committed by employees. Through the use of technology, employees can penetrate company operations and commit offenses like embezzlement, defrauding the company and corruption of business records. Misconduct due to fraud can be prematurely recognizing revenue, overvaluing goodwill, managing earnings and other accounting malpractices, self-dealing by the management and giving and accepting kickbacks for orders.
A significant tort that may be committed by employees is the misappropriation of trade secrets. This is possible because they a ...
MLA Research Paper (Orlov)Anna OrlovProfessor Willis.docxraju957290
MLA Research Paper (Orlov)
Anna Orlov
Professor Willis
English 101
17 March XXXX
Online Monitoring:
A Threat to Employee Privacy in the Wired Workplace
As the Internet has become an integral tool of businesses,
company policies on Internet usage have become as common as
policies regarding vacation days or sexual harassment. A 2005
study by the American Management Association and ePolicy
Institute found that 76% of companies monitor employees’ use of
the Web, and the number of companies that block employees’
access to certain Web sites has increased 27% since 2001 (1).
Unlike other company rules, however, Internet usage policies often
include language authorizing companies to secretly monitor their
employees, a practice that raises questions about rights in the
workplace. Although companies often have legitimate concerns
that lead them to monitor employees’ Internet usage—from
expensive security breaches to reduced productivity—the benefits
of electronic surveillance are outweighed by its costs to employees’
privacy and autonomy.
While surveillance of employees is not a new phenomenon,
electronic surveillance allows employers to monitor workers with
unprecedented efficiency. In his book The Naked Employee,
Frederick Lane describes offline ways in which employers have been
permitted to intrude on employees’ privacy for decades, such as
drug testing, background checks, psychological exams, lie detector
Orlov 1
Title is centered.
Opening sentences
provide background
for thesis.
Marginal annotations indicate MLA-style formatting and effective writing.
Thesis asserts
Orlov’s main point.
Summary and long
quotation are
introduced with a
signal phrase
naming the author.
Source: Diana Hacker (Boston: Bedford/St. Martin’s, 2007).
This paper has been updated to follow the style guidelines in the MLA Handbook for Writers of Research Papers,
7th ed. (2009).
Source: Diana Hacker (Boston: Bedford/St. Martin’s, 2007).
tests, and in-store video surveillance. The difference, Lane argues,
between these old methods of data gathering and electronic
surveillance involves quantity:
Technology makes it possible for employers to gather
enormous amounts of data about employees, often
far beyond what is necessary to satisfy safety or
productivity concerns. And the trends that drive
technology—faster, smaller, cheaper—make it possible
for larger and larger numbers of employers to gather
ever-greater amounts of personal data. (3-4)
Lane points out that employers can collect data whenever
employees use their computers—for example, when they send e-mail,
surf the Web, or even arrive at or depart from their workstations.
Another key difference between traditional surveillance and
electronic surveillance is that employers can monitor workers’
computer use secretly. One popular monitoring method is keystroke
logging, which is done by means of an undetectable program on
employees’ computers. The Web site of a v ...
Edward; w5; employee privacy report; 08.16.11. Copyright 2013 Edward F. T. Ch...Edward F. T. Charfauros
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, www.YourBlogorResume.net.
Tata Group Dials Taiwan for Its Chipmaking Ambition in Gujarat’s DholeraAvirahi City Dholera
The Tata Group, a titan of Indian industry, is making waves with its advanced talks with Taiwanese chipmakers Powerchip Semiconductor Manufacturing Corporation (PSMC) and UMC Group. The goal? Establishing a cutting-edge semiconductor fabrication unit (fab) in Dholera, Gujarat. This isn’t just any project; it’s a potential game changer for India’s chipmaking aspirations and a boon for investors seeking promising residential projects in dholera sir.
Visit : https://www.avirahi.com/blog/tata-group-dials-taiwan-for-its-chipmaking-ambition-in-gujarats-dholera/
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
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What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
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Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
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This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
2. Did you know? According to Dupree and Jude, from “Who’s Reading Your Office Email? Is That Legal?” said, 65% now use software to block connections to websites who’s images have no place in the workplace.
3. Who is reading your office email? I don’t know!!! It is time you know your rights!
4. Truth is you have zero privacy The simple fact is that monitoring employee e-mail and Internet usage is legal under almost all circumstances. As a general rule, when an employee enters the workplace, an employer may monitor and record communications, including e-mail and Internet use, without notice to the employee.
5. Here is an Example: A supervisor emailed inappropriate comments to an employee at home, and the employee responded in kind. The e-mails were communicated over the company system. Regardless of the company assurances, the employee was terminated for communicating “inappropriate and unprofessional comments” via the company system. The court held that “once plaintiff communicated the alleged unprofessional comments to a second person over the email system that was apparently utilized by the entire company, any reasonable expectation of privacy was lost. ”
7. E-mail is Easily Viewable Employers can review e-mail at any time and with lightening speed. A company called Dow Chemical took a “snapshot” of a day’s worth of employee e-mails and then systematically sorted through them. Some 254 employees had saved, filed, or sent sexually related, violent, and other inappropriate e-mails. The actual participation and involvement of the employees varied considerably. Dow discharged 20 employees and disciplined others.
8. Is this really necessary? Yes, because as you can see, it makes your really boss angry.
9. It’s the employers responsibly On his watch he is responsible for illegal, discriminatory, or offensive communication that are transmitted over the system or viewed by others from a company computer screen. That includes Sexually explicit, graphically violent, or racially inappropriate websites open to view by co-workers may be used to support claims of discriminatory behavior or a hostile work environment. E-mails also containing the same material also have the same effect.
10.
11. Employees can discover e-mails that contain corporate misconduct.
12. E-mails contain libelous or defamatory content. THESE E-MAILS SHOULD NOT BE SENT OR FORWARDED!
13.
14. If e-mails are overlooked it could become a foreign problem.
15.
16. Copyrights Copyrighted material is not yours to share, especially not in an employers website without the knowledge or consent of a manager or supervisor. The company could be responsible for any copyright infringment.
17. Try to Avoid Surprises “An employee took it upon himself to purchase CD’s containing copies of documents that we already had in our possession. It was easy. An e-mail arrived asking if he would be willing to share the cost of obtaining copies of documents. All he had to do was return an e-mail agreeing to participate in the project. Instead an invoice for several thousand dollars arrived at our office. There was no correspondence in the files authorizing the purchase. Ultimately, though, we found a brief e-mail from our employee responding to the...
18. Avoiding Surprises ...the inquiry. The reply e-mail simply said, “count us in.” Of course, the company that provided the service wanted it’s money. After all, they had spend time and effort preparing the materials for us. We were stuck. If our office had monitored e-mails we could have caught this and stopped the expensive and wasteful process before the vendor incurred its costs.”
19. Productive Communication vs. Personal Communication To do list at work: E-mail buddies about how funny Chad's hair looks today. Facebook and comment on friends walls. Buy Justin Beiber tickets on-line (going fast). Send whole office a link to the funniest Youtube video I just found. Do you see how we are not being productive at work?
20. Summary of the “Yes” Employers have the right, even a duty, to protect the corporation from legal liability incurred by the careless action of their employees. The use of e-mail from the employer’s computer can get the company into worlds of trouble, and the company must monitor that e-mail.
21. The “No” of E-mail Monitoring USA Today article uses we the people tone. The article doesn’t agree someone has the right to read e-mails except it be the writer or the intended recipient.
22. Concern with E-mail monitoring USA Today says 2001, three-quarters of US business electronically monitor employees in some fashion. Companies need to keep pace with free willing communication technology in the internet age. Now a fact of workplace life.
23. What is being monitored? 63% Internet 43% Tracked Telephones 19% Key Strokes & time logged in 38% Video Surveillance A quarter of these companies fire people for misuse of company technology. Three quarters have disciplined people.
24. Privacy “People act as if they have privacy protection. They don’t stop to think they are under scrutiny,” said Stewart Baker, head of technology law practice at Washington DC. “Surprisingly for such a law-happy society, there are few limits on what employers can do in the electronic age with respect to the privacy of their employees.”
25. Problems with Privacy Consultants advise companies to use notice as a way to “get over employees’ expectation of privacy,” which is an issue of social etiquette rather a legal one. Laws on wiretapping but not on voicemail, e-mail, or the internet in the workplace. (New that cell phone companies require compliance to be able to wiretap network. New York Times.)
26. Struggle for Balance with Technology The internet is a powerful distraction. “The very definition of what is private is up for grabs as lines blur between working hours, personal time and home life. What privacy rights do employees have when working on employer-supplied laptops from home, for example?”
27. “Employers are much more aware and much more nervous about productivity, legality and security, and these issues are behind the increase.”
28. Corporate Litigation “Emails and voicemails are frequently the smoking guns in corporate litigation. Standard operating procedure for any plaintiff’s attorney in a corporate legal battle is to demand production of electronic records.”
29. Big Brother Does Rest Monitoring is not done 24/7. Obviously because limitations of time and financial recourses prevent this from being monitored all the time.
30. Summary of the “No” In the opinion of the USA Today the substantial body of opinion in the country is e-mail is like any other mail, an no one has the right to read it except the writer and the intended recipient. The goes for employers, too.
31. Suggestions Learn how to save all your e-mails, voicemails, and text messages. Never send libelous or defamatory content. Use Google Voice. It transcribes your voicemails into text and saves the audio. Make a clear time for work and personal time.
32. THE END P.S. Add me on Facebook, Parker Donat And follow me on Twitter @parkerdonat